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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.

Before making a final decision on a reorganization or series of RIF terminations, take a close look at any characteristics the employees losing their jobs might share. A set of terminations that affects only members of a protected class is sure to attract attention ...
Many companies design succession plans so they can spot the next generation of leaders early and develop current employees to their full potential. But if everyone tapped for special treatment comes from the same race or gender—or the chosen group excludes older workers or the disabled—employers may find themselves facing discrimination litigation ...
Inspire employees to go the extra mile by providing “emotional infrastructure.”
How do you lead your organization to high performance when time and money are scarce? Follow the lead of police chief Bill Bratton.
Barclays PLC faced a challenge in 2002: The financial services firm needed to compete with other firms, such as Morgan Stanley, that were much larger. “Trying to catch them was just going to be too difficult,” says COO Paul Idzik.
Whether dealing with clients or co-workers, an abrasive, rude and arrogant employee can spell big trouble. The problem, of course, is measuring something as subjective as likeability or abrasiveness. One possible way: Use a peer-review process to gather relevant information and a consensus on how well employees get along with others ...
If you discharge an employee who has been moonlighting, and he or she continues to work on the side, the moonlighting income may make the former employee ineligible for unemployment compensation ...
Even as the New York Mets flamed out in spectacular fashion last fall, the team’s All-Star third baseman, David Wright, put in a stellar performance, batting .397 during the final 17 games. Yet, as the team squandered a seven-game division lead, Wright stood at his locker after every loss and took responsibility for the team.
Use the fortunes of prominent organizations to gain insights into leading your own enterprise.
When you fire an employee, you want the decision to stick. You certainly don’t want to use a flimsy reason for discharge and then find out later that other employees regularly ignore your rule. If the former employee is a member of a protected class, that’s a sure recipe for a discrimination lawsuit ...