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Best-Practices Leadership

A leader in an organization can’t do everyone’s job. Instead of micromanaging, strong leaders use organizational leadership to coordinate, communicate, motivate and delegate among employees and team members. For comprehensive organizational effectiveness, each individual needs to be seen as a contributor, with the leader at the helm.

Most importantly, best-practices leadership involves keeping employees motivated throughout the process, adapting your scope or strategy as necessary, and developing an effective communication strategy.

Some people never make it to the other side because they’re more successful at being doers. This is a crucial point in determining if you’re going to move up the ranks.

Browse our articles, tools and advice on best-practices leadership.

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Advice on how to handle these sticky situations at work...
On the first page of John P. Kotter on What Leaders Really Do (Harvard Business School Press, 1999), the author declares that “most organizations today lack the leadership they need.” He then fills 170 pages with insights into how to solve this problem.
When interviewing for a job, determine whether the hiring manager cares more about “hard” qualifications, such as your technical experience, or “soft” skills, such as your work ethic.
It’s wise to make the work environment fun and spread good cheer. Just make sure your sense of humor matches your employees’ need to trust and respect your leadership.
Hiring managers are using structured role-playing more than ever.
You want to encourage teamwork, so you organize employees in small groups and let them solve problems. That’s not enough. You must take steps to foster trust and collaboration if you really want your participants to produce outstanding results.
Many small businesses are adding mandatory arbitration clauses to their routine customer contracts.
Chief executives often tell us that one of their favorite ways to evaluate managers is to watch how they make decisions. And it’s true: The way people seek out facts, process information and communicate their conclusions reveals much about their poise and leadership.
Advice on how to handle these sticky situations at work...
In marketing parlance, positioning is what sets you apart from the competition. This applies to your career.
Rod Walsh, a former Marine and Vietnam veteran, founded Blue Chip Inventory Service in 1970. Today, the California-based company employs 200 people and serves as a model of enlightened leadership.
As the boss, you figure some of your staff will covet your position. Maybe so. But it’s also surprisingly common for managers to envy an employee who possesses certain strengths or charisma that they lack.
You already know that to lead more effectively, you must delegate many tasks to underlings to free yourself for more important matters.
Until recent years, the first rule of smart hiring was, “Match the right skills with the right job.” But today’s managers know that attitude counts more than skill when they fill most job openings.
The authors of Semper Fi (Amacom, 1998) are convinced that managers can boost their leadership skills by borrowing tips from the Marine Corps.
An interview with Winston Wallin, former president of Pillsbury Company and CEO of Medtronic, Inc.
Whenever you join a project team, vie for the role of spokesperson.
You may think only movie stars, talk show hosts and hotshot trial lawyers have charisma. But anyone can radiate the kind of energy that generates awe and respect in others.
Just as Dale Carnegie wrote about people skills in How to Win Friends and Influence People (1936), Walter Anderson has piggybacked on this legacy in The Confidence Course (HarperCollins, New York, 1997).
With all the mystery that surrounds getting ahead, there really are only five ingredients you need to accelerate onto the fast track, says Susan Marshall, a leadership development consultant based in West Bend, Wis.
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