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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HR people at Google noticed a couple of problems some years back. They used data to solve them both.
Hold on to ownership mentality ... Always watch as you listen ... Be aware that you can be too attractive.
Even if you’re not particularly demonstrative with your emotions, follow the lead of Walter Robb, co-CEO of Whole Foods Market, and look for opportunities to convey gratitude to your team.
In every workplace and on every team, all people have the innate desire to feel appreciated and valued by others. Leaders of teams—and team members themselves—should work to encourage a culture of appreciation.
If your team isn’t sitting in the same office or even the same state, you may need some new management prac­­tices to keep things running smoothly. Try these tips from Travefy co-founder David Donner Chait.
It may be apocryphal, but it is said that at the end of the Revolutionary War, England’s King George III asked an American, Benjamin West, about George Washington’s plans.
Poor Richard III. After his war-torn bones were found earlier this year in a Leicester car park, the controversial king turned out not to have been quite the deformed viper, toad or hedgehog that Shakespeare called him.
Bell Labs was among the most innovative scientific organizations of the 20th century. The man at the helm was Mervin Kelly, a physicist who led the laboratory. Follow his lead for inventing the future.

Team leaders can get ensnared in their own good intentions. The result can cause an admirable effort to backfire. Here are four mistakes team leaders need to avoid.

Training budgets in many organizations were cut during the recession for all but the most basic purposes, such as bringing new employees on board. Now that the talent war has heated up again, it’s time for companies that are seriously committed to retaining their best people and attracting more like them to invest in training. Here are three reasons it’s worth the time and money:
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