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  • in zh
  • 2 min read

將 AppMon 從版本 6.5 升級到 7.1

我正在將Dynatrace AppMon從版本6.5升級到7.1。AppMon是許多客戶信任的效能數據收集工具；它幫助開發者在應用系統中解決問題。此版本升級包括新功能和新的UI儀表板。以下是指導你完成此過程的步驟：

首先，重要的是要諮詢硬體和作業系統的系統需求2018年4月系統需求。例如，如果你在運行一個過時的Java虛擬機(JVM)，幫助台可能無法協助你解決問題。確保你有一個64位的客戶端和足夠的磁盤空間。

此外，在開始之前，將會話存儲位置移出安裝目錄。建議備份會話存儲和配置數據。務必在此之前諮詢元件兼容性矩陣元件兼容性。

其次，安裝新的AppMon 7.1版本。對於Linux，運行命令：

java -jar dynatrace-full-7.1.0.1803-linux-x86–64.jar

然後停用並升級許可證。這將在關閉它之前把你的服務器放在一個寬限期內。

點擊許可證的“升級”按鈕。

以及優惠券的升級按鈕：

第三，關閉舊版6.5的收集器、服務器和前端服務器。這將是創建備份的理想時機，包括性能倉庫數據庫和會話存儲的備份。

第四，使用這裡下載的移植工具。

運行命令：

java -jar dynatrace-migration.jar -migration -sourceDTHome "<DT_HOME_OLD>" -targetArchiveDir "<ARCHIVE_DIR>"

此處，DT_HOME_OLD是舊版AppMon的安裝路徑，ARCHIVE_DIR是備份目錄。請注意，在Windows機器上，需要管理員權限才能執行此步驟。

接著，使用以下的命令將備份檔案移動到新的7.1安裝版：

java -jar dynatrace-migration.jar -migration -sourceArchive "<ARCHIVE_DIR>/<MIGRATION_ARCHIVE>" -targetDTHome "<DT_HOME_NEW>"

其中，ARCHIVE_DIR/MIGRATION_ARCHIVE是./dtma檔案的位置，DT_HOME_NEW則是新Dynatrace 7.1安裝的路徑。

然後註冊並自動啟動任何額外的收集器實例。

第五，啟動新的元件，例如收集器和前端服務器。

客戶端移植步驟通常可以跳過，並且您可以為新的伺服器啟動許可證：

最後，再次檢查伺服器上的設定以確保性能倉庫和會話存儲已被遷移並連接。

還建議重新啟動並更新代理。最後但並非最不重要的，檢查並確認所有的東西都按預期運行。

如有任何問題，請告訴我。

  • 2 min read

AWS Cognito User Pools with Mobile SDK for iOS Using Custom Challenge

I recently integrated an AWS Cognito User Pool into an iOS application. The sign-in feature utilizes a custom challenge for authentication. However, there is limited documentation on how to use the iOS SDK for this purpose. After several trials and errors, I finally succeeded in signing in. Below are the steps to accomplish this:

Step 1: Create a CognitoUserPool

In the AppDelegate, after didFinishLaunchingWithOptions, the user pool is initialized as follows:

func application(_ application: UIApplication, didFinishLaunchingWithOptions launchOptions: [UIApplication.LaunchOptionsKey: Any]?) -> Bool {

  // Set up service configuration
  let serviceConfiguration = AWSServiceConfiguration(region: CognitoIdentityUserPoolRegion, credentialsProvider: nil)

  // Create pool configuration
  let poolConfiguration = AWSCognitoIdentityUserPoolConfiguration(clientId: CognitoIdentityUserPoolAppClientId, clientSecret: nil, poolId: CognitoIdentityUserPoolId)

  // Initialize user pool client
  AWSCognitoIdentityUserPool.register(with: serviceConfiguration, userPoolConfiguration: poolConfiguration, forKey: AWSCognitoUserPoolsSignInProviderKey)

  // Fetch the user pool client we initialized in the above step
  let pool = AWSCognitoIdentityUserPool(forKey: AWSCognitoUserPoolsSignInProviderKey)

  self.storyboard = UIStoryboard(name: "Main", bundle: nil)

  pool.delegate = self

  return true
}

Step 2: Implement the Protocol Delegate

extension AppDelegate: AWSCognitoIdentityCustomAuthentication {

  func didCompleteStepWithError(_ error: Error?) {

  }

  func getCustomChallengeDetails(_ authenticationInput: AWSCognitoIdentityCustomAuthenticationInput, customAuthCompletionSource: AWSTaskCompletionSource<AWSCognitoIdentityCustomChallengeDetails>) {

