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What employee retention strategies do you use to engage and retain employees? Via The People Development Magazine 
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Insight from John Kotter about the difference between leadership and management.
The mistakes people make on the issue are threefold:
Mistake #1: People use the terms "management" and "leadership" interchangeably. This shows that they don't see the crucial difference between the two and the vital functions that each role plays.
Mistake #2: People use the term "leadership" to refer to the people at the very top of hierarchies. They then call the people in the layers below them in the organization "management." And then all the rest are workers, specialists, and individual contributors. This is also a mistake and very misleading.
Mistake #3: People often think of "leadership" in terms of personality characteristics, usually as something they call charisma. Since few people have great charisma, this leads logically to the conclusion that few people can provide leadership, which gets us into increasing trouble. Via Kenneth Mikkelsen
AlGonzalezinfo's insight:
Thank YOU!
Kenneth Mikkelsen's curator insight,
January 11, 2013 7:05 AM
In this video John Kotter, one of the top authors & researchers in the field of change scholarship, talks about the difference between change management and change leadership. Video: http://vimeo.com/20000373 
Andrew Spence's curator insight,
January 12, 2013 5:42 AM
Really clear, short article from John Kotter. The 3 mistakes highlighted have caused enormous amount of damage, particularly the 3rd mistake, thinking of leadership in terms of personality characteristics.
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A great leader does what they can to make themselves and people around them succeed and excel to their fullest potential. If you as a leader aren't doing this, then it's time to focus on becoming a...
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The objective of this reflective report is to figure out the strengths and weaknesses of the author to becoming an effective leader in the future.
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GIVE Leadership Institute - Sharing ideas on Establishing Trust, Identifying Strengths, and Leadership Development...
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All of us know that people leave their bosses and not the organization. But the reverse is also true. People stay in organizations for their bosses. But these type of bosses are a rare phenomenon. Via Bobby Dillard
AlGonzalezinfo's insight:
This is a great question. Will they weep or have a party?
From the post on what great management leaders do:
They care : In the corporate world, sometimes we think that if you are caring and concerned about your team, they will take advantage. The project manager/leader might be branded as a "soft" manager. I somehow totally disagree with this. I think the managers who show emotional intelligence and care for their team, win them over for life.
A smile, a pat of appreciation soars the motivation of the team to the highest level.
Do you smile often ? Do you remember their birthdays? Do you speak encouragingly when you feel they are trying hard to meet the deadline but are facing some problems ?
http://leadership-mantra.blogspot.in/2013/07/will-they-weep-when-you-leave.html
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Your success--and fulfillment--as a manager is neatly encased in one bite-size nugget:Be who you are, just flex your style to manage others.Flexing your style means being versatile in how you lead, communicate, and motivate.
Read more: http://www.fastcompany.com/3000903/how-manage-thinkers-and-feelers-effectively
Via Gust MEES, Jose Luis Anzizar
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As leaders we have all dealt with difficult employees that have been low performers.
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An international consulting company that focuses on Leadership/Culture Development, Personal/Professional Development, and Employee Engagement.
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The key to leading sustainable teams, or "Leading Green," is to enable an organizational culture that is full of trust and free of fear, instead of full of fear and free of trust.
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Excellent post!
From the article:
Hiring the right managers makes all the difference. Steve Miranda, Managing Director for Cornell University’s Center for Advanced Human Resource Studies (CAHRS), said in an interview that he believed 80 percent of employee turnover resulted from the environment created by a manager as opposed to the company at large.
So it’s critical to work closely to make sure there’s a consistent open line of communication between employees and managers, and that managers are working collaboratively and positively with their employees.