Category Archives: How to Be a Great Boss

Jim Friedberg managed a team of five and was in charge of a new upcoming product launch for his company. One of his team members came up with a creative, out of the box idea for marketing the product, a new concept that was bordering on the side of risky. Jim was skeptical. A high-risk initiative he had led in the past had failed and cost the organization thousands of dollars.

Jim, however, had built relationships with senior management and they trusted his abilities and asked him to lead the team to market the new product the company was banking on. Although experience and intuition told Jim that the idea had massive potential, Jim questioned the new concept and was fearful that an unsuccessful product launch would not only take the company down the road for another disaster at his hands but could also cost him … Continue reading Managers Shine When Employees Excel →

Not all leaders are managers, but all great managers are leaders. Great managers inspire those around them. They understand what it takes to succeed and they’re not afraid to roll up their sleeves and get to work. They also have a vision for their company and work hard to create a positive atmosphere where everyone is motivated to contribute to a common goal.

While it’s always nice to work under someone who exhibits these qualities on a daily basis, chances are you’ll remember those managers who didn’t fit this mold. While no one chooses to be an ineffective manager, sometimes managers lose touch with how to successfully incorporate leadership into their management.

Ineffective managers typically share some negative traits. However, those behaviors don’t have to be permanent; with some corrective measures, bad management can be turned around.

Ineffective communication:

The whole culture of a company can be shaped and crafted … Continue reading 7 Habits of an Ineffective Manager →

Sometimes you feel like your mid- and upper- level management are not on board with your views of the company.  They lack the “buy in” you expect.  Perhaps they aren’t accountable with their time or they spend company money not in keeping with company goals.

Here are three steps to coach your business leaders so they understand and commit to the company in ways that builds success.

1. Vent your frustrations.

Not at the management, but on paper or with someone else in the company whose opinion you value.  As you consider the weak points, create a policy that will bring the management more in line with your vision.

For example:  You are not happy that vice president went on vacation for three weeks and turned off his blackberry.  You think a person in that position needs to be accessible—at least on a limited bases—wherever they are.  So you develop … Continue reading Train Your Managers to Act Like CEOs →

No one ever said it was easy being the boss.  In addition to being the point person you are also the fall guy (or gal).  People expect a lot from you and whether you are dealing with employees, clients or higher-ups’ they all tend to come from a place of take-take-take.  Overall it can be an exhausting position to handle…but are certain factors wearing you out more than others?

While you may be a manager, you need to keep in mind that you are human too.  Even if you are not consciously aware of them, hidden biases can affect your decision-making and leadership ability.  This is why it is important to be aware of situations where your personal (sometimes even hidden) biases try to take over.  Read on to learn how to discover your professional biases and more important, how to overcome … Continue reading How to Keep Personal Biases from Making You a Bad Boss →

What comes to mind when you think of business success? Improving the bottom line? Cutting costs while increasing profits? Those are important, but no business is successful for long without good, talented employees who are happy to come to work and do their best every day. Below are ways to focus on improving employee satisfaction – and increasing your business’ success and profitability at the same time:

1. Value your employees – in every way.

Did you ever have a boss who was quick to praise for a job well done – but stingy with benefits and pay? Actions always speak louder than words, and while current finances may not always permit you to pay top dollar, pay as much as you can based upon company profitability. In other words, the employee who toils five days or more a week to help make … Continue reading Make Your Employees Glad to Work →

How to Set Work Performance Goals with Your Employees

If you are in a leadership position, you are constantly faced with the challenge of keeping your employees motivated and productive. Most companies use work performance goals as a means of evaluating employees. However, from the employee’s point of view, they are often looked on as an arbitrary and rigid means of doling out raises. That is because many organizations fail to use goals properly.

Goals are most effective when the individual expected to meet them has a part in setting them. As a manager it is important to put yourself in the place of the employee and ask yourself these basic questions:

What kind of goals would motivate me in this position? What sort of goals would make me happier and more productive in this position?

With these two questions in mind and with the help of the following … Continue reading Setting Work Performance Goals with Your Employees →

Today’s guest post is by Mike Figliuolo, co-author of Lead Inside the Box: How Smart Leaders Guide Their Teams to Exceptional Results (you can get your copy by clicking here). You can learn more about Mike and the book at the end of the post. Here’s Mike:

Why do you pay your team members? If you asked them, they might answer “You pay us to work.” If you ask an office-based worker what “work” means to them, you’ll get a list of typical workday activities. They read and write emails. They write reports. They go to meetings and attend conference calls. Those activities that sound appropriate enough, but they don’t give a complete picture of what “work” means to you.

There are two different definitions of “work” in the dictionary. Your team members likely subscribe to the one that defines “work” as … Continue reading To Improve Your Team’s Output, Look at It Differently →

Caleb, a manager in his workplace, often found himself fumbling for words. He wanted to learn how to make the most of his daily interactions with employees, even the brief ones. He reached out to several mentors in leadership positions. “What are the most important things you say to your employees?” he asked.

Strong leaders use phrases that give employees a powerful motivational boost, his mentors said. These phrases aren’t just sprinkled into a conversation. Rather, they often guide the direction of a conversation by opening a space for authentic sharing of ideas and appreciation. These five phrases are the building blocks to positive relationships based on strong communication, Caleb’s mentors told him.

“You have what it takes.”

It’s crucial to let people know you believe in them. They need to feel confident in their abilities in order to fully apply themselves. Find ways each day to Continue reading Five Motivational Phrases Used by Top Leaders Every Day →

Sebastian asks: As a new manager, I see that building relationships with my employees is way different than with coworkers. I don’t want to be that stereotypical boss who stays behind a desk except to give criticism. Can you help me figure out how to navigate these new waters?

Joel answers: Sebastian, you’re absolutely right in putting a lot of thought into this issue. Gallop found that one in two American workers has left a job to escape from a boss. Plus, 20% of workers would be happier if their boss left their organization.

Relationships between employees and managers are not only shaped by personalities—they’re also shaped by societal forces you have less control over. The constant demand for talent can shift the power dynamic between employees and bosses, notes Elizabeth Aylott in Employee Relations. Today’s employees expect a lot from a boss, because they know … Continue reading Employee & Manager Relationship →

Arthur, a manager at a mid-size firm, read a troubling statistic: According to Harvard Business Review, one in five high performing employees plans to leave their job in the next six months. He wanted to groom his high-performing employees for success, growing their leadership skills. But how do I know I’m not just priming them for a job with some other company? he wondered.

High-performers are 400% more productive than average employees, says the Council for Advancement and Support of Education (CASE). Arthur knew he couldn’t afford to lose his best people.

Then he read another stat: High-performing employees are only a little more satisfied with their jobs than other employees. He had an epiphany: His high-performers should get more from their job and workplace than they’re currently getting. If he gave them more, he’d increase their loyalty. Working with an Continue reading How to Retain High Performing Employees →