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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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As David Gergen, a speechwriter for Richard Nixon, remained loyal to the president through the Watergate scandal, he kept hoping against hope that the accusations were all untrue. He would never forget what that taught him.

When employees possess a growth mindset, they embrace learning, and they don’t fear failure. As a result, they are able to take beneficial risks, recover more quickly from set­­backs and continuously improve themselves. The good news is that you can help employees to develop a growth mindset by responding to challenges and failure with phrases like these.

Research shows that when employees enjoy socializing with each other and engage in informal conversation, they’re more productive.
How can you detect and solve problems being experienced by employees who don’t speak up? Try this approach.
One thing we learned last month from former University of Missouri president Tim Wolfe is that inaction is often worse than making a bad decision.
Attorney Douglas Brown at Post University and David Scarola, vice president of the Alternative Board, offer these insights for managing expectations and avoiding disappointments on an advisory board.
Leaders often get hit with tough questions. The way in which they respond can either reinforce their trustworthiness or leave others feeling dubious or even suspicious.

Strong leaders can seem invulnerable. They negotiate from a position of strength and harness the power of their will to conquer challenge after challenge. Yet they face fears like anyone else. Just ask Jia Jiang.

If you are one of those people who thinks team-building activities are lame, think again. Here are five reasons why you should want to participate.
Looking to correct a problem employee? Here are four tips.
Have you ever gotten so tired of hearing someone complain about doing a particular task that you just stopped assigning it to him?
International business travelers entering the United States could spend more time clearing immigration, especially if they have visited Iran, Iraq, Sudan or Syria. That’s because of tighter security measures and new restrictions imposed on the visa waiver program passed in the wake of terrorist attacks on Nov. 13 in Paris and Dec. 2 in California.

Obviously, you need skills to be creative, and you need self-discipline to push ahead. But what sets apart creative geniuses?

If you have an uncooperative employee, the following guidelines can help you resolve the problem.
If you fall into any one of these categories, you are likely making people downright miserable at work.
What happened when one executive dared to crowdsource the solution to a business problem? Resentment among the staff—and an actual solution.
While it’s often tempting to instinctively defend your manager, that’s a risky gamble. Misplaced loyalty can get you into trouble.
Micromanaging employees lowers their morale and productivity, while also eating up too much of your precious time. It is a habit you need to break. But how do you know if you are a micromanager? If you regularly say the following, you’re likely one.

If someone doesn’t mirror your preferred communication style, it’s tempting to label that person a poor listener. You may look for ways to avoid working with that individual. Yet in many cases, two people with mismatched personalities can still collaborate well. Jessie Kahnweiler learned that lesson.

It may surprise you that the first item on the list of ways to get people to come to work more often is to encourage dissent. 

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