By Bob McGannon | Monday, January 19, 2015
When you work on a team, it’s inevitable that debates will surface.
Here are a few tips for managing these “passionate” discussions—to ensure they remain positive:
By Bob McGannon | Saturday, January 10, 2015
Earlier this week, we offered tips for setting up a workspace at home, and establishing routines as a remote worker. This article focuses on off-site team members from another perspective: Managing remote employees.
Managing people who work at home, in other office locations, or even in other countries is a reality many leaders face these days. It comes with some challenges, certainly—but when location isn’t a factor, you also have the opportunity to tap into the greatest mix of available skills to pull off your project objectives.
To help you be an effective manager with a far-flung team, here are five tips critical to your success.
By Todd Dewett | Wednesday, November 05, 2014
There’s no shortage of managers asking their employees for new and improved work products. They shout for creativity, change, and innovation. But the unfortunate truth is that most of then don’t really mean it.
They do want great new ideas, new products and services, and clever solutions to the problems you face. They just don’t want to deal with what always comes first: trials and error, mistakes, and half-baked attempts.
All of which represent business risks — and managers just can’t stand risk.
By Todd Dewett | Wednesday, October 15, 2014
At some point, every leader thinks, “My team needs a little more creativity!” Then they start looking for a “creative genius” to promote or hire. This isn’t completely illogical, but it’s definitely unproductive.
In this week’s Management Tips, we’ll address the myth of creative genius—the notion that only a few lucky souls out there are truly creative and that we can benefit from this fact if we can only find them.
By Mike Figliuolo | Monday, September 15, 2014
People want to be treated like people, not like cogs in a big machine. It’s incumbent upon you as a leader to see them as individuals. It’s for that reason that I hate the use of the word “just” in front of anyone’s title.
“He’s just an analyst.”
“She’s just a cafeteria worker.”
“I’m just an administrative assistant.”
No one is just anything. The phrase is demeaning and pejorative. We’re allpeople—we simply happen to have different responsibilities.
“Just” connotes that someone is worth less than someone else, as if that “just” someone has a defect. One of the most powerful leadership skills I’ve seen and used is valuing everyone’s contributions equally.
By Mike Figliuolo | Monday, August 18, 2014
As leaders, we manage hundreds of tasks every day. But in the swirl of all that activity, one thing is often ignored until it’s too late: building trust with your team members.
Trust is key to effective working relationships—yet trust seems harder than ever to earn and easier than ever to lose.
What causes a team not to trust its leader? You. Yes, you. If you’re unpredictable, then your team doesn’t know what to expect from you.
By Todd Dewett | Wednesday, August 13, 2014
Let’s be honest: We all face some interpersonal friction at work.
And sure, one reason is that some people just aren’t nice—but that’s not actually the most common reason.
When coworkers don’t get along, it’s usually not because one of them is “wrong.” It’s because people are different. Those differences are the focus of this week’s Management Tip.
By Todd Dewett | Wednesday, June 11, 2014
This week I’ll address diversity in the workplace from a different perspective than the one you may be used to. In the first tip, I’ll take aim at the competency model, an unexpected barrier to building diversity.
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