Just. Stop.
Management - Leadership
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What’s your management style? I don’t mean how do you manage others, but how do you prefer to be managed? 
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Bad news for bosses who take an interest in their employees’ emotional well-being: their employees won’t work any harder as a show of gratitude for their support. Via Kenneth Mikkelsen
Don Cloud's comment,
August 17, 2013 9:42 PM
I disagree with the premise of this article ... but I offer an explanation. The managers who had expressed interest in their employees well being but then *expected* something in return were *not* genuinely concerned about setting their folks up for success. They are not truly serving their employees -- and employee/subordinates/troops can easily tell if someone is genuine or faking it. Leaders connect with their people on a visceral and fundamental level helping them to unleash their potential ... while the managers in this study clearly don't get it and in my opinion were merely *acting* concerned for their employees but were only really concerned about their employees working harder to make them look good (that's not leadership ... that's manipulation).
Kudos's curator insight,
August 19, 2013 12:52 PM
Good conversation around this topic. Are givers better then takers?
Don Cloud's comment,
August 22, 2013 6:36 AM
Givers are definitely better than takers.
Thanks Kenneth ... greatly appreciate these articles!
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In Germany, people who work for a bad manager report more worry, sadness, stress, anger, and physical pain than those who are unemployed.
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Usually a contagion is a bad thing – unless we’re talking about the effects of positive psychology in the workplace.
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Often, new managers are promoted because they are very good at their jobs. Their supervisors may have caught a glimpse of leadership potential. Generally speaking, they are ambitious and hard-worki...
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The amount of direction and support people receive from their manager directly impacts the efficiency and quality of their work. Without it, people are left to their own devices, have to fake it un...
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When we make a choice that doesn't work out, we find it remarkably difficult to cut our losses and walk away. Think about the last time you waited for 45 minutes at a restaurant, and there was no sign that your table would be ready in the near future. You should have probably headed to another restaurant, but you'd already waited 45 minutes, so how could you leave?
James Schreier's insight:
The complexity of giving positive feedback!!
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Competition is part of the human condition. But the paradigm of competition to get the best out of people is being challenged by visionary business leaders.
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I’ve referenced several times the good work that Georgetown University’s Center on Education and the Workforce is doing in predicting the educational preparedness (or lack thereof) of …...
James Schreier's insight:
The article says that the "implications are clear." Maybe some are but I'll bet there are many implications of this that have not been considered -- but could be using the Implications Wheel. www.implicationswheel.com
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From
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When spring came around, I was very proud of myself for getting a gym membership. It was about time to get rid of those holiday pounds if I was trying to impress anyone at the pool this …
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From
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As companies recover from the economic downturn and strive to meet targets and goals, they face business challenges directly linked to talent recruitment, retention, and development with …
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Three common offenders that damage employee relationships.
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Great managers know how to infuse work with meaning. But why wait for them to do it?
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Many studies now indicate that workplace bullying is a very real, all-too-common and incredibly harmful practice in workplaces world-wide. Here are some shocking statistics: Jacqueline Power of th...
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New survey data just published in the July/August issue of Training magazine shows a serious gap between employee desires and reality when it comes to goal setting, goal review, and performance feedback from their managers.
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I believe that the ability to truly listen is one of the most important skills we can develop in this life—as leaders, as husbands and wives, as friends and coworkers. Here’s a question I have aske...
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He didn't buy in expecting a 20% annual return on his investment. And that's progress, of a sort.
James Schreier's insight:
This should be plotted on the "paradigm curve" and monitored for its potential as a paradigm shift. Could be small or could be major!
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They cost something, mean something, and have permanence.
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Ryan Braun experienced an epic failure this week. The All Star outfielder for the Milwaukee Brewers, and former American League MVP, was suspended by Major League Baseball for the remaining 65 game...
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There is a new paradigm shift in leadership of the historical relationships of control to ones built on carefully cultivated connections.
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James Schreier
July 8, 2013 8:05 AM
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Be sparing with criticism and generous with praise.
