Best-Practices Leadership

A leader in an organization can’t do everyone’s job. Instead of micromanaging, strong leaders use organizational leadership to coordinate, communicate, motivate and delegate among employees and team members. For comprehensive organizational effectiveness, each individual needs to be seen as a contributor, with the leader at the helm.

Most importantly, best-practices leadership involves keeping employees motivated throughout the process, adapting your scope or strategy as necessary, and developing an effective communication strategy.

Some people never make it to the other side because they’re more successful at being doers. This is a crucial point in determining if you’re going to move up the ranks.

Browse our articles, tools and advice on best-practices leadership.

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Sheena ­Iyengar and her fellow researchers at Columbia Business School set up a tasting booth near the entrance of a store, putting out either six choices of jam or 24 choices. They found that people were six times more likely to buy a jar of jam if they had only six choices versus 24. What are the implications for business leaders?

Roughly 85% of MBA graduates believe that “business people are well-qualified to solve the most pressing problems of the world,” according to the Passion & Purpose MBA survey. So, what does that mean for you? They want to work for leaders who share their passion for changing the world.

Nobody argues the fact that Robert McNamara was a genius. The Ford Motor Co. whiz kid who led the Pentagon into the Vietnam War, and the World Bank into unprecedented expansion, solved problems with sheer brains. But McNamara’s flaw may have been that, in a larger sense, he just didn’t “get it.”

In his latest book, management thinker Jim Collins tried to get at how com­panies thrive amid chaos. Some winners cut against common wisdom.

Being an effective manager means confronting those “challenging” employees who, while typically good at their jobs, too often display unprofessional or downright obnoxious behavior. The best way to tackle such problems is to meet with employees right when you spot the problem behavior. Follow these guidelines, which have the side benefit of protecting the organization from employee claims that they weren’t treated fairly.

While fans of former Denver Broncos quarterback Tim Tebow will likely vehemently disagree, I’d have to put John Elway in the running for manager of the year. And not just NFL manager of the year … anybody’s manager of the year.
When market dynamics change, how quickly can you respond? Here are three steps for pivoting faster than the competition: 1. Speed up your rhythm. 2. Build scenarios. 3. Monitor.
Leading from the top down no longer makes sense in the rapidly changing workplace. The most effective management style includes meaningful, ongoing collaboration between managers and employees.
By fostering positive mindsets, a leader can boost productivity, creativity, engagement—just about every performance measure, according to research. Yet “happiness” isn’t well understood as a performance driver.
What attribute is most needed by ­leaders today? “Realistic optimism,” according to Justin Menkes, an expert in evaluating C-suite executives and author of Better Under Pressure.
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