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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When you appear strong and confident, gaining influence is a much easier job. And projecting a powerful image may not require more than a few tweaks to how you act.
Here's how All-Star pitcher Max Scherzer prepares to dominate the competition.

Martin Limbeck is a sales trainer and author of NO Is Short for Next Opportunity. Here are three of his tips for sealing the deal.

Researching and selecting new technology for an organization takes a great deal of time and money. If your employees aren’t using equipment, software and applications provided for them, they could be riling the powers that be.

Want to gain customer input as you design a product? Some managers convene focus groups to find out what customers want. Not so fast, says Bernhard Schroeder, a San Diego-based marketing expert. He thinks focus groups are overrated.

"Erica's been cutting out early every Friday," comes the whisper in the break room. Managers don't have time for this sort of pettiness—here's what to do about it.
Asked for the best ways to motivate her workforce, Cheri Beranek, CEO of ­Minneapolis-based fiber connectivity company Clearfield, says you start by listening and end by celebrating every success.
If your organization has a gossip problem, here are three ways to get rid of it.
Should you fight at work? Man­age­ment gurus Jack and Suzy Welch think so, as long as “the conflict is a means to an end and the end is a better decision.”
When employees’ performance, be­­hav­­ior or attitude has you concerned—or prepared to hand out pink slips—take a step back. Often the problem has more to do with bad job fit than bad employees. Here are signals that you have assigned the right people to the wrong jobs.
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