  }

  func startCustomAuthentication() -> AWSCognitoIdentityCustomAuthentication {
    if self.navigationController == nil {
      self.navigationController = self.storyboard?.instantiateViewController(withIdentifier: "signinController") as? UINavigationController
    }

    if self.signInViewController == nil {
      self.signInViewController = self.navigationController?.viewControllers[0] as? SignInViewController
    }

    DispatchQueue.main.async {
      self.navigationController!.popToRootViewController(animated: true)

      if !self.navigationController!.isViewLoaded || self.navigationController!.view.window == nil {
        self.window?.rootViewController?.present(self.navigationController!, animated: true, completion: nil)
      }
    }

    return self.signInViewController!
  }
}

Step 3: Handle the Custom Challenge Inside the Sign-In View Controller

extension SignInViewController: AWSCognitoIdentityCustomAuthentication {

  func getCustomChallengeDetails(_ authenticationInput: AWSCognitoIdentityCustomAuthenticationInput, customAuthCompletionSource: AWSTaskCompletionSource<AWSCognitoIdentityCustomChallengeDetails>) {

    let authDetails = AWSCognitoIdentityCustomChallengeDetails(challengeResponses: ["USERNAME": "YourUserName", "ANSWER": "123456"])
    customAuthCompletionSource.set(result: authDetails)
  }

  public func didCompleteStepWithError(_ error: Error?) {
    DispatchQueue.main.async {
      if let error = error as? NSError {
        print("error")
      } else {
        print("success")
        self.dismiss(animated: true, completion: nil)
      }
    }
  }
}

Step 4: Access User Attributes After Successful Sign-In

self.user?.getDetails().continueOnSuccessWith { (task) -> AnyObject? in
  DispatchQueue.main.async(execute: {
    self.response = task.result

    // Display user details
    print(response)
  })

  return nil
}

If you have any questions, please feel free to ask. I hope AWS updates the documentation and provides sample code to make it easier to understand the SDK without having to resort to trial and error.

  • in zh
  • 2 min read

使用自訂挑戰的AWS Cognito用戶池與iOS的Mobile SDK

我最近將一個AWS Cognito用戶池整合到一個iOS應用程式中。登入功能使用自訂挑戰進行認證。然而，關於如何使用iOS SDK達到此目的的文件資料很有限。在多次嘗試和失敗後，我終於成功登入。以下是達成此目的的步驟：

步驟1：建立一個CognitoUserPool

在AppDelegate中，完成didFinishLaunchingWithOptions後，用戶池如下所示初始化：

func application(_ application: UIApplication, didFinishLaunchingWithOptions launchOptions: [UIApplication.LaunchOptionsKey: Any]?) -> Bool {

  // Set up service configuration
  let serviceConfiguration = AWSServiceConfiguration(region: CognitoIdentityUserPoolRegion, credentialsProvider: nil)

  // Create pool configuration
  let poolConfiguration = AWSCognitoIdentityUserPoolConfiguration(clientId: CognitoIdentityUserPoolAppClientId, clientSecret: nil, poolId: CognitoIdentityUserPoolId)

  // Initialize user pool client
  AWSCognitoIdentityUserPool.register(with: serviceConfiguration, userPoolConfiguration: poolConfiguration, forKey: AWSCognitoUserPoolsSignInProviderKey)

  // Fetch the user pool client we initialized in the above step
  let pool = AWSCognitoIdentityUserPool(forKey: AWSCognitoUserPoolsSignInProviderKey)

  self.storyboard = UIStoryboard(name: "Main", bundle: nil)

  pool.delegate = self

  return true
}

步驟2：執行協定代表

extension AppDelegate: AWSCognitoIdentityCustomAuthentication {

  func didCompleteStepWithError(_ error: Error?) {

  }

  func getCustomChallengeDetails(_ authenticationInput: AWSCognitoIdentityCustomAuthenticationInput, customAuthCompletionSource: AWSTaskCompletionSource<AWSCognitoIdentityCustomChallengeDetails>) {

  }

  func startCustomAuthentication() -> AWSCognitoIdentityCustomAuthentication {
    if self.navigationController == nil {
      self.navigationController = self.storyboard?.instantiateViewController(withIdentifier: "signinController") as? UINavigationController
    }

    if self.signInViewController == nil {
      self.signInViewController = self.navigationController?.viewControllers[0] as? SignInViewController
    }

