Transactional leadership theory is based on transactions or exchanges between the leader and the follower. It assumes that the working relationship is one where the leader issues the work, praises or criticises, rewards or punishes.
Rosabeth Moss Kanter is one of my favorite experts on leadership. In this HBR Blog post she explains why personal magnetism still drives results.
The trend among leadership gurus is to discredit the "great man" theory of leadership (there aren't enough women leaders yet for a "great woman" theory to discredit), and emphasize instead the ideas of multiple leaders, followership, distributed leadership, and teams.
One the best reads on this viewpoint is: Barbara Kellerman's recent book: "The End of Leadership"
Historiquement, les équipes de gestion tout au long de cette organisation réussie ont identifié avec précision les initiatives de changement qui a finalement provoqué un avantage concurrentiel. Identifier ...
Dans un contexte de crise, le e-learning est une solution pratique pour les sociétés. Comme le montre cette phrase apparue sur le site ITL : « Le rapid learning et le e-learning sont ainsi jugés efficaces pour 70 % des ...
Business success is based upon everyone involved pulling their weight, performing their specific roles as required, and adhering to acceptable behaviour both morally and legally.
Unfortunately, the nature of business itself and the varying levels of experience and expertise of employees, usually means that not everyone is willing or able to perform as expected, and they will need to be given feedback that to them will be more negative than positive.
This excellent article, suggests that providing this type of feedback is needed to improve behaviour to bring out the best in a business, and it provides 10 rules you can follow to ensure the effective delivery of such feedback.
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