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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For decades, New York City’s health department focused on fighting communicable diseases. But when Thomas Frieden took over as health commissioner, he discovered that more than 70 percent of deaths in the city came from other causes. Frieden has an ambitious plan to improve the city’s health. Here are some of Frieden’s operating methods:
Gerry McNamara will be remembered for the will to win that propelled him through injury and low expectations to help his team defend its Big East Conference basketball title this spring in a four-day run of extremely tight games.
When former New York City Mayor Rudy Giuliani spoke at a conference hosted by the Center for Creative Leadership last year, he named six essential qualities of great leadership:
Want to pursue your dream project without giving up your day job? Follow these Ten Commandments of “intrapreneurship”: creating new enterprises within your current organization.
A recent experiment at Cornell University showed just how much power leaders have to determine what people notice … and what they miss.
Collective decision-making usually trumps individual expertise. It’s what James Surowiecki observed in The Wisdom of Crowds, and it undercuts our traditional faith in the lone decision-maker, aka the leader.
Surveys of more than 3.5 million people over 30 years reveal three basic employee desires:
Definite guidelines help clarify expec­tations and prevent wasted effort. Managers who can put appropriate rules in place and see that they are followed create an important edge for themselves and their teams.
You'd hate to lose a good worker, but you know you can't ignore the deception. Your organization doesn't have a specific policy on this issue. What should you do?
The "we" approach is far more satisfying, productive and effective than handling employees as a col­lection of separate individuals.
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