    DispatchQueue.main.async {
      self.navigationController!.popToRootViewController(animated: true)

      if !self.navigationController!.isViewLoaded || self.navigationController!.view.window == nil {
        self.window?.rootViewController?.present(self.navigationController!, animated: true, completion: nil)
      }
    }

    return self.signInViewController!
  }
}

步驟3：在登入視圖控制器中處理自訂挑戰

extension SignInViewController: AWSCognitoIdentityCustomAuthentication {

  func getCustomChallengeDetails(_ authenticationInput: AWSCognitoIdentityCustomAuthenticationInput, customAuthCompletionSource: AWSTaskCompletionSource<AWSCognitoIdentityCustomChallengeDetails>) {

    let authDetails = AWSCognitoIdentityCustomChallengeDetails(challengeResponses: ["USERNAME": "YourUserName", "ANSWER": "123456"])
    customAuthCompletionSource.set(result: authDetails)
  }

  public func didCompleteStepWithError(_ error: Error?) {
    DispatchQueue.main.async {
      if let error = error as? NSError {
        print("error")
      } else {
        print("success")
        self.dismiss(animated: true, completion: nil)
      }
    }
  }
}

步驟4：成功登入後存取用戶屬性

self.user?.getDetails().continueOnSuccessWith { (task) -> AnyObject? in
  DispatchQueue.main.async(execute: {
    self.response = task.result

    // Display user details
    print(response)
  })

  return nil
}

如果你有任何問題，請隨時提問。我希望AWS能更新文檔，並提供範例代碼，以便在不需要透過試驗和錯誤的情況下理解SDK。

  • 3 min read

Managing Your Boss

In traditional top-down organizations, managing your boss involves a conscious effort to collaborate with upper-level management for mutually beneficial outcomes. Effective managers allocate time and resources to managing not only their subordinates but also their superiors. Failing to do so can be costly.

Personality clashes are just the tip of the iceberg. According to a Gallup poll, half of all employees in the United States leave their jobs because of issues with their bosses. More concerning are the flawed assumptions and expectations that subordinates often have about their managers. Effective management of this relationship requires both parties to be mutually reliant.

Managers often need support and cooperation from their subordinates to accomplish tasks efficiently. Some mistakenly believe they can be self-reliant and dismiss the role their superiors play in organizational integration. It's unrealistic to expect that a boss will automatically know what support an employee needs. Effective managers understand this and take the initiative in their own professional development.

Successfully managing this interdependent relationship requires a deep understanding of both your own and your boss's strengths, weaknesses, work styles, and needs. To prevent conflicts and misunderstandings, you should understand your boss's goals, pressures, and blind spots. Effective managers actively seek this information and use it to create a work environment that accommodates both parties.

Self-reflection can also enhance your understanding of the dynamics between you and your boss. Generally, subordinates are more reliant on their superiors than vice versa. This dependency can lead to negative emotions or even rebellious behavior, a psychological response referred to as counter-dependency. An imbalance of power favoring the boss is often a main contributor to poor management.

In contrast, some subordinates suppress their frustrations and blindly follow their boss's flawed decisions. This can be equally detrimental, perpetuated by cultural myths like the notion that "Father Knows Best," as popularized by the TV show of the same name. Recognizing these extremes can help you understand the implications of your relationship with your boss, whether it's counter-dependent or over-dependent, and take corrective action.

Once you have a clear understanding of both your needs and those of your boss, you can develop a mutually beneficial working relationship. Research shows that increased engagement in various forms correlates with several positive organizational outcomes, including individual job performance and customer satisfaction. Subordinates can adjust their communication styles to match their bosses' preferences.

Effective communication of mutual expectations is also crucial. Instead of assuming that their boss will clearly state their expectations, subordinates should take the initiative to ask. Similarly, they should make their own expectations known to their bosses. Maintaining an open channel for sharing both positive news and concerns—even when the boss might not want to hear them—helps build trust.

Consistency is key. While committing to optimistic deadlines may please your boss in the short term, failing to meet them will lead to dissatisfaction. Establishing trust is essential for smooth delegation of tasks and responsibilities.

Managing your relationship with your boss demands time and effort, but the investment pays off by preempting potential issues. It's wise to use your boss's time efficiently, focusing on significant matters rather than minor details. Ultimately, the quality of your relationship with your boss significantly impacts what you can achieve in an organization.

