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Executive Leadership

Those who show little respect for other people’s time rarely
distinguish themselves as positive leaders, even if they occupy
positions of authority. To make sure you show that respect, review your skills in these three key areas:

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New survey data from NFI Research indicate that most senior executives
and managers rely on likability — that “good ol’ gut feeling” — when
hiring and promoting people. Bad move. Very bad move.

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Leadership guru Tom Peters doesn’t like MBA degrees. He calls them
“Masters of Paper Pushing” and suggests these other degrees, instead:

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Peter Gelb, the new general manager of New York’s Metropolitan Opera,
has announced reforms so radical that traditional opera-goers might
just drop their monocles.

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As a young girl, Mary Kay Cosmetics founder Mary Kay Ash had to care
for her father after a bout with tuberculosis. One day, he said to her,
“Mary, I would like potato soup for dinner.”

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Use these job-related questions and statements to help predict how well — or poorly — a job candidate will perform:

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Like everybody else, leaders can subconsciously allow their greatest strengths to become their greatest weaknesses.

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Nelson Mandela spent 27 years in prison, working at hard labor in a
quarry, with a floor for a bed and a bucket for a toilet. He was
allowed one visitor a year — for a half-hour — one exchange of letters
every six months.

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The next time you have to deliver bad news about cutbacks or even just
a change in procedure, take some cues from Franklin D. Roosevelt, who
told the nation via radio in 1942 that it had to accept severe
rationing and higher taxes to support the World War II effort.

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When clothing retailer Sy Syms founded Syms in 1959, he gained a
competitive edge simply by doing things sooner than his competitors.

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