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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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With 18 minutes, 20 sticks of spaghetti, a yard of tape, a yard of string and one marshmallow, Tom Wujec believes he can tell you how innovative any team is. Here’s how:

Most Americans first became aware of former U.S. Coast Guard Commandant Adm. Thad Allen when he led the disaster response to Hurricane Katrina following the dismissal of FEMA director Michael Brown. Leading in a crisis situation is tough and Admiral Allen leaves us with 3 leadership lessons we can all take away.
If you’re the boss, it’s worth thinking about what kind of weather system you’re creating. Warm front or cold front? Sunny and pleasant or stormy and blustery? How do these weather systems affect the team’s results? If you’re interested in becoming a more effective leadership meteorologist, here are a few things to pay attention to:
Think of the workplace as rugby, where each person has value. On the rugby field, your physical safety depends on your teammates. In that sense, every member of a team has value and could be the one to save your hide. That’s a lesson learned by Andrew Cosslett, CEO of InterContinental Hotels Group, over the 25 years he played the game.

Retail managers are generally responsible for everything that happens in their stores. But they often spend most of their time doing the same work that hourly employees do. Even so, they may qualify as exempt employees under the FLSA. It’s the quality of the management work they do that counts, not the number of hours they spend doing it.

It’s not quite clear to me why it took a recession for organizations to rid their staffs of employees who weren’t pulling their weight. Finally, the air is being let out of this balloon—and you probably knew which people your organization needed and which it didn’t, way before the economy turned south.

With everything on your radar during the workday, it’s easy to forget about employee morale. But keeping the team engaged isn’t something that can be ignored or postponed. To keep morale on your radar, be aware of some of the common management mistakes that undermine it. Here are nine main deflators of employee morale, plus tips on avoiding them:

You don’t need the word “chief” in your title to act as a leader to the troops. Show that you possess the qualities to lead a team by exhibiting these leadership traits:

Narcissism is both a creative and a destructive force. It can drive corporate success when leaders blend their own search for self-improvement with improvement of their companies’ performance. But it also can run amok and cause corporate meltdowns. Self-awareness can break the destructive pattern of narcissism, says a top gun on leadership, Manfred F.R. Kets de Vries.

As a leader, are you making it clear which level of authority you are conferring when you delegate a task? Keep these five very different levels of delegation in mind, says Michael Hyatt, chairman and CEO of Thomas Nelson Publishers:
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