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Leaders & Managers

From the nitty gritty of daily management to addressing your aspirations of leadership, this section for leaders & managers tells you how to make strong leadership decisions, build effective teams, delegate and stay above the everyday management muddle.

Get tips, strategies, tool and advice on: performance reviews, preventing workplace violence, best-practices leadership, team building, leadership skills, people management and management training.

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In two experiments led by Christopher Oveis of the University of California at San Diego, high-status individuals had different laughs than low-status individuals, and strangers could tell the difference.
“The lesson is you have to find people that you trust who will guide you.”
As I write this, the local pro football team is engaged in a familiar dance with an emerging star: Management wants to pay him a certain crazy number of millions of dollars per year, but his agent would like just a smidgen of an increase over that already astronomical amount, thank you very much, or the man with the golden arm walks. How many times have you shaken your head over the greed displayed in a situation like this? But if you were that football player, you’d likely make a similar demand.
Employees whose pay is just above minimum wage usually have trouble connecting their tasks with the big picture. And that disconnection is often at the root of their lack of motivation.
You may never have heard of Terry Winograd, but the Stanford professor emeritus has mentored two of the greatest tech luminaries of our age: Google co-founder Larry Page and LinkedIn founder Reid Hoffman.
“Every morning, I’d walk in the front door and think, ‘Do I really want to do this?’”
The “I’ll just do it myself” attitude you may be harboring is hurting your career and team.
Ethical lapses don’t occur in a vacuum. Usually, faulty assumptions or actions contribute to bad outcomes.
An interesting phenomenon occurs in most organizations. On day one, most employees are fully engaged as these fresh hires are excited to begin a new experience. And yet, according to Metrus Institute, engagement levels drop considerably during the first few years, and often far more than you would expect after a honeymoon period. Clearly something is going on, and most organizations need these four key actions to minimize this degradation of engagement and reboot it to formerly high levels.
These 3 simple phrases could transform your employee relationships.
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