The shifting political sands don't have to sink your business if you focus on standing firmly on your company's purpose, culture and values no matter what comes, writes Michael Dunn, the chairman and CEO of Prophet, who recommends listening deeply to employees, customers and other stakeholders to discern if events warrant action or not. "Businesses that remain committed to their defining goals and values will build resilience and position themselves as leaders in challenging times," writes Dunn.

Put it into practice: Companies grow, no matter what the circumstances, when they meet the needs of others in ways that align with their values and principles and not reflexively reacting to events, Dunn writes. "Instead, they should carefully evaluate whether their foundational values still resonate with the people they aim to serve."

Approach conflict as an opportunity for growth by practicing active listening and embracing a positive mindset, writes executive coach Joel Garfinkle. "Before the conversation, remind yourself of the long-term benefits: clearer expectations, improved collaboration and stronger trust," Garfinkle writes.

Put it into practice: When you're preparing for a difficult conversation, make sure to use "I" statements and recognize the other person's reactions. "Commit to preparing thoughtfully, communicating clearly and embracing the potential for a positive outcome," Garfinkle writes.

Help your employees deal with anxiety related to changes in the workplace by reframing threats as opportunities, writes Gaurav Gupta, managing director at Kotter, while looking for ways to reduce fear and stress. "Uncertainty isn't necessarily bad -- times of change and disruption are filled with opportunities to do things differently and better," Gupta writes.

Put it into practice: Make sure to acknowledge the source of employee anxiety while encouraging a shift in mindset. "The goal is not to convince employees that there are no threats but to put them in context and amplify the opportunities," Gupta writes.

Authoritarian leaders can be effective when times are calm and polished order is needed, but when a crisis arises, humble leaders who build resilient teams who trust each other will bring the most success, says Jocko Willink, an author and retired Navy SEAL commander. Willink tells "A Bit of Optimism" podcast host Simon Sinek about the time when his SEAL team "mutinied" against a dictatorial leader and was replaced with a legendary SEAL team member who turned out to be a humble, unassuming man who transformed team morale. "I got to see this stark contrast between a guy that was arrogant and egotistical and how much we disliked him, and that we literally had a mutiny because we didn't want to follow him, and when this other guy took over that was humble, that listened to us, that treated us with respect, we would follow that guy anywhere," Willink says.

Financial belt-tightening has hit the tooth fairy, who is paying out less for lost teeth for the second year in a row to an average of $5.01, down from $5.84 last year, according to the annual Delta Dental survey. Parents report that the tooth fairy spends more on the first tooth lost, but that was down 12% from last year to $6.24. Overall, though, the tooth fairy has been paying 285% more since 1998, when a tooth fetched an average of $1.30.

I highly recommend tuning in to the discussion between former Navy SEAL Jocko Willink and Simon Sinek on Sinek's "A Bit of Optimism" podcast. Willink's take on the importance of being able to balance humble leadership and command-and-control styles is worth your time.

Willink describes how he will briefly pause when his team feels disoriented during a leadership vacuum. Then, he will give them the most minor action possible to get them reoriented and confidently moving forward. For example, in a combat situation, he could order his team to move forward or fall back. Instead, Willink says he would probably send one team member out to scout the situation before making such a command. That small step is enough to get everyone back to a feeling of equilibrium.

Willink also talks about why leaders must cultivate relationships that are built on trust, listening, respect, influence and care.

"If you want people to trust you, you gotta give them trust me. If you want people to respect you, you've got to treat them with to treat them with respect. If you want to have influence over people, you've got to actually allow them to influence you. And if you want people to care about you, then you need to care about them. And that's the way it works," Willink says.

The whole conversation is worth a listen.

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