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.
An employee quits, and you instantly shift your focus to finding a replacement. That’s fine, as long as you don’t overlook the exit interview.
One of the most important but vastly overlooked aspects of good management is telling employees how they’re doing. Many workers operate in the dark, wondering whether the boss loves or hates them.
Next time you’re tempted to bring aboard an expert, see if you have someone on staff who already has the knowledge you need.
It was June 1993. President Clinton was weighing whether to bomb Iraq after it was caught planning to assassinate George Bush. Clinton turned to his advisor, George Stephanopoulos, for advice.
Q. When I returned from the Easter holiday, I learned that my colleague’s title was upgraded and mine wasn’t.
Jerry Colangelo, owner of the Phoenix Suns and Arizona Diamondbacks, runs businesses that employ more than 5,000 people. His employees have ranged from basketball stars such as Charles Barkley to part-timers at ballpark concession stands. We spoke with Colangelo about his management philosophy and the lessons he has learned after 33 years in the business of pro sports.
Thirty years ago, we called it “the generation gap.” Now we fret about keeping Generation X workers happy. But managers still wonder how to cultivate young employees who bring different attitudes to the job.
You may think that you are a good manager, but you’ll sabotage your success if you don’t talk like a leader. By overdosing on qualifiers, inserting lots of needless filler phrases and giving wimpy opinions, you’ll lose chances to earn the respect of your employees and bosses.
If you manage employees who’d rather point fingers than get their hands
dirty and solve problems, don’t let them get away with it. Hold
Monday-morning quarterbacks responsible for speaking up while they can
still do some good.
Show employees that you care about them as people, not worker bees.