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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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Managers should never retaliate against an employee who sticks up for an alleged harassment victim or makes overtures to help that person’s case. Such behavior will quickly turn into a costly retaliation lawsuit.

It’s not enough to hire stars. Once they’re aboard, you must create the right environment to maximize their performance.

Conflict intensifies when groups seek to innovate or navigate organizational change. That’s why it’s critical to lead with questions—to explore rather than lecture and argue. Follow these tips.

Employees who reach their potential need the space to thrive. If you micromanage them, they may stop making decisions, suggesting ideas and taking prudent risks.

Overconfidence arises because people are often blind to their own blindness. A good sense of intuition is learned from prolonged experience with clear feedback on mistakes.

When the opportunity arises to negotiate your compensation package, avoid these three pitfalls if you want to meet your objectives.

Charles R. Schwab, billionaire and legend in low-cost investing who managed to become a household name, has this advice to investors just starting out.

Mentors contribute their skills, expertise and experience as a gift. They may also wield their influence to open doors for mentees to gain career opportunities. What’s in it for the mentor?

If an underlying tension exists between you and an employee, now’s the time to address it. Use these techniques to reverse the momentum of mounting conflict.

Even if people are not as rational as we’d hope, there are steps we can take to mitigate our biases. 

You need to be careful when writing up employees for disciplinary reasons. To protect yourself and the organization, follow these guidelines when documenting employee discipline.

Almost all business leaders, even loners, recognize the benefits of collaboration. They realize that the best ideas come from group input, both inside and outside the organization. It took Procter & Gamble a long time to see the light. 

Just like the New England Patriots and the Philadelphia Eagles, great teams do not happen by accident. There has to be deliberate intention in investing in the team and a shared goal that is bigger than any one team member.

A top New York City real estate agent, Fredrik Eklund has negotiated deals with billions. He’s learned to take steps to exert subtle control over the process.

Negative employee behavior doesn’t have to be truly egregious (e.g., abusive or insubordinate) to hurt your team. Seemingly minor or innocent actions can cause big conflict. Here are three common—but often ignored—problem behaviors.

Even after decades of progress, women say they have to work harder than men to get ahead. Salary negotiation is a case in point.

The national conversation on sexual harassment must include strategies for creating workplaces in which such actions never occur. Consider these ideas experts support as to how managers can build better environments.

7 tools to check out.

Make a point this year to invest time in coaching your employees to both improve performance and take it to the next level. Follow these tips.

According to a recent Harris Poll Interactive Survey, 69% of managers dislike communicating with staff. Here’s how you can dramatically improve in providing clear expectations and meaningful feedback.

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