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.
You can’t help it. Without trying, you form opinions of others. When managing your staff, the big question becomes, “Are my impressions correct?”
Quiet employees are often excellent workers, but you may want to break through their silence and encourage them to share ideas and update you more regularly on their progress. If you find it hard to get them to open up to you, don’t keep trying to launch conversations.
Savvy managers have exceptional “b.s. detectors.” They usually know when someone is lying to them, and this insight give them a more accurate sense of an individual’s character.
Once you instruct entry-level workers, it’s important not to hover.
Many management books give tips on how to speak persuasively so that you win over others. But for Dr. David Stiebel, it’s sometimes what you don’t say that counts the most. In his book, When Talking Makes Things Worse! (Whitehall & Nolton, Dallas, 1997), Stiebel offers creative strategies to handle disagreements.
More than 35 percent of American companies admit that they record employee phone calls or voice mail, check employee computer files and e-mail, or videotape employees at work, according to a survey by the American Management Association.
Tired of too much noise in staff meetings?
With all the hoopla about the benefits of teams, it’s easy to forget that some situations call for individual effort rather than group collaboration.
A new study shows that small businesses are hurt the most, on a per worker basis, by internal fraud.
An outstanding employee would like to supervise his own department. You feel this would interfere with the very structure of your company, but you don't want to lose this employee.