The central part of the manager’s job is people development. This includes people who want to become leaders like you one day. When you take on the mindset of a trainer instead of a manager delegating work, you will have created a team of trusted associates who can step in and help when you are […]
Companies invest considerable money and time in the development of talent, but without the up-to-date work to ensure that leaders build a learning culture. Frontline managers have the greatest and most immediate impact. If you’re a manager who wants to grow your team, show that you committed yourself to growth. Full article here: https://hbr.org/2018/09/make-sure-everyone-on-your-team-sees-learning-as-part-of-their-job
Feedback is essential: it improves performance, develops talent, aligns expectations, solves problems. Your growth depends on your ability to take advantage of criticism despite your natural responses and on your willingness to seek even more advice and coaching from bosses, peers and subordinates.
Ambitious professionals often spend a lot of time thinking about strategies to help them achieve even more success. Step back and reassess your career — starting with the recognition that managing it is your responsibility. Too many people feel like victims in their career even though they actually have a high degree of control. In […]
One of the challenges every manager face it’s how to be a high-standards, results-driven leader while at the same time to build an engaged team with close, personal friendships. Based on an analysis of 7800 leaders, younger leaders are more likely to be rated highly on both their business results and their team satisfaction. Evidence […]
So many of us respond to increasing demands in the workplace by working longer hours that inevitably burden us physically, mentally and emotionally, resulting in reduced commitment, higher distractions and high rates of employee turnover. The key problem with longer working hours is that time is a limited resource. Energy’s another story. Defined in physics […]
Burnout has become “just part of the job” for many workers. This can trigger a downward spiral in individual and organizational performance. If you don’t address the causes of employee burnout in your organization, you won’t have a workplace environment that empowers employees to feel and perform their best.
People have 5 fundamental human needs: the need to be heard, to feel like they are part of a team, to know they matter, to contribute meaningfully and to learn and grow. How employees feel about their job is largely on the manager’s shoulders.