Tag Archives: Leadership

Ask These Questions to Hire the Right Person for the Job

top talent

Interviews are not easy. For a candidate, they are stressful and filled with maddeningly pointless questions. For the interviewer, they can be so rote it’s impossible to remember which question goes with which candidate and can be tough to keep everyone’s names straight!

Continue reading Ask These Questions to Hire the Right Person for the Job

The 4 Most Urgent Business Issues Are People Issues

Leadership. Retention and engagement. Reskilling HR. Talent acquisition and access.
Of all the critical issues faced by business and HR leaders today, those four are the most urgent, according to a recent survey by Deloitte Consulting LLP and Bersin by Deloitte. (You can read more about the survey in the report, “Global Human Capital Trends 2014.”)

Continue reading The 4 Most Urgent Business Issues Are People Issues

The Price We Pay for Bad Managers

“Currently, 30% of the U.S. workforce is engaged in their work … (while) the vast majority (70%) are not …” — Gallup’s State of the American Workplacereport
This statistic sent a shockwave through the business community when it was first published. But the Gallup report actually begins with another and equally important insight that deserves our attention. Gallup’s Chairman and CEO, Jim Clifton, opens the report by telling America’s business leaders: “The single biggest decision you make in your job—bigger than all of the rest—is who you name manager. When you name the wrong person manager, nothing fixes that

bad decision. Not compensation, not benefits—nothing.” Continue reading The Price We Pay for Bad Managers

Are You Ready To Create the Organization of Your Dreams?

It’s not beyond your reach!
Not according to the authors of a 2013 Harvard Business Review report, “Creating the Best Workplace on Earth.” They affirm that you can indeed create your dream organization—i.e., one that operates to its fullest potential and gets people to deliver their best work day in and day

out—if you nurture six key attributes: Continue reading Are You Ready To Create the Organization of Your Dreams?

Hating on Performance Reviews—and the Old Switcheroo

“Study finds that basically every single person hates performance reviews.”
With a headline like that, it’s no wonder a recent Washington Post articlecontinues to get attention. The problem is it’s not true—not even according to the research the article cites as its


The research was conducted by psychologists at Kansas State University, Eastern Kentucky University and Texas A&M University, who “looked into how people respond to negative feedback they receive in a performance review,” according to the article. It also says the researchers “asked 234 staffers at a large southwestern university to rate their feelings about a performance review they received three months earlier.”

Continue reading Hating on Performance Reviews—and the Old Switcheroo

The Direct Approach

All too often, managers are reluctant to clearly and concisely communicate concerns they have with their employees’ performance. Some try to sugar coat everything and others just simply stumble and fumble with getting their points across.

Whether it is in an informal meeting to address issues or during a formal review, the importance of being crystal clear and instructive about any performance issues that need addressed cannot be overstated. Trying to avoid hurting an employee’s feelings is not the job of a manager. Certainly care must be taken in how messages are delivered, but failing to be direct and to the point in a constructive manner leads to confusion and can lead to a lack of respect for the manager. Generally speaking, employees would much rather hear exactly what it is they need to improve upon than hear a watered down version. Continue reading The Direct Approach

How To Be An Effective Leader In The Workplace

Being an effective leader to your employees is not a hard task to accomplish, but isn’t necessarily meant for everybody. To help you be an effective leader, keep these few rules in mind:

#1: Lead By Example

No one wants to be lead by someone who does not follow their own advice and rules. Make sure you act and perform exactly how you would tell your employees to perform. Even little things, such as breaking your own dress code, can cause you to lose great respect in your employees’ eyes.

#2: Believe In Yourself and Display Confidence

If you don’t believe in yourself, how do you expect your employee’s to believe in you? Be sure to trust your judgment and show your employees that you are confident in your decisions. Continue reading How To Be An Effective Leader In The Workplace

Attributes Of Successful Long-Term Businesses

We believe there are attributes that are common to successful businesses. While there are probably others, we feel that the twelve attributes below represent the most important:

1. They are focused on the customer and gather feedback and input from the customer on a regular and consistent basis.

2. They understand the concept of relationship development, both internally and externally and they work hard at forming new relationships and strengthening old ones. Continue reading Attributes Of Successful Long-Term Businesses

An Introduction To Building Effective Teams

A manager’s role has changed dramatically over the past 10 to 15 years. This change stems from the realization that old management techniques and styles are no longer effective given the changes taking place in peoples’ attitudes about work. Today’s employees are in tune with what other companies are doing in terms of empowering employees with performance reviews and establishing teams to solve problems, refine processes, plan and make decisions about how particular segments of the business will be managed and other facets of managing the organization. The manager of the 90’s and beyond will need to be an effective builder of teams whether the team is his/her work unit or specialized teams formed to plan, refine processes, solve problems or carry out some other task.

  • Old management styles or techniques tended to be more controlling and dictatorial. The management styles and techniques that fit in today’s business climate will need to be much more facilitating in nature.
  • Managers cannot see themselves as the sole source for decision making although they will probably be the final authority in most decisions.
  • A facilitating management style includes coaching, encouraging, listening and teaching.
  • This is clearly the preferred style in today’s business climate.
  • Interpersonal skills are very important to this process. Effective team building starts with effective communication and facilitation. Many people who have risen through the ranks have been more task-focused than people/goal-focused. Making the transition can be difficult, if not impossible, for some people.
  • A controlling leadership style generally has adverse effects on a team’s communication effectiveness and morale. Remember that, in general, high morale = high productivity.
  • Subordinates of a controlling manager tend to be motivated by fear. While in the short-run, employees motivated by fear might produce well, they are often reluctant to express opinions that they perceive run counter to the manager’s and/or will attempt to hide problems. Upward communication diminishes and the information being shared becomes less accurate and less meaningful. In fact, team members will tend to select communication that heads off punishment since they are part of a punitive environment.
  • Power struggles, back-biting, excessive conformity, diminished creativity, withdrawal and other negative results can occur under the leadership of a controlling manager.
  • Controlling and facilitating leaders view authority differently. A controlling leader views it as power and usually will not share it. A facilitating leader looks at authority as something to be shared and used in a manner that will help empower the team.

Exercise Continue reading An Introduction To Building Effective Teams

Don’t Just Talk About Customer Service

There is so much lip service being paid to customer service these days with very little actually being done about it that it is almost laughable. How many organizations do you see promoting themselves as leaders in customer service or just generally bragging about how well they serve their customers? The truth is most organizations are not coming close to delivering even average customer service, let alone outstanding customer service which is what they should be striving for.

Just talking about customer service and telling your employees that they are to provide outstanding customer service is not going to affect the level of service to your customers enough to make any sort of positive difference. While some short-term buying decisions are based on price, over the long-haul customers will often base their decisions about who to buy from as much on the quality of service they receive as price. In fact, it appears that the relationship between business failure and poor customer service is dramatic. Conversely, those organizations that understand how to deliver outstanding customer service can often times overcome competitive pricing strategies by their competitors and still maintain strong gross profit margins. Continue reading Don’t Just Talk About Customer Service