It was a humdinger of a finish to the New York Giants-Cincinnati Bengals football game last fall, particularly at the two-minute warning. What you would not have seen is the leadership that brought the scene to your TV. Back in a windowless production trailer making it happen was CBS crew director Bob “Fish” Fishman.
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.
It hasn’t been much fun at a whole lot of workplaces lately. Half an hour into a meeting, one CEO asked, “Are we having fun yet? In the past 24 hours, who’s had the worst business experience?” As they joked about each horror story, the tension lifted.
Say a deadly listeria outbreak is traced back to a food plant you own. How do you handle the crisis? CEO Michael McCain of Maple Leaf Foods faced that challenge when an outbreak of listeria led to several deaths. Despite the grim events, McCain was named CEO of the year for 2008 by the Canadian Press.
Are you a situational leader or an emotional leader? Situational leadership depends on the kind of direction and support each of your followers needs. Emotional leadership is situational, too, but based more on the theory of emotional intelligences than on the level of your involvement ...
Capt. Chesley Sullenberger made his leadership clear when he landed a plane intact on the Hudson River in January, saving 155 lives. While “the miracle on the Hudson” did seem miraculous, it was mainly the result of preparation and a cool head. Lesson: Stretch as far as you can to prepare to lead when disaster strikes.
Foster more connections among employees by playing “switch-a-seat” ... Become known as a more inventive leader by using the future-leaning word “will” more often ... Never waste a crisis ... Stay tuned to market and cultural trends ...
A good wellness program can spur employees to ditch unhealthy behaviors, reducing their health care costs and helping them work more productively. But that’s only if they participate. Here are four ways your organization can bolster participation by improving the way it communicates wellness to employees.
Hawaiian banana farmer Richard Ha came close to packing it in last year. Ha hadn’t done anything wrong. He’d converted a $300 investment into one of Hawaii’s most successful farms, producing up to a third of the state’s bananas. He’s a careful businessman who watches expenses. And that’s where the problem lies ...
As a group CEO of Italy’s UniCredit Bank, Roberto Nicastro is fairly young, at fortysomething, to hold such a position. In recent years, Nicastro helped the bank embark on an aggressive international expansion. But he also realized that he felt as though he were riding a roller coaster and might be sacrificing his life to the company ...
Boosting your benefits communication during troubled economic times can help your organization retain good employees and ease their worries so they can focus on work. The key: Show employees the value of their benefits.