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Meetings should be clear
Have goal-oriented and clear meetings, only when it is important and necessary.
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Instead of hanging on to a bad fit, and prolonging the support to employees who are struggling, it is better to let them go.
It pays to highlight the strength an employee brings and then to work on minimizing the weak aspects. Start and work with the impact and value the employee is making to your team.
Show that you trust your team by delegating work and giving people big problems to solve.
Instead of the sandwich approach to provide feedback, try to be direct and dispassionate.
Get a nod or a confirmation on the feedback that is delivered, so that it is clear and the employee hasn't taken away something unexpected or unintended from your conversation.
Ownership and accountability need to be defined so that your team knows who is responsible for what.
If the work is reported to be ok or fine by your subordinates, maybe you need to dig in deep and probe more.
The employee reporting to you may be struggling and not providing the true details of the situation.
Diversify work within the team so that the long term and short term goals are both taken care of.
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Leadership involves creating a compelling vision of the future, communicating that vision, and helping people understand and commit to it.
Managers, on the other hand, are responsible for ensuring that the vision is implemented efficiently and successfull...
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Is a management style in which leaders are genuine, self-aware, and transparent.
An authentic leader is able to inspire loyalty and trust in her employees by consistently displaying who she/he really is as a person, and how she/he feels about her employees