Police investigating a death in west Charlotte
Detectives with the Charlotte-Mecklenburg Police Department's Homicide Unit are investigating a death along Golf Acres Drive, according to an CMPD alert on X.
CMPD told Channel 9 at the scene that they found a body near a creek.
This is a developing story. Check back with wsoctv.com for updates.
VIDEO: Shooting investigation leads to discovery of illegal gambling operation, CMPD says

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Too many employees walk into one-on-ones unprepared, waiting for their manager to lead the conversation and set the priorities. This passive approach wastes precious face time and signals that you're not proactive about your career development. Effective one-on-one meetings belong to the employee, not the manager. You should be talking 50% to 90% of the time. When you drive the conversation, you demonstrate initiative, strategic thinking, and leadership potential—all qualities managers notice and remember during promotion discussions. Instead of waiting for your manager to ask about your projects, start with: 'I've identified three opportunities to streamline our workflow that could save the team 5 hours weekly. Can we discuss how to pilot these ideas?' Most one-on-ones devolve into glorified status updates where employees report on completed tasks, and managers assign new ones. This approach misses the real opportunity to discuss your professional development and future trajectory. 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When you consistently present solutions alongside challenges, you become an asset that makes their job easier, not harder. 'I've noticed our client response time has increased by 20%. I've researched three approaches other teams use: automated ticketing, dedicated response shifts and AI-powered triage. I think the automated system could work best for us because [reasons]. What's your take on piloting this next quarter?' Many professionals assume that no news is good news, waiting for annual performance reviews to understand how they're really performing. This passive approach to feedback leaves you flying blind for months and missing crucial opportunities for course correction and improvement. Microsoft research shows that employees who receive clear guidance from managers are 2.5 times more likely to maintain productivity while achieving work-life balance. Don't wait for feedback—actively seek it. Managers appreciate employees who are coachable and committed to improvement. When you ask for feedback and act on it, you prove you're worth the investment of their time and guidance. Many professional relationships remain surface-level, focused solely on deliverables and deadlines without any personal connection. This dynamic limits trust, reduces psychological safety and makes it harder for your manager to advocate for you when opportunities arise. Research shows that employees become significantly more engaged when they feel their organization cares about their overall well-being. Your manager is a person first and a professional second—building that human connection transforms working relationships. Strong relationships create psychological safety, trust and mutual investment. When your manager sees you as a whole person, they're more likely to advocate for your promotion and provide honest career guidance. When you consistently show up as someone worth investing in, you make it easy for your manager to become a powerful champion. 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American Military News
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