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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 former New York City Mayor Rudy Giuliani spoke at a conference hosted by the Center for Creative Leadership last year, he named six essential qualities of great leadership:
Want to pursue your dream project without giving up your day job? Follow these Ten Commandments of “intrapreneurship”: creating new enterprises within your current organization.
A recent experiment at Cornell University showed just how much power leaders have to determine what people notice … and what they miss.
Collective decision-making usually trumps individual expertise. It’s what James Surowiecki observed in The Wisdom of Crowds, and it undercuts our traditional faith in the lone decision-maker, aka the leader.
Surveys of more than 3.5 million people over 30 years reveal three basic employee desires:
Working together to solve problems and create opportunities is one of the great inherent benefits of workplace teamwork. Here are some steps you can take with your team to boost its effectiveness:
Without built-in motivation, work is just a job. But with it, work becomes an extension of a team member's personal­ity, values and desire for success and satis­faction.
Effective communication with team members can make the difference between being an adequate manager and a great one. The following quiz can help you check your progress.
Definite guidelines help clarify expec­tations and prevent wasted effort. Managers who can put appropriate rules in place and see that they are followed create an important edge for themselves and their teams.
You'd hate to lose a good worker, but you know you can't ignore the deception. Your organization doesn't have a specific policy on this issue. What should you do?
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