  • in zh
  • 1 min read

管理你的老闆

在傳統的自上而下的組織中，管理你的老闆需要有意識地與上層管理合作以達到雙贏的結果。有效的管理者不僅需要花時間和資源管理他們的下屬，也需要管理他們的上級。不這樣做的代價可能會很高。

性格的衝突只是冰山一角。根據一項蓋洛普公司的調查，美國有一半的員工是因為與他們的老闆有問題而辭職。更令人擔心的是下屬對於他們的經理有著錯誤的假設和期望。有效地管理這種關係需要雙方互相依賴。

經理們經常需要他們的下屬的支持和合作才能有效地完成任務。有些人誤以為他們可以自給自足，忽視了他們的上級在組織整合中的作用。期望老闆會自動知道員工需要什麼支援是不切實際的。有效的經理人明白這一點，並主動參與他們自己的職業發展。

成功地管理這種相互依賴的關係需要深入理解你自己和你的老闆的優點，弱點，工作風格和需求。為了防止衝突和誤解，你應該理解你的老闆的目標，壓力和盲點。有效的經理會主動尋找這些信息並用來創建一個適應雙方的工作環境。

自我反思也可以加深你對於你和你的老闆之間的動態的理解。一般來說，下屬對於他們的上級的依賴程度比上級對下屬的依賴程度要大。這種依賴性可以導致負面的情緒甚至反叛行為，這被稱為反依賴。權力偏向老闆的不平衡往往是糟糕管理的主要原因。

相反，有些下屬會壓抑他們的挫折感並盲目地遵從他們老闆的錯誤決定。這同樣會造成很大的傷害，被文化神話如“父親最懂”（一個電視節目的名稱）所加強。認識到這些極端可以幫助你理解你與你的老闆的關係的影響，無論是反依賴還是過度依賴，並採取糾正行動。

一旦你對你自己和你的老闆的需求有了清楚的理解，你就可以發展一種互利的工作關係。研究顯示，增加各種形式的投入與一些正面的組織結果有關，包括個人的工作表現和顧客滿意度。下屬可以調整他們的溝通風格以匹配他們的老闆的偏好。

對於雙方期望的有效溝通也是至關重要的。下屬應該主動問老闆的期望，而不是假設老闆會清楚地表達他們的期望。同樣，他們應該讓老闆知道他們自己的期望。保持一個分享好消息和擔憂的開放渠道——即使老闆可能不願意聽到——有助於建立信任。

一貫性是關鍵。雖然短期內承諾樂觀的期限可能會讓你的老闆高興，但是未能達到期限會導致不滿。建立信任對於順利地委派任務和責任至關重要。

管理與你的老闆的關係需要時間和努力，但是投資的回報是預先防止可能的問題。明智的做法是有效地使用你的老闆的時間，專注於重要的事情而不是細節。最終，你與你的老闆的關係的質量將顯著影響你在組織中可以實現的成就。

  • 2 min read

Leadership That Gets Results

Research indicates that six distinct leadership styles have a direct impact on the work environment and financial performance, particularly in terms of revenue growth and profitability. These styles are coercive, authoritative, affiliative, democratic, pacesetting, and coaching. Importantly, the most successful leaders don't rely solely on one style but adapt based on the organization's circumstances. Effective managers transition between various leadership styles, and the impacts are observable in several areas, including flexibility, responsibility, adherence to standards, and the quality of feedback.

To begin with, coercive leaders seek immediate compliance. While effective during turnarounds, this top-down decision-making approach can stifle innovation and discourage team initiative. "When Steve Jobs was upset about anything, it got rectified at a pace I have never seen; people reacted so fast out of fear," noted one former Apple employee.

Secondly, authoritative leaders unify their team around a common goal, often resulting in higher levels of commitment because people understand how their work contributes to the larger vision. However, this style can fail when team members are more experienced or have stronger opinions than the leader. Investor John Doerr remarks, "Classic entrepreneurs do more than everyone believes possible with less than anyone thinks possible."

Thirdly, affiliative leaders prioritize emotional bonds, valuing individual feelings over tasks and goals. While this fosters open communication and risk-taking, exclusive reliance on praise without constructive feedback can be detrimental.

Fourthly, democratic leaders build consensus by actively involving their team members in decision-making. This approach is most effective when working with skilled individuals who can offer valuable input. However, it can lead to prolonged discussions and delays when there's no consensus, leaving the team leaderless in times of crisis.

Fifthly, pacesetting leaders expect high performance and self-direction. Although effective in motivating a highly competent team, this style can be counterproductive if it erodes trust and fails to clearly articulate expectations.

Lastly, coaching leaders focus on developing future leaders by helping them identify their unique skills and align them with career goals. This approach is especially impactful when employees are aware of their weaknesses and are open to improvement.

The most effective leaders are versatile in their approach, adapting their style to meet the specific needs of their organization. Few leaders are proficient in all six leadership styles, but they can assemble a diverse team or expand their own techniques to fill in the gaps. Improving emotional intelligence competencies can further refine one's leadership abilities.

In conclusion, understanding and appropriately applying these leadership styles can offer leaders a comprehensive toolkit for success, especially in an ever-changing corporate landscape.

  • in zh
  • 1 min read

產生成果的領導力

研究指出，有六種鮮明的領導風格直接影響工作環境和財務表現，尤其是收入增長和利潤性。這些風格是強迫、權威、親和、民主、設定節奏和教練。重要的是，最成功的領導者並不完全依賴一種風格，而是根據組織的情況進行調整。有效的管理者在不同的領導風格之間進行轉換，而這種影響在許多領域，包括靈活性、責任心、遵守標準和反饋的質量上都是可觀的。

首先，強迫型領導者要求立即服從。雖然在轉型期間很有效，但這種自上而下的決策方式可能會扼殺創新和阻礙團隊主動性。一位前蘋果員工指出，“當史提夫·喬布斯對任何事情感到不滿時，這個問題會以我從未見過的速度得到糾正；人們出於恐懼反應得非常快。”

其次，權威型領導者會圍繞共同的目標統一他們的團隊，這通常會導致更高的承諾度，因為人們明白他們的工作如何促進大局。然而，當團隊成員的經驗更豐富或對領導者的觀點持有更強烈的意見時，這種風格可能會失敗。投資者約翰·杜爾指出，“經典的創業者做的比所有人可能相信的還要多，用的比任何人可能想象的還要少。”

第三，親和型領導者將情感緊密的綱連合在一起，並將個人的感受置於任務和目標之上。雖然這樣可以促進公開的溝通和冒險，但如果過分依賴讚揚而不提供具有建設性的反饋，可能會有反效果。

第四，民主型領導者通過積極參與其團隊成員在決策中，建立共識。這種方法在與擁有專業技能並能提供有價值建議的人一起工作時最有效。然而，當沒有共識時，可能導致討論時間長，並在危機時讓團隊處於無領導狀態。

第五，設置節奏型領導者期望高績效和自我導向。雖然這種方式在激勵高風能團隊方面很有效，但如果破壞了信任並未能清楚地說明期望，可能會產生反效果。

最後，教練型領導者專注於通過幫助他們識別獨特技能並將其與職業目標相對應，來培養未來的領導者。當員工知道自己的弱點並願意改進時，這種方法尤其有影響力。

最有效的領導者在他們的方法上是多元的，他們調整自己的風格，以滿足他們的組織的特殊需求。很少有領導者擅長所有六種領導風格，但他們可以組建一個多元化的團隊或者擴展自己的技巧來彌補不足。提高情緒智力能力可以進一步細化領導能力。

總之，理解和適當地應用這些領導風格，可以為領導者提供一個全面的成功工具包，尤其是在不斷變化的企業景觀中。

  • 3 min read

How to Debug iOS Traffic on an iPhone Device

I'm responsible for production support for an iOS mobile app, and one of the challenges is debugging HTTPS traffic between the iPhone and our server.

In this article, I'll explain how to capture requests, responses, and HTTP headers.

Step 1:

Download and install Charles on your laptop from https://www.charlesproxy.com/download/. After installation, click on "Install Charles Root Certificate on a Mobile Device or Remote Browser."

A popup with details will appear.

Step 2:

Connect your iPhone to the same Wi-Fi network as your laptop. In the iPhone's Wi-Fi settings, navigate to HTTP proxy and choose "Configure Proxy" with manual details.

Enter the Server and Port number that are displayed in the popup on your laptop. The popup should update to confirm the connection.

Next, open Safari on your iPhone and navigate to chls.pro/ssl. Download and install the certificate by clicking "Allow."

Click "Install" for the Profile.

At this point, you're done with this step.

Step 3:

On your iPhone, go to Settings > General > About > Certificate Trust Settings and toggle "Charles Proxy CA" to "On."

Final Step:

Restart Charles on your laptop. You should now be able to see traffic, including HTTPS content. For example, traffic from the Medium app on iOS can be captured as shown below:

If you encounter any issues, feel free to reach out. Happy debugging! :)

  • in zh
  • 2 min read

如何在iPhone裝置上偵錯iOS流量

我負責為一款iOS行動應用程式提供產品支援，其中一個挑戰是偵錯iPhone和我們的伺服器之間的HTTPS流量。

在這篇文章中，我將解釋如何捕獲請求，響應，和HTTP頭部。

步驟1:

從https://www.charlesproxy.com/download/下載並安裝Charles到你的筆記本電腦。安裝後，點擊"在移動設備或遠程瀏覽器上安裝Charles Root憑證"。

一個彈出詳細信息的視窗將出現。

步驟2:

將你的iPhone連接到與你的筆記本電腦相同的Wi-Fi網絡。在iPhone的Wi-Fi設置中，導航到HTTP代理，並選擇"配置代理"，輸入手動細節。

輸入在筆記本電腦彈出視窗中顯示的伺服器和端口號。彈出視窗應該會更新以確認連接。

接著，打開你的iPhone上的Safari並導航到chls.pro/ssl。點擊"允許"下載並安裝憑證。

點擊"安裝"配置檔案。

在此時，你已經完成了這個步驟。

步驟3:

在你的iPhone上，前往設置 > 一般 > 關於 > 證書信任設定，並將"Charles Proxy CA"切換到"開啟"。

最後步驟:

重啟你筆記本電腦上的Charles。你現在應該可以看到流量，包括HTTPS內容。例如，可以捕獲來自iOS上的Medium應用程式的流量，如下所示：

如果你遇到任何問題，隨時聯繫我。祝你偵錯愉快！:)

  • 3 min read

Dealing with Problem People - How to Motivate Your Team Effectively

The only way to get people to follow your lead is to inspire them to motivate themselves. One of the most common mistakes managers make when trying to motivate challenging employees is relying on logical arguments and sales pitches. However, people are diverse, each with their own motivators, values, and biases, which leads to different perceptions of what is acceptable. Given that a fundamental tenet of management is that you can't change a person's nature, these differing perspectives often result in unsatisfactory outcomes.

Rather than imposing solutions, it's more effective to elicit answers from employees, encouraging them to overcome their own motivational roadblocks. For immediate problem-solving, leaders must shift their viewpoint: see the employee as a person to understand, not a problem to fix. This involves spending time and attention to truly grasp what matters to the individual. Casual conversations can offer valuable insights into an employee's world, revealing their expectations, desires, and experiences.

After this analysis, managers should break free from rigid thought patterns and consider all possible solutions. Let go of preconceived notions and be open to various outcomes. Reframe your objectives to identify the root cause of dissatisfaction, and then find new ways to align with the employee’s core interests.

For example, in an IT consulting organization, intrinsic motivators like achievement, recognition, the nature of the work, responsibility, and progress are vital. Despite poor upper-level project management that led to a lot of dissatisfaction, my team and I worked late nights and weekends to deliver a mobile app project for a Hong Kong airline on time. At the end of the project, the team was disheartened. Why? Our efforts were met with criticism instead of recognition from senior management. As a result, many team members left for jobs that offered better financial incentives.

After I resigned, the company director persuaded me to stay by genuinely listening to my concerns and recognizing my career ambitions in areas like big data analytics, machine learning, and artificial intelligence. He offered me a project perfectly aligned with my interests, and my motivation was restored.

After deciding to stay, I took it upon myself to motivate my team to do the same. I met with each member to understand their concerns and offered tangible incentives, such as free lunches and snacks. Neuroscience suggests that rewards are more effective than punishments for motivating behavior. Studies show that conditional bonuses can result in a 24% increase in sales and that positive reinforcement encourages employees to go beyond their usual responsibilities. This additional effort makes firms more efficient and productive.

Therefore, adopting a servant-leader approach that prioritizes the intersection of my team's passion and contributions has become crucial.

A 2014 Deloitte report revealed that up to 87% of America's workforce is not performing at full capacity due to a lack of passion for their work. Now, more than ever, leaders must employ strategies that energize both individual team members and the group as a whole. Addressing underperformance and clearly communicating that poor results don't necessarily lead to immediate dismissal can significantly boost morale. When people see a problem-solving culture, it results in a healthier, more productive workplace.