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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College presidents don’t like to admit it, but as cheerleaders in chief, they need charm to chat up everyone from teenagers to rich donors. Without charm, they’d be sunk.

Job descriptions are the cornerstone of communication between you and your staff. Job descriptions can also be useful tools in court. Make sure you have job descriptions for all employees’ positions. Then keep those descriptions updated whenever the duties change.

In 2008, Imperial Sugar Company experienced an explosion at its refinery in Port Wentworth, Ga., that killed 14 workers and injured dozens of others. Three years later, the company has transformed itself, largely due to the leadership of CEO John Sheptor. "A crisis is not a time to lead from the front office," he says.

Bad managers are not consciously aware that they’re bad managers. And if they are aware of it, they’re probably not willing to admit it to anyone. Nobody wants to think they might be the problem. Here are a few clues:

Smaller organizations often have little or no budget to train their management teams. But no budget doesn’t have to mean no training. Here is a list of some of the best free online training for managers and HR professionals offered by colleges and reputable organizations ...

An old employee-relations idea has found new purpose in today’s tumultuous business environment: Employee resource groups (ERGs)—also known as affinity groups or employee networks—are on the rise in companies large and small.
If you think about it, the whole process of starting with learning the basics of any discipline and methodically working your way up to some level of mastery makes sense for undertakings far beyond Boy Scout merit badges.  It led me to consider, “If there were a merit badge for organizational leadership, what would the requirements be?”
With unemployment still floating above 9%, it’s a bit easier to find good employees. But keeping the best people never has been and never will be easy. What can you do to keep them around? A recent Harvard Business Review pointed to these key retention mistakes and solutions to fix them:
Putting the troops first: Capt. Bo Reynolds walked the talk this past Thanksgiving in Afghanistan. First, he came up with the idea of deep-frying a turkey for the Army’s 1st Brigade, 101st Airborne Division. Second, he got only a taste of the bird because he let his troops eat first ...
The challenges facing HR pros who specialize in talent, compensation and benefits are dramatically different today than they were just a year ago. At Deloitte Consulting, we call it “the talent paradox”—the apparent contradiction that occurs when unemployment is still relatively high, yet companies still are seeing significant shortages in critical talent areas.
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