Management - Leadership

Second of two parts In the first part of this article (Increasing Employee Engagement: You Must Give First, Then Receive), we started off with Simon Senik’s admonition: “If you want your employees to be completely devoted to you and …...

If there is one thing that will get me going early in the morning, it’s this whole idea of a multi-generational workforce issue being presented as something shiny and new.

The concept of "two-in-a-box" leadership has been examined extensively over the past few years. One of the most thorough discussions is in the HBR article The Leadership Team: Complementary Strengths or Conflicting Agendas.

A recent post in the Great Leadership blog on “The Top 5 Mistakes Leaders Make” is my inspiration for today’s post. I agree with post author Beth Armknecht Miller and appreciate the attention she has called to managerial focus, communication, …...

We’ve all been there.  Do to some mix-up or poor communication we end up being either over or under dressed for an occasion.  You’re wearing something too casual for a formal event (think sho...

Use our interactive test to find out how good you are at delegating and get advice o which tools you should use.

When accounting for the costs (both real costs, such as time taken to select and recruit a replacement, and also opportunity costs, such as lost productivity), the cost of employee turnover to for-profit organizations has been estimated to be …...

Let's dispense, once and for all, with the managerial absurdity known as "stretch goals." While it's true that renowned psychologists Edwin Locke and Gary Latham described goal setting as "the most effective managerial tool available," it's also...

The best managers have a fundamentally different understanding of workplace, company, and team dynamics. See what they get right.

This will not exactly come as a big shock: a new survey has found that a lack of communication — keeping employees in the dark — is the top mistake most managers make. The findings come courtesy of Accountemps.

By Peter Jensen There are four simple rules for giving effective feedback. Be specific versus general. Describe versus evaluate. Focus on the behavior versus the person. Maintain the relationship versus indulge in self-serving behavior.

Do you reward employees according to job performance? Are you sure?

Surveying office administrative personnel, the survey revealed:

66 percent would leave their current position if not shown appreciation by their manager.
67 percent say receiving recognition greatly or somewhat improves their performance.

R. “Ray” Wang, Principal Analyst and CEO at Constellation Research Group, shares this warning in the HBR blog about attempts to communicate with and engage today’s customers.

Case studies provide an exceptional opportunity to learn – both the good and the “misguided.” Here are three misguided employee recognition case studies to learn from this week.

So your organization is going through some type of change. How can lack of communication during times of change affect your productivity and profitability? More than likely your employees know what’s going on sooner than you may think.

We all want to do high quality work, but some forms of perfectionism can harm your career. Find out how to overcome this damaging mindset.

One of my mentors wrote an outstanding book:  "Perfectionism:  A Sure Cure for Happiness."  Nails it!

Blanchard Leader Chat has quickly become one of my favorite blogs. The insights are nearly always on-point and targeted to helping all of us (regardless of our official position in the org chart) to become better leaders.

Dan Markovitz’s recent Harvard Business Review post on The Folly of Stretch Goals brings to mind a development in my own management incentive plan design work over recent years, as my clients and I address heightened concerns about risk and …...

Employee happiness is becoming a hot topic among CEOs and in boardrooms, and it's about time.

There is no doubt that there is tremendous goodwill, not to mention countless exciting experiments, when it comes to making the world of work more deeply human—designed to promote more freedom, equity, and engagement, and passion. Why, then, can those words sound so cheap and drained of their juice when we hear them repeated over and over by leaders of all stripes? Probably because they’re spoken so much more often than they’re ever enacted.

An interesting book that was quite popular in America in the late 1980s was All I Really Needed to Know I Learned in Kindergarten.

Repeat after me: you should never, ever use email to communicate a major status change to your employees. Or to put it another way, don’t ever even think about terminating anyone via email.

When you are in a seat of leadership, challenges arise.