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Manage your Manager
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Sometimes those who need it the most are inclined the least.
Curated by
Jean-Philippe D'HALLUIN
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A new study reveals how people in leadership positions might be more prone to making unethical decisions. Via Bobby Dillard, Jose Luis Yañez 
Jose Luis Yañez's curator insight,
February 23, 2017 2:27 PM
Why Becoming A Leader Makes Some People More Unethical
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Short-sighted leaders love giving feedback, but seldom seek it. When was the last time you said, “I’d like your feedback.” Leaders don’t invite feedback because they don’t want it. You may say you don’t have time. But, it's strange how you make time to give feedback, but not invite it? The pursuit of feedback enhances all other leadership… Via Anne Leong
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Vous rêvez de lui répondre du tac au tac ou de le secouer comme un prunier? Voici cinq stratégies plus subtiles (et moins risquées) pour lui faire entendre raison. Via Michel CEZON 
Michel CEZON's curator insight,
September 9, 2015 5:08 AM
Quelques conseils pour mieux gérer votre supérieur hiérarchique, après tout il est à votre service :-)
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Researchers believe that the earliest spoken language was Mayan, which was around 7,000 years ago. Imagine, in 70 centuries, we’ve progressed to, “... and I was like, really? Via Bobby Dillard
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The more leaders micromanage, the more their teams push for independence. Here's how to break the cycle. Via Anne Leong 
Bradley Gomoluch's curator insight,
July 31, 2015 5:48 PM
8 helpful habits for leaders, it is important to know how to delegate. I think it is important to work collaboratively and provide opportunities for independence. 
Ivan Ang's curator insight,
August 1, 2015 2:18 AM
Have you ever worked for someone who micro-managed you? how did that make you feel? 
Jennifer McGuff's curator insight,
August 1, 2015 1:06 PM
I chose this article because good leaders need to be smart when it comes to delegating. I like how the article states, "Delegation is about enabling the most intelligent, capable, committed people to contribute to their organization’s success."
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In the latest in our series about The Future of Work, Katie McCrory explores the changing nature of leadership. Some say being a CEO is the loneliest job in the world. Via Rami Kantari 
Sm_english's curator insight,
July 6, 2015 5:17 PM
I strongly belief that this applies also to school principals 
Ian Berry's curator insight,
July 6, 2015 7:20 PM
Good infographic. Collaborative leadership is a feature of the new world of work. 
daniel truran's curator insight,
July 7, 2015 4:55 AM
An additional trait I love to see in a collaborative leader is the belief in #HumanNobility : believing that each individual has unlimited potential and that I as a leader need to allow that potential to contribute to the team in a collaborative natural flowing way.
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Geemik Maria Açucena Da Silva's curator insight,
June 8, 2015 6:35 AM
"6 – Les rôles émergents dans une intelligence collective virtuelle d’échange de données. Enfin, voici une petite infographie qui présente les différents rôles que l’on voit émerger dans les intelligences collectives d’échange de données, les individus s’orientent naturellement vers plusieurs types de rôles bien spécifiques qui servent à faire avancer le groupe."
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Power-based organizations will experience an exodus of top-talent. Meanwhile, servant leadership companies experience a sustainable model of success. Via Ron McIntyre 
Ron McIntyre's curator insight,
May 16, 2015 4:59 PM
While I agree with this assessment I know that some will disagree. In the long term I believe the benefit goes to the Servant Leader for both growth and innovation.
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Best Jobs For Personality Infographic; Myers-Briggs personality types
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This is a sample video about Situational Leadership A complex concept made simple. To buy full version contact praveen@infinitegraphicsolutions.com. Via Roy Sheneman, PhD 
Roy Sheneman, PhD's curator insight,
March 1, 2015 2:01 PM
This is a nice portrayal of one of the most powerful leadership paradigms in the world.
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Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science — specifically Dr. Edward Deci, hundreds of Self-Determination Theory researchers, and thousands of studies — instead points to three universal psychological needs. If you really want to advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence. Via Kenneth Mikkelsen, David Hain, Morag Barrett 
Sue Gaardboe's curator insight,
November 28, 2014 4:55 PM
This struck such a cord with me. I can pin point the moment when I recognised that my life was my responsibility, and can see the energy that flowed from that realisation and how it's influenced every decision and action in my life. We introduce the idea to our students in a general way, (Why is it your Mum's fault that you left your homework at home?Isn't it your responsibility?) but certainly don't help them to appreciate it deeply in their lives. 
Jason Leong's curator insight,
January 3, 2015 12:14 AM
"Despite the popularity of Maslow’s Hierarchy, there is not much recent data to support it. Contemporary science [...] instead points to three universal psychological needs. If you really want to [take] advantage of this new science – rather than focusing on a pyramid of needs – you should focus on: autonomy, relatedness, and competence." 
Steven Verjans's curator insight,
April 15, 2016 10:04 AM
Harvard Business Review article about Maslow's hierarchy of needs, and Deci & Ryan's self-determination theory.
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Some employers tend to underestimate the effect of their words and expressions on the morale of their workers. The truth is that what managers say and how they say it impacts employee engagement and loyalty, to the point when the supervisor's comments become the prime motive for leaving the company. Here are some examples of things responsible employers should never say to their workers.
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Anyone who’s celebrated a significant work anniversary knows just how a company can change over the years—who has a seat at the table, what customers expect, the most coveted skills. But there’s just as much that stays the same: what your brand stands for, the shared lexicon, your unique culture. We use the term organizational DNA as a metaphor for the underlying organizational and cultural design factors that define an organization’s personality and determine whether it is strong or weak in executing strategy. Via David Hain, Kevin Watson 
Ivon Prefontaine, PhD's curator insight,
November 1, 2014 5:59 PM
The article and graphic point to the complexity that exists in organizations. Think Schools and we can understand why reform turns into deform so quickly.
@ivon_ehd1 
Joy Power's curator insight,
November 3, 2014 9:10 AM
Organizational DNA has a formal and an informal component. During an organizational restructure there are several elements to consider - such as those listed on this informative graphic. 
Miguel Paul Trijaud Calderón's curator insight,
December 23, 2014 4:50 PM
Cool Article for newcomers in what is related to culture management |
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donhornsby's curator insight,
December 23, 2015 9:27 AM
(From the article): There’s no value in telling people what they want to hear. Everyone wants clicks and followers. Everyone is afraid of offending or being perceived as negative. So everyone spews worthless, watered-down, happy-go-lucky, inspirational, utopian fluff. Your only value is in telling people the truth, especially when it’s not what they want to hear.
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Don’t expect advancement while resisting or opposing people in authority. Success within organizations is determined by people with authority.
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Many people are wrong about empowerment. It's neither about softening dictatorship nor about introducing anarchy. I don't empower our workers, I empower the organization. Via Anne Leong 
Odeyemi Adedayo's curator insight,
July 26, 2015 12:44 AM
UNLIMITED TRAFFIC INTO VIDEO-SITE-LINK #ARTICLEWRITING #EDITING #TRAFFIC #VIDEO #SITE
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The reality of educational leadership today is that as education, particularly public education, struggles to find its identity among opposing factors such as politics, financial crises, government... Via juandoming, Kevin Watson 
Loren Vannest's curator insight,
June 26, 2015 9:01 PM
I scooped this piece for its relevance to my position as an educational leader.
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All workplaces have some challenges and negative characteristics, so it can be difficult to determine if your workplace has a normal amount of challenges, is seriously dysfunctional, or possibly really toxic. Here are five signs that will help you determine the degree to which your work environment may be dangerous to your mental health.
1. Unhealthy Communication Patterns
An initial sign of a dysfunctional, toxic workplace is that there are significant problems in communication, and often across multiple areas—between employees and their supervisors, from management to supervisors, across departments, with suppliers, and even with customers.
Via The Learning Factor, Margaret Driscoll, Learning Organization Librarian 
The Learning Factor's curator insight,
May 12, 2015 7:05 PM
From negative communication patterns to low morale, five indicators that your workplace is sapping your energy and mental health. 
Kimberly Kline's curator insight,
May 13, 2015 5:35 PM
It all starts at the top! Negative or ineffective leadership & management set the stage for a troublesome and toxic workplace. And if you hire someone who is toxic, then you need to get rid of them as soon as possible! 
Elías Manuel Sánchez Castañeda's curator insight,
May 15, 2015 2:57 PM
Dr. Paul White shares five signs that will help you determine the degree to which your work environment may be dangerous to your mental health.
John Michel's curator insight,
April 5, 2015 11:04 AM
In challenging economic times, one of the easiest items to cut from the budget is training and development. The rationale is understandable. Rarely will any organization see immediate negative consequences when training is discontinued. It looks like found money in the budgeting process. don't fall in that trap.
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“Sun Tzu's 33 Best Pieces Of Leadership AdviceForbesThere was no greater war leader and strategist than Chinese military general Sun Tzu.” Via John Michel, Metta Solutions 
Darrington Lee's curator insight,
March 7, 2015 10:38 PM
I think that leadership is important. One evidence is already in this news, where is it shown that leadership is taught so long time ago just because of its importance. In my opinion learning leadership is important as it prepare us for our adulthood, where more responsibility had to be taken with initiative. Leadership is also a gauge on how much have you grown intellectually, as showen from Sun Tzi's advices. 
Choong Soo Mei's curator insight,
March 7, 2015 11:57 PM
Good techniques for surviving life's evil challenges...
John Michel's curator insight,
March 8, 2015 5:09 PM
There was no greater war leader and strategist than Chinese military general Sun Tzu. His philosophy on how to be a great leader and ensure you win in work, management, and life is summed up in these 33 pieces of advice. They can all be applied by you in your job when you go back to work next week:
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As big disruptive shifts hit the workplace we all get taken out of our comfort zones. Whereas once we felt in control, the stakes are evolving rapidly and our ability to adapt is falling behind. ... Via Jose Luis Anzizar
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Good leaders need to be able to vary their leadership style and move between the styles mentioned here in response to the prevailing situation. These styles used in combination should enable a far more effective leadership that delivers tangible improvements in team performance, but relies upon the judgement of the leader in selecting the most appropriate style. Via David Hain 
David Hain's curator insight,
November 26, 2014 3:27 AM
A good 101 on Goleman's famous leadership styles and why/when/how to flex them.
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Pressure that's rooted in unrealistic expectation; frustrates, defeats, even crushes. Self-imposed pressure drains joy, prevents progress, and invites leaders to become isolated and self-protective... Via Don Cloud |
