Managing People at Work

According to the American Journal of Clinical Nutrition, 49% of the people who skip breakfast are overweight or obese. Unfortunately, those individuals can grow accustomed to eating more as the day wears on.

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Fear and uncertainty are bad enough in our personal lives. But when you’re a manager facing lots of scary unknowns, you need to adopt a two-prong approach: find a way to cope individually and then devise a strategy to reassure employees.

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You set goals for your employees and map steps they can take to achieve them. You also listen to your team and choose goals accordingly. But even if you gain their buy-in and support their efforts in goal attainment, there’s often a critical missing piece: Do your workers think they can reach the goal?

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Sometimes, the smartest people make the worst presenters. Their vast knowledge and mastery of industry jargon or technical details turn them into drones with slides.

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After 60 years of building businesses, Jack Nadel knows about managing people. And he’s devised a simple success formula. “You succeed with relationships, results and rewards,” says Nadel.

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Managers, like everyone else, are more comfortable and more skilled sticking to old patterns rather than embracing new ones. Experience may teach us certain lessons that become entrenched.

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You can sow seeds of loyalty with your stars if you create a work environment that stimulates them, says Terry Bacon, author of The Elements of Power.

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As hypertension, diabetes and other chronic ailments increase, many health experts believe stress management offers a strong defense.

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You’re busy—too busy for small talk. You’re friendly enough with employees, but you prefer to stick to business and steer clear of chitchat about weekend plans or personal news. Yet managers who share stories about their families or hobbies forge a special bond.

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Some managers assume the best way to spur innovation is to convene a brainstorming meeting or focus group of customers. But such groups can block creativity even as they try to promote it.

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