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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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Never ignore harassment in your workplace.
When you play referee among bickering employees, it’s easy to pick sides. But you’re better off remaining neutral and reminding everyone to work together professionally, even if personal animosity intrudes.
Q. I manage seven people in a low-profile, almost forgotten unit. I have a chance at a job in a growing department, but it’s a non-managerial position. Is it wise to give up my management duties for a job in a more visible and active part of the company?
Q. I work for a manager who comes in at 7:45 and leaves at 4:30 sharp whenever he is here (which is not often), and he takes an hour lunch. He hogs the credit for our work, and he avoids responsibility.
Q. I’m an administrative assistant at a fast-growing firm. Our office could benefit by hiring a junior marketer to help our one overworked salesman. I’m taking marketing classes to improve my skills. How can I convince management to create this position and promote me into it?
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.
Ask precise questions and let your employees respond.
To train employees to think like CEOs, ask them to evaluate your company’s SWOT: strengths, weaknesses, opportunities and threats.
Have your employees rate each of their job duties from one to 10 based on enjoyment level.
No one’s perfect, and eventually you will need to prod even your No. 1 star to shape up. If you only point out failings in your mediocre workers—and overlook weaknesses in your top professionals—you may face morale problems.
Many employees tell us that their managers are inaccessible. With bosses “in the field” or always “in meetings,” it’s hard for staffers to communicate late-breaking developments during the workday.
To win over your staff, communicate like a star salesperson.
Only the most naive employees still believe that they’ll rise to the top on pure merit. Getting ahead requires a mix of political savvy, street-smart aggressiveness and common sense.
Men are stronger at business analysis and strategic planning and women are more results-driven, according to a recent study of North American managers.
Warn your staff not to send frivolous e-mail.
If some of your smartest employees are too bashful to speak up in meetings, here’s a practical way to get them to come out of their shells.
To stage a successful brainstorming session, don’t play it safe.
To manage your teams effectively, you may figure it’s best to leave them alone. You’re right, to a point.
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