One important way to judge your success as a manager is by the success of your employees. The best managers aren’t just the ones who can extract the most productivity from their people, but the ones who produce great future managers. How can you be sure that your best people will someday be top-notch leaders themselves? Start with the following basic yet effective tips for developing managerial skills among your employees.
Don’t just be a boss — be a leader. Maximize your leadership skills in the five most crucial areas: decision making, executive coaching, leadership training, strategic management and understanding your leadership style.
Situational leadership changes depending on the type of leadership (direction and support) each of your employee’s needs. Emotional leadership is based more on the theory of emotional intelligences and relates to the situation at hand.
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In the never-ending quest for who is really developing raw talent, Fortune magazine, along with HR consulting firm Hewitt Associates and HR services firm RBL Group, created a system to rate the world’s largest companies. In choosing their top 25 firms, judges found that the best organizations go beyond the basics in developing strong leaders and come up with new ways to test employees.
We never saw this coming: scholars studying the business model of the Grateful Dead. But a handful of fans did. Emerging from their archives is a portrait of visionaries in what’s now called customer value, social networking and strategic planning. Here’s how the Dead pioneered business practices embraced much, much later by corporate America.
Strategic planning has always accounted for changing circumstances. But leaders have now shifted their planning habits to allow for on-the-fly adjustments. For example, Office Depot began updating its annual budget monthly at the start of 2009. “This downturn has changed the way we will think about our business,” says Steve Odland, Office Depot’s chairman and chief executive.
Your employee handbook can be a helpful reference providing needed information, or it can turn into a weapon that employees and their attorneys can use against you in court. The choice is yours. Follow these four steps to make sure your handbook works for you, not against you.
When it comes to sex-based stereotyping, some industries are more resistant to change than others. The “company culture” may be a bastion of outdated beliefs about what women can and cannot do. Decision-makers may not even fully understand that their preferences for hiring employees of one gender can create liability. If that’s the case where you work, you may want to use the following case to explore that corporate culture—and then push to change it.