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What does it mean to be a truly authentic leader? Is it strictly the act of aligning your corporate actions with your public words? Is it enough to take special care that your actions have purpose and meaning, rather than being a shallow grab for publicity or an insincere attempt to portray your company in a way that doesn't align with the corporate vision? The essence of authentic leadership goes much deeper than that. It's rooted in your personal self. Being genuine or authentic is to...
•Motivating Change-Resistant Employees
In business today, change is inevitable. Not only is it inescapable, but the speed of change seems to intensify as each day goes by. What this means to your business is that you really need the performance of every person in your company to constantly be on the upswing. So you can imagine how important it is that executives, management and supervisors alike take a constructive approach towards change management in order to consistently drive these improvements within your organization....
•Effective Performance Reviews
Let's face it. Performance reviews are stressful for both the employer and the employee. The employee is "waiting" for the shoe to drop and the employer doesn't really want to tell the truth - they want to soften the information because they are uncomfortable sharing, worry about confrontation or simply don't know how.
Here are some tips to help alleviate the stress!
1. BE SPECIFIC, DON'T GENERALIZE - Start the review with what is working really well. Be specific! Don't simply tell them...
•Leveraging the Interview Process to Brand Your Business
Are you in the market for top performers to take your company initiatives to the next level? When recruiting for employees, companies often forget their role in the process of interviewing. But a very important question remains, "How do you attract high caliber, top talent into your company?" Don't bother to rely on the economy for help in attracting this type of personnel to your company. They will be in demand regardless of the economic climate. That's why it is critical for...
•M&A: Don't Forget the People
Mergers and acquisitions bring together two independent organizational infrastructures. The companies involved spend countless hours developing blueprints to unite their finance, technology, and human resource departments. Profit and growth are the overriding objectives. Economic considerations are indeed crucial to creating a seamless infrastructure and paving the road to success. A purely economic approach, however, fails to consider one key ingredient: the people. When merging...
•Lessen The Load of Training New Hires
As managers and business leaders we all have faced the age old dilemma of whether to hire or not to hire new staff. Indeed, this question presents a weighty set of issues. On one side of the scale are all of the benefits a company hopes to gain by hiring more staff. On the other side of the scale are all of the concerns that either prevent hiring or result in limited training time for new employees.
This article will show managers that training new employees does not drain time and...
•Keeping A Good Team Together
The cornerstone of any successful company is the team that makes it up. There is no other more important contributing factor to building a truly great organization. Effective development methods, the right technology, efficient processes, available money and well-invested time are all important aspects, but none can substitute for the importance of an exceptional team if you want to establish an exceptional organization.
Keeping a team of talented individuals who work together well is one of...
•Terminating Employees Respectfully
One of the most difficult actions any executive has to take is to look an employee directly in the eye and tell them that they will no longer be working for the company. Knowing that termination will end the employee's current source of income, and undoubtedly affect them in a number of ways personally, makes it infinitely more stressful to address the task. In truth, although keeping the employee in question may be detrimental to the health of the company itself, many leaders keep people...
•Merging Business with People
In the ever-changing climate of Corporate America, senior management is attuned to the idea of keeping pace with the competition. Keeping pace often means making strategic changes by merging with another similar company. You can be sure that management teams from each company will pore over the other's financial statements, infrastructure and more. All in an effort to determine the best way to forge companies to become one. Yet, all too often, the humanistic value that is firmly attached...
•Dealing With Tough Clients
If demanding and negative clients are keeping you up at night, it's time to re-evaluate whether these clients are worth your aggravation. As a service provider, you may be inclined to accept whatever business comes your way. This approach, however, has serious drawbacks. Not only do challenging clients drain your energy, they also take away from time you may devote to good clients and other business objectives. Furthermore, these challenging clients create a host of hidden expenses....
•Correcting Issues Before the Customer is Affected
It seems that when there is a possible problem or issue within a department, our human nature would like to sweep it under the carpet or ignore it, hoping the problem goes away. However, one department that can?t afford to implode is the customer service department. They are the employees who touch your customers and promote your integrity as a business. So what happens if you suspect there is a problem?
Let's say for example that you are manager of a sales team. You get that unsettling...
•An Apple a Day Won't Keep Burnout Away
In this era of long work days, long commutes, and high stress, employees dedicate far less time towards preserving their mental and physical well-being. Employees have instead redirected that energy towards keeping pace with the ever-changing demands of today's businesses. While employers prefer to believe that extended work days enhance long-term production, the reality presents a far different picture. Employees who are always on the go never have time to recharge their batteries. As a...
•The Good, the Bad, and the Ugly of Workplace Friendships
Workplace friendships may seem like an ideal arrangement at first blush. But once the honeymoon phase ends, a whole different picture may emerge. Whether the image appears rosy or bleak depends entirely upon those involved in the friendship. Unfortunately, situations can sour long before individuals realize they should not have befriended a colleague. When workplace friends turn enemies, a company loses far more than camaraderie. A broken friendship can reduce productivity, cause...
•Mentoring: A Little Help Goes a Long Way
Mentoring programs offer companies an efficient and economical way to manage and develop human assets. A mentor can transform an average employee into an exceptional leader. A mentor can guide an up-and-coming leader through the maze of leadership skill acquisition. A mentor can even improve the production levels of low-performers. A mentor cannot, however, make an individual want to excel. Nor can a mentor simultaneously boost employee production and groom powerful leaders. Companies...
•A Meeting of the Minds
Meetings offer managers the chance to unify the workforce, communicate important messages, and create an organized forum for employee concerns. Therefore, meetings are a crucial aspect of running a business. Unfortunately, many managers treat meetings as ad hoc events and fail to properly prepare. Preparation, however, is the key to holding a successful meeting. Without clear objectives, managers flounder. Without rules and protocols, meeting participants can transform a quiet company...
•Are Men Better Bosses than Women?
? Which gender makes the best boss? It's a frequently asked question in the workplace. Is it men or women who are superior as boss-material? MSN Career Builder recently featured an article espousing the fact that men are better bosses. The writer's opinion and research notwithstanding, I don't actually think this is an "either-or" kind of question. It's really a question of what qualities make someone a successful boss, and even further how do we quantify success?
There are clearly...
•Life Management Skills – is it possible to have a life and be a leader?
? You know, Jane and Bob work so hard that they wonder sometimes if they even have a life, if their life is in balance. Maybe there is no such thing as balance (and Jane and Bob heave a big sigh of relief – one less thing to strive for). If there is balance, it's right there in the moment because life changes in the next nanosecond, and everything gets all out of whack again. Balance is more of a way of life, not a result one tries to achieve.
Balance means whatever feels right to us in the...
•Establishing Meaningful and Objective Performance Criteria
Jane and Bob understand that establishing criteria for successful performance is key to ensure that they get the performance they want. Yet they've found that their colleagues in other departments don't set up criteria from the get-go.
Why?
Managers often do not know how to establish meaningful criteria for job performance, let alone extras like training and development.
To establish performance criteria, Jane and Bob ask themselves, "What are the conditions for satisfaction? How will we...
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