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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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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.

Pull out your attendance records and a calculator to determine just how much productivity is suffering because of employee illness and poor health. Then find out what kinds of medical conditions are keeping employees from working at full capacity.

At work, numbers speak volumes. If you can’t show, quantitatively, that something is improving, then how can you really know it’s improving? It’s not surprising, then, that more admins are being asked to set SMART goals to be evaluated against.

“If you’re being critical, then don’t talk about it in terms of failure. Instead, reframe it as an opportunity for lessons learned or positive steps to take in the future.”

Qantas faced numerous challenges in the late 2000s but did not go belly up. Instead, CEO Alan Joyce launched an ambitious turnaround plan. 

When your team experiences a big setback or outright failure, they’ll undoubtedly feel disappointed. Don’t ignore it. Instead, gather your team to reflect on the situation so you can move forward.

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