Do Leadership Skills Assist Managing the Generation Gap in Business?
Business Management, Human Resources, Management, Performance Management, Productivity No Comments »It is quite common to find young stars promoted to the position of frontline leaders through their technical excellence and great attitude. One of the difficulties with promoting younger people to management roles is their ability to have the maturity to manage employees who could be old enough to be their parents. As a senior manager, what can we do to help this transition?
We need to enable our frontline leaders to be genuine leaders. Providing them with the tools to be leaders and the support of the organisation enables a young leader to manage all their employees with empathy and consideration. No matter what their age.
There are several essential skills your leaders need to have to be successful in their role. And, the organisation can support your leaders by enabling them to have the room in their role to actually lead. Not to just manage.
Three Daily Habits of Top Performers
Human Resources, Performance Management, Productivity No Comments »Top performing frontline leaders not only have excellent leadership skills but they have also developed leadership as a habit.
Leadership is a learnt skill and it is a skill that can be improved and developed by consistently working on it. If this skill is used enough it eventually becomes a habit to perform the steps a good leader undertakes on a daily basis.
In Business Communications, Sharpen Your Writing Skills and Presentation Skills by Being Concise
Performance Management, Presentations/Public Speaking, Training No Comments »“Public speaking is the art of diluting a two-minute idea with a two-hour vocabulary.” John F. Kennedy
I like what JFK had to say for a couple reasons. First, if you can’t stand up and say it in 15 or 20 minutes, then keep your rear end planted in the chair. When it comes to business communication skills, ponderous length doesn’t impress; it alienates. We’re all busy, and we all have limited attention spans. FOCUS your message and never forget: Brevity is clarity.
In business communication, the same rule applies whether you’re trying to sharpen your presentation skills or writing skills. Keep your audience or readers uppermost in your mind — stifling the urge to pontificate — and they’ll be there with you. The last thing you want them to do is examine the insides of their eyelids when you’re halfway through your speech.
How to Improve Productivity Through Delegation
Performance Management, Time Management No Comments »Delegation is a wonderful leadership tool. It can be used and have a positive effect on the leaders productivity and, through careful use, increase workplace labor productivity. The benefits can be substantial.
Delegation is a term that is often misunderstood. Some managers seem to think it is a way that they can get out of work, others think it is way of getting rid of unpleasant tasks. In fact it is the only means a leader has of obtaining leverage on his or her time. It is the ultimate personal productivity asset. A leader is paid, not for time and labor, but for judgment and influence.
Top 10 Ways to Increasing Productivity & Better Time Management
Business Management, Performance Management, Time Management No Comments »Are you struggling in the effort to make your small business successful? Does it feel like you are working harder and you still don’t see the results you desire? Or maybe you want to grow your business to the next level of success. Let’s take a look at the top 10 ways to increasing productivity and better time management.
Increasing Productivity:
1. Team Building- Build your virtual support team
Have you ever heard of the 80/20 rule? In business, 20% of your business activities yield 80% of the results. You need to determine which tasks are in your top 20%, and eliminate and/or delegate the rest as a means of increasing productivity and experiencing better time management. Unfortunately, many small businesses fail or don’t grow to the next level because they don’t take advantage of small business resources like team building . An excellent way to get started is to work with a Virtual Assistant.
Why Project Stakeholders Are Key in Making and Breaking Project Managers
Management, Performance Management, Project management No Comments »Project stakeholders are a key element of any delivery. They determine direction, refine the scope and basically ensure it gets delivered. In theory that sounds wonderful. In practice it translates into something else altogether.
You see the reality is that these key individuals can either make or break a delivery unless the PM has developed the necessary soft skills to successfully work with them.
Having delivered countless projects over the years I know this only too well from first hand experience. You need to understand the different types of stakeholder on your team as well as what their aims and motivation are.
A View on Motivation, Change, Leadership and Training in a Downturn Economy
Change management, Performance Management No Comments »I was watching the BBC news last night on TV and whilst watching clips of President Obama defending his health plans I came across a rather disturbing headline that stated that the unemployment rate in the UK is at present the highest since 1995. This should not really surprise anyone. We have seen corporations collapse, fluctuating currencies, worrying reports of new world orders and riots in cities.
Whilst the downturn has brought on much suffering and changes globally the headline itself brought to mind some of the management theories I had learned whilst on my MBA course a few years back.
This is a rather worrying statistic. The word statistic tends to remove the human emotion from the equation. I believe it was Stalin who once said that the death of a single person is a tragedy; more than that is just a statistic. The statistic here is you, me and my neighbor next door.
The Balanced Score Card - Driving Better Performance
Business Management, Management, Performance Management No Comments »Whether your company is a market leader or brand new to the marketplace, all companies are constantly looking for fresh new ways to stay ahead of the competition. Although there are a wide variety of strategy and measurement tools, the balanced score card is a tool that ties these two components together.
This measurement tool was first introduced in the Harvard Business Journal in 1992. The balanced scorecard was designed to provide executives with a new formula for developing a company’s strategic objectives, while creating measurement tools. This tool quickly proved to be successful at motivating executives to come up with breakthroughs in critical areas, such as customer service and bringing new products to market.
Staff Development - How to Coach Your Employees for Success
Business Management, Employee motivation, Leadership, Performance Management No Comments »Is Coaching the New Management?
World-class athletes, public performers, indeed winners in nearly every profession, know that without the right coach, they won’t perform at their peak.
Executive and management coaching has increased in popularity in the business world, with many prestigious companies implementing coaching programs for their executives, managers, and employees. Since high performance is essential to the maintenance of a successful career, companies who want to maximize the investment they make in people are choosing to engage in performance coaching.
“A 2004 survey by Right Management Consultants [found], 86 percent of companies said they used coaching to sharpen the skills of individuals who have been identified as future organizational leaders.” (P. Michelman, Harvard Management Update, 2004)
How Do Managers Start Coaching?
Ineffective Leadership Styles - Leaders Who ‘Talk to Think’
Business communication, Performance Management No Comments »Some leaders use debate and discussion as a way to frame their thoughts and opinions. To find out what they really think about a problem or issue, they will often set up a straw man - usually a stance directly opposite to that with which they have been presented - then challenge others to push back with their thoughts and opinions. Eventually, out of this (often heated) discussion, the theory is, a ‘true’ and ‘tested’ consensus will emerge, honed and strengthened by the rigorous debate.
All well and good - and if used properly, very powerful. At least, that’s how it starts out. Unfortunately, over time, the Visionary leader’s habit of ‘talking to think’ very often degenerates into a tic or identifying characteristic, and becomes less of a useful tool than an irritating source of confusion to others.
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