RealTidbits, a San Diego-based product development company, today announces the release of its RealTime Forum, an embeddable widget that allows you to add a dynamic stream and to build a realtime community on your company's website.
Great leaders are hard to come by, and they often seem to have more differences than similarities. Some are smooth; some are gruff. Some are aggressive; some excel at politicking.
That said, there are really just two basic types of leaders. There are incremental leaders, who maintain the stability of an organization and allow things to develop and grow over time. Then there are disruptive leaders, leaders who work to break down the fundamental structure of things in order to create major, noticeable change.
Both types of leadership can lead to success. Don’t stress yourself out comparing them; it’s beside the point. What is the point, then? Figuring out what type of leader you are will help inform both how you run your company, and ultimately, how your company will impact the world.
In business and everyday life, it's so tempting to say "Yes" to each new opportunity that comes along. Everything looks brightest and easiest at the beginning. Running at 110% of capacity becomes a way of life.
This on-the-go lifestyle is fueled by a belief that people with crowded calendars accomplish more. While we may make token nods towards the value of better work-life balance and smaller to-do lists, we don't really plan to change anything. Being furiously busy seems like its own reward.
Or is it? I've been fascinated for years by the notion that people who carefully prune back their obligations end up accomplishing more. As consultant Tom DeMarco observed in his 2001 book, "Slack," a lighter schedule with pockets of dead time can deliver a huge productivity payoff. The reason: you gain room to rethink some basic assumptions about your job -- and to spot giant new opportunities that beckon if you're just willing to break your current routine.
The best baseball players don't swing at every semi-hittable pitch; they have the patience to wait for the periodic pitcher's mistake that they can crush. Similarly, hiring managers at top-flight Silicon Valley startups such as Dropbox, Facebook and Palantir are famously picky, too. They would rather leave a key position open for months, until the very best candidate emerges, instead of rushing to fill it with someone who isn't quite as good. Padding out the payroll with second-raters, they realize, is asking for all sorts of time-squandering problems down the road.
Delegating is a great way to ensure that more tasks get done in less time, and it also builds team capacity.
Unfortunately, a lot of managers don’t pay enough attention to the delegation process, and thus fail to reap the benefits.
Are you a successful delegator?
There are six steps to successfully delegating tasks. The problem is that most managers only do one or two of them, and then, when a task isn’t completed to their satisfaction, complain that their employees aren’t good enough to get the job done.
The challenging nature of business means that the ability to deal with burning strategic issues quickly is becoming more important and needs to be key process for companies today.
Peer group advisory boards or CEO Peer groups where managing directors of non-competing companies get together monthly to work on burning strategic issues are based on inter-personal relations which means that they need to have agreed shared values for communications to be effective.