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.
Are your employees too happy? Too satisfied? Are you tired of being pestered with ideas for saving time and money, improving morale or making work more rewarding? Here’s how to deal with those happy little people:
William Johnson, the man who oversees H.J. Heinz, the $10 billion food company, may taste 300 to 400 products in development during a given year. But he’s usually the last person to taste a product, and he doesn’t even have a vote. “I’ve never believed in the rule of the ‘golden tongue,’” he says.
Low morale can easily creep into a department without supervisors realizing it. But once it’s there, it’s hard to root out. Check every day to make sure people stay in tune. Here are 10 sour notes to listen for, according to the new book, Leadership When the Heat’s On:
All along, Gen. Ambrose Burnside had supported an unorthodox plan: Dig a long tunnel, load it with dynamite and blow a hole in the Confederate lines defending Petersburg, Va., a vital rail hub. But a last-minute change from above threw Burnside into a funk, and he made a leadership error that cost the Union a speedy end to the Civil War and relieved Burnside of his command.