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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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Somewhere out there are true individuals who are just fine engaging in group or “significant other” activities all by themselves, completely comfortable no matter who’s looking at them quizzically. Become that type of person and you’ve reached a plateau of self-confidence few ever will.

“I’m glad I didn’t bring him into my office to discuss his declining performance. Employees can get defensive and scared when that happens.”

Asked how he convinced his friend Warren Buffett to turn over most of his billions in an enormous donation to the Gates Foundation years ago, software pioneer Bill Gates said he never brought it up.

Dr. Jia Wang, associate professor of human resource development at Texas A&M University, calls workplace incivility a full-blown epidemic. What can you do to rein in incivility and foster a culture of respect and politeness?

“I told them, ‘You’ve created a successful business after breaking away from another firm. I find that inspirational. I want that same story. And I can’t do this without your support.’”

This month’s Worst Communicator Award comes courtesy of a colleague who is at her wit’s end with her supervisor.

When’s the last time you practiced treading water while a jug of water was poured onto your head?

Managers who understand what employees value have an opportunity to inspire them to find a purpose for their work that they can embrace, and connect to a deeper meaning and increased engagement in their work.

A few years ago I began the habit of getting up earlier and writing in my journal, taking the time to be reflective, appreciative, and grateful. I gradually felt compelled to share these positive and uplifting stories that I had discovered with others. I decided to start by sending a weekly email to the thirty people on my team at Acceleration Partners. The email was originally called “Friday Inspiration,” and I sent it out each Friday morning to the whole company.

To tackle your ever-expanding responsibilities, you create a to-do list. That’s a good start. The real test of your productivity, however, involves how you use your list.

When you’re inundated with job applicants, follow this process to quickly pare down all those résumés to the best candidates for the job.

Just as a virus spreads from its host, rudeness at work starts with one “carrier” who acts inappropriately. As co-workers react to a single nasty comment or incident, they are more likely to respond in kind.

Your team will perform best when you trust its members to perform on their own. Don’t just hand people a project. Make sure they can positively answer these questions.

A recent LinkedIn study surveyed 2,000 U.S. business-to-business professionals about how they see technology affecting sales. Here’s some data from the study, along with steps you can take.

For rock climber Tommy Caldwell, leading sometimes involves stepping back and withholding judgment—even when he disapproves of a teammate’s behavior.

HR wears many hats, one of the most important being keeping your organization out of court. An equally important—and related—hat is smoothing out the "people problems" that inevitably arise in any organization. Here's useful advice on how best to solve common employee problems.

Understand that our knowledge of disruptive technology is not really about what’s going to happen in the future. It’s happening now.

Although the spirited year-end holidays are long gone, I’m still hearing a festive jingle … except, this time the sound is coming from my dog’s tags. Eager myself for the mental exercise of calmly planning the upcoming workday, we step out into the early-morning world.

Leaders step up in a crisis. Their calm, sturdy attitude boosts everyone’s spirits as they lurch toward a solution. To maintain grace under pressure, start by framing the situation clearly. Explain the crisis to employees in simple terms.

You can’t mediate every conflict between employees. You need employees who can manage conflict themselves, so during interviews, ask these questions to determine if job candidates are equipped to do so.
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