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Management Tips

Management Tips

with Todd Dewett
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  1. 5m 57s
    1. Three dangerous leadership assumptions
      3m 4s
    2. The danger of short-term thinking
      2m 53s
  2. 31s
    1. Welcome
      31s
  3. 4m 56s
    1. Being a leader, not a micromanager
      2m 21s
    2. Managing your manager
      2m 35s
  4. 5m 11s
    1. Managing millennials
      2m 18s
    2. Managing a multigenerational workforce
      2m 53s
  5. 4m 48s
    1. Avoiding burnout at work
      2m 30s
    2. Learning how to say no
      2m 18s
  6. 5m 38s
    1. Managing poor performance
      2m 45s
    2. Delivering employee feedback
      2m 53s
  7. 5m 26s
    1. Cultivating future leaders
      2m 46s
    2. Hiring to fill gaps in your team
      2m 40s
  8. 5m 12s
    1. Networking within your organization
      2m 43s
    2. Understanding organizational politics
      2m 29s
  9. 5m 8s
    1. Retaining top performers
      2m 31s
    2. Engaging your high potentials
      2m 37s
  10. 5m 29s
    1. Getting your team unstuck
      2m 48s
    2. Coaching your team
      2m 41s
  11. 4m 54s
    1. Offering a needed apology
      2m 25s
    2. Fixing mistakes
      2m 29s
  12. 5m 24s
    1. Creating a lasting first impression
      2m 33s
    2. Reading body language
      2m 51s
  13. 5m 45s
    1. Becoming a change agent
      3m 0s
    2. Finding targets for innovation
      2m 45s
  14. 4m 41s
    1. Earning your next promotion
      2m 33s
    2. Planning for your next raise
      2m 8s
  15. 5m 23s
    1. Making work fun
      2m 43s
    2. Finding purpose in your work
      2m 40s
  16. 5m 0s
    1. Becoming a better listener
      2m 44s
    2. Communicating with candor
      2m 16s
  17. 5m 48s
    1. Assessing your organization's change readiness
      2m 51s
    2. Initiating change conversations
      2m 57s
  18. 5m 6s
    1. Building trust
      2m 32s
    2. Avoiding blame
      2m 34s
  19. 5m 39s
    1. Embracing failure
      2m 33s
    2. Developing your creativity
      3m 6s
  20. 6m 25s
    1. Making better decisions at work
      3m 9s
    2. Creating solutions, not policies
      3m 16s
  21. 5m 42s
    1. Motivating team members
      2m 35s
    2. Empowering through BHAGs
      3m 7s
  22. 6m 6s
    1. Breaking through with brainstorming
      3m 16s
    2. Embracing the devil's advocate
      2m 50s
  23. 4m 32s
    1. Storytelling at work
      2m 39s
    2. Building transparency into your work culture
      1m 53s
  24. 5m 22s
    1. Keeping a virtual team connected
      2m 27s
    2. Building a destination workplace
      2m 55s
  25. 5m 34s
    1. Surviving the loneliness of leadership
      2m 52s
    2. Developing work and life balance
      2m 42s
  26. 5m 22s
    1. Working with people you don't like
      2m 50s
    2. Knowing the difference between quitting and refocusing
      2m 32s
  27. 5m 7s
    1. Motivating by getting your hands dirty
      2m 17s
    2. Using persuasion at work
      2m 50s
  28. 5m 39s
    1. Planning your team-building retreat
      2m 50s
    2. Facilitating your team-building retreat
      2m 49s
  29. 4m 59s
    1. 5 Phrases to Avoid
      2m 39s
    2. The keys to great conversation
      2m 20s
  30. 5m 24s
    1. Giving a realistic job preview
      2m 30s
    2. Rethinking the job description
      2m 54s
  31. 5m 39s
    1. Surviving a bad boss
      3m 1s
    2. Making and recovering from mistakes
      2m 38s
  32. 5m 30s
    1. Discovering the problem with teams
      2m 39s
    2. Getting serious about autonomy
      2m 51s
  33. 5m 59s
    1. Managing creative talent
      3m 2s
    2. Managing technical talent
      2m 57s

Video: Three dangerous leadership assumptions

Henry Winkler once said that assumptions are the termites of relationships. At the other end of the spectrum

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Management Tips
2h 47m Appropriate for all Aug 21, 2013 Updated Apr 09, 2014

Viewers: in countries Watching now:

In this weekly series, Todd Dewett, PhD, shares the tips respected and motivated managers use to improve rapport, navigate tricky situations, build better relationships, and drive the business forward. Each week, we'll release two tips ranging from avoiding the dreaded micromanagement to managing a multigenerational workforce, cultivating better listening skills, and developing an understanding of your organization's politics. Check back every Wednesday for more Management Tips.

Subjects:
Business Business Skills Career Development Time Management Management Communication Education Teacher Professional Development
Author:
Todd Dewett

Three dangerous leadership assumptions

Henry Winkler once said that assumptions are the termites of relationships. And I think he was absolutely right. Assumptions are cognitive shortcuts we use to draw quick conclusions, instead of actually thinking consciously and thoughtfully. They're also fast but they can be very dangerous. To be specific, consider these three very common but unproductive assumptions that all leaders should avoid. The first is that developing others isn't your job. Any leader worth their salt will observe opportunities to develop talent.

But will they do anything about it? At one end of the spectrum is the leader who feels beholden to no one other than himself. He works hard but expends no effort to help or develop others. He was hired to do his job, not yours. He feels that you're either great in developing yourself or you're not. At the other end of the spectrum are enlightened leaders who know that personal achievement is only part of what makes them a good person and what makes them promotable. Remember, in today's workplace, if you want to advance, one of the core skills demanded of you is the quality ability to build the talent around you.

Next, consider this common leadership assumption: because I work long hours, so should everyone else on the team. I've met more than one boss who sincerely believes that everyone should keep regular hours the same hours and long hours. If I'm here at 7 am, they should be here too. If I don't leave until 6 pm, no one else should leave either. In one way, I understand. You want others to follow your lead and work hard. However, the point that you need to understand is that people work in different ways at different times.

The goal isn't to make them work at a particular time or a certain number of hours. The goal is to lead them in a way that produces the awesome work products you need. Remember, the trick is to define great goals and expectations, instead of micromanaging their work process, which usually never helps. Finally, realize that what worked last year won't necessarily work this year. You see, we sometimes get so busy that we look at the current problem we're facing and overestimate how much it looks and feels like a problem we've dealt with before.

We overestimate the familiarity of the situation, and we assume we understand it. The problem is that we fail to see how novel and unique the current situation really is. Thus, we apply a solution that isn't a great fit. Overcome this tendency by making it a team norm for people to speak up and to talk about the unique needs of the current situation before applying a hasty and dated solution. That way, you slow down just a little and find an answer that really fits. There are many more assumptions like these, but these three will get you thinking.

Remember, it's your job to develop others. Remember to focus on your employees' work, not so much their hours. And remember that every new problem is unique and deserves to be viewed as such. When you do these things, you'll be avoiding a few common unproductive assumptions so you can make appropriate quality decisions.

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