There are few things worse than a manager who delegates then micromanages the task. Micromanagement is an indicator that the relationship lacks trust. Trust = autonomy + confidence. If you have confidence in the person you task and give them autonomy to complete the task it means you trust them. Delegation is widely underused, especially […]
Micromanagement & Delegation Read More »
There are thousands of books on leadership, thousands of opinions, and thousands of theories. Some are complicated, others simple. The thing about leadership is that ideas and opinions are great, but knowing about leadership and being a leader are not even close to the same thing. The real game is in the execution. If you
How to Lead – 5 Musts of Leadership – Read More »
Meriam-Webster defines transparent as “free from pretense or deceit.” Pretense is defined as “an inadequate or insincere attempt to attain a certain condition or quality.” And deceit is defined as “the act of causing someone to accept as true or valid what is false or invalid.” So essentially, being transparent means to be open and
Transparent Organization? (What are you hiding…) Read More »
We all have our “go-to” employee. And yes, we work them more than others, but the real questions are: Is it okay to overwork them? And what affects does it have on the rest of the organization? As with most questions, the answers are “it depends” for both. Is it okay? Yes, it is ok.
Killing the Star Performer Read More »
Try changing someone’s mind. Even trying with a trivial matter, is formidable. Now try changing your boss’s mind. Add in the authority, experience, and most likely an emotional connection to a process or product and the task becomes virtually impossible. Even in the face of substantial evidence, hard data, and consensus among the rest of
Stubborn Leaders Murder Culture *Even When They Make the Right Decisions* Read More »
My first day as a supervisor sucked! I let several employees go home early even though there were still a few hours left to go on the shift. I was very excited to be able to make the decision and take responsibility for my decisions. I felt powerful and important. I wanted my employees to
I have worked with many managers, leaders, supervisors, and commanders, some great, some not. Most of them rely on positional power, and few understand any power outside of legitimate power, but we all depend on the authority given by those directly above us. Because we all don’t have referent power, this is where the real
Ambition Trumps Risk Read More »
Do you have an introvert that rarely contributes to the conversation? You know they are smart and have good ideas because they bring these ideas to you on occasion. But when you look to them in your time of need, they don’t deliver. Perhaps it’s your approach? Maybe you have been indirectly taught through outwards
The Introvert Extraction! Four Tactics to Help You Rise to Their Level Read More »
Below are five steps to take to help start you off on the right foot when taking a management position in a new organization. 1. Observe the Organization. Take time to understand the processes and most importantly the people. When you are new to the organization or even a new position in the same organization,
New to the Organization? Five Tangible Steps to Organizational Management Read More »
Wake up in the morning, go to work, go to lunch, go home, watch TV, eat dinner, and go to bed. Repeat the process daily and pray for the weekend to come as fast as possible! Why is it that we are so much more willing to live in Groundhog’s Day instead of taking control
What is Your Purpose? Here’s How to Find it! Read More »