I’ve been writing about how managers can avoid under managing by more effective management conversations: highly structured, high substance conversations. How can we describe how
If the majority of busy managers aren’t sufficiently engaged in effective conversations about basic management tenets, what are they doing? None of the managers I
As a manager, how do you prevent under managing, and still empower your people? I’ve been posting about what’s called the “Under Management Epidemic,” here
I hear that many people would rather quit their jobs than work for an inadequate manager. Research from numerous sources such as the Gallup Organization
Executives focus—with good reasons—on the lack of employee engagement that is pervasive in organizations. A 2013 Gallup poll found that only 13% of employees worldwide
Managers are the single greatest factor in retaining employees (Gallup Organization, State of the American Workplace, 2012). Nurturing good managers is therefore crucial to building
What sort of mindset does your boss have? There are five different mindsets used by highly effective managers. I’ve been writing about how important good
According to traditional management theorists (Henri Fayol and others), managers are supposed to plan, organize, coordinate and control. In truth, the pressures of reacting to
Much has been written about the difference between leaders and managers. “Leaders are people who do the right thing,” note leadership experts Warren Bennis and
If you’re wondering how to motivate your employees, get started with an individual motivational conversation. Boost employee commitment by talking to them about their motivational
Business is an active, demanding endeavor. Only those who consistently apply themselves succeed. Organizations that thrive require leaders who actively dream, plan, engage, solve, pursue,
Surveys and studies indicate global job dissatisfaction is at a two-decade high. Disengaged employees account for nearly 70 percent of the workforce, which significantly affects
Most employees favor consensus-run organizations where leaders manage democratically through inclusion and feedback. Consensus-style leadership is a refreshing alternative to tyrannical leadership, but democracy, taken
Sudden information is generally incomplete, incorporating whatever is available at the moment. By contrast, leaders sift through information, take time to gather data, and draw
