I recently worked on a very complex and emotional employee issue. I strongly believed the employee needed to be fired—and that was the ultimate outcome—but the employee’s manager and vice president strongly disagreed with me. I stand by my decision, but greatly regret how I bullied my way through our shared experience. I behaved like a bulldozer, insisted on my decision being accepted, and actually lost my temper.

Something was missing. That’s what Wanda Hayes determined when she sought input from the faculty and staff of Emory University after arriving as the university’s new director of learning and organizational development.

I have a longtime friend who is an Operation Iraqi Freedom veteran, experiences combat stress, and has been diagnosed with Post-Traumatic Stress Disorder.

I am struggling to regain my supervisor’s trust. I am afraid of losing my job, so I am always looking over my shoulder, wondering what she will find next. What else can I do to regain her confidence and trust and get out from under the microscope

Practice changes are an everyday reality in the life of a healthcare provider. Clients, patients, and residents are more knowledgeable and expect care that is evidence-informed. All change creates some kind of emotional response.

According to our recent poll, social networks are becoming increasingly hostile, with 78 percent of users reporting rising incivility online and two in five blocking, unsubscribing, or “unfriending” someone over an argument on social media.

I’ve concluded I should just not say anything meaningful on social media. Do you disagree?

I’m the team leader of an increasingly dysfunctional team. Our tasks require a high degree of coordination and we often have to figure out what to do as we go. But we’re stuck in a pattern of arguing and disagreeing, and it derails our ability to get anything done.

I work in a busy, growing medical office with five support staff, and I share duties with a coworker who just turned seventy and has been with the clinic since it opened. We don’t have an office manager, so the clinic owners expect us, as peers, to come up with policies and procedures for the front desk, solve problems, and strategize on improvements.