FREE reports, tools, downloads and forms for Leaders & Managers! — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Business Management Daily — Business Management Daily: Free Reports on Human Resources, Employment Law, Office Management, Office Communication, Office Technology and Small Business Tax Page 765
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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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“To go too far,” Confucius said, “is as bad as to fall short.” You can go too far with working hours. In fact, overwork can contaminate your career. Here’s how:
"Something is definitely wrong," Arnold said. "I can't put my finger on it, but morale in my department is way down right now. Can a whole group of people get depressed at the same time?"

You hang your coat on the rack and glance at your inbox. Sure enough, there's the product satisfaction survey Ishmael conducted for you. As you expected, it's an immaculately prepared report, neatly bound, with evidence of Ishmael's effort and expertise on every page. Unfortunately, it took two weeks of his time—far more than it's worth.

Successful leaders seek out the advice and experience of those they supervise and engage them in the decision-making process. Most employees clearly prefer participa­tive leadership, but it isn't an easy skill to master. Here are some point­ers to help you stay on track.
You can boost the skills of your work­ers through a time-tested approach: apprenticeship. This helps newer employees benefit from those who have valuable skills and experience to share.
Uncover your negotiation opponent’s hidden agenda, with this classic sales question:
Determine who the real contributors are by asking individual team members for their confidential views
Realize more of your ambitions by attacking them with this conviction:
Help your people understand the complexities of an issue
Stay focused on key initiatives by identifying between three and five battles that are critical to your success right now.
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