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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 1773, founding father Benjamin Franklin wrote a pamphlet to the British royals called Rules by Which a Great Empire May Be Reduced to a Small One. Like King George III, you, too, may be oblivious to satire ...

Our founding fathers paid dearly for their convictions, but as anthropologist Margaret Mead once said: “Never doubt that a small group of thoughtful, committed citizens can change the world. Indeed, it’s the only thing that ever has.”
Make your own luck: Ben Lerer, co-founder and chief executive of Thrillist Media Group, which manages men’s shopping websites, describes his company’s culture: “One thing that we preach at work all day long is ‘don’t hope.’ ”

When Maestro Wolfgang Heinzel stands before the Merck Orchestra, he may look like an authoritarian leader, commanding musicians from his podium. But Heinzel doesn’t actually know how to play the instruments himself—“in the same way a leader in an organization can’t do everyone’s job,” says Jon Chilingerian. Here is what maestros—and good leaders—understand.

To engage in effective coaching, you need to uncover the core issue to address. Otherwise, you’ll advise em­­ployees on extraneous matters while the most pressing issue gets ignored.
Effective leaders often say they prefer to earn employees’ respect than to befriend them. The test comes when these bosses need to dish out criticism. To express criticism that sinks in, take these three steps.
Wake up meetings ... Fill a need ... Kill your darlings.
Savvy leaders induce compliance rather than demand it. To lead others in the right direction, articulate a clear goal and set a time­table for attaining it. Let the conversation unfold in three phases:
With every effective team, there comes a time when the person in charge can shift his or her focus from managing to coaching. The transition from manager to coach doesn’t have to be earthshaking, nor does it have to require additional work.
The holiday season is a perfect time to show your team members how much you value their hard work and dedication. Don’t despair if there’s no budget for presents or if company policy prohibits giving gifts.
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