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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Your office probably relies on the integrity of its people and its computer systems to secure sensitive information. But is that enough? In an office where sensitive information is at risk, make the “rules of trust” more visible. Joe Larocca, an asset protection advisor, offered these tips on Retail’s Big Blog:

Before you try turning your organization around, make sure leaders throughout the ranks are fully on board. Without their support, you may not achieve the performance goals you seek.

What’s the most satisfying reward you can receive for a job well done? Respondents to a “SmartPulse” survey, conducted by Smart-Brief on Leadership, were roughly split three ways:

How to seize opportunities? The best we can do is make informed guesses and take our chances; the main obstacle being that poor leadership tends to perpetuate itself, eroding an organization’s capacity to act. Western Union provides a striking example: It turned away Alexander Graham Bell's offer to produce the telephone.
No one is immune to resentment, but it’s been said that holding onto a grudge is like taking poison and hoping the other person will die. Instead of focusing on what you would change in somebody else, turn your attention to what needs to change in you. First steps:
Research conducted decades ago still offers insights into how leaders operate. Kurt Lewin’s 1939 study of leadership styles led the researchers to establish three basic types: 1. Authoritarian. 2. Participative or Democratic. 3. Delegative or Laissez Faire.
Thanks to the readers of my blog, I've collected an excellent list of things to do if you're a leader who wants to create a culture of fear in your organization. Not that the readers and commenters are suggesting that you actually do these things. With the idea in mind that a good way to learn leadership is to do the opposite of what really crappy leaders do, here is an edited list of readers' suggestions:

As an executive in the financial services industry for more than 40 years, Bob MacDonald noticed that too often, job applicants looked at ethics as nothing more than a set of rules. They would meet the minimum ethical standard just to get by. So he founded Old MacDonald’s Ethical Leadership Farm to teach children that ethical people do the right things even when they aren’t required.

In the workplace and the sporting world, teams that buy into their coach’s vision have a much better chance of success. How can you get your team all working toward the same goal—your goal? Start by following these four steps to build support:

Two University of Virginia leaders weigh in on what books you might want on your leadership bookshelf. Here are suggestions from Harry Harding, dean of the Frank Batten School of Leadership and Public Policy, and Debbie Ryan, UVA’s women’s basketball coach for 35 years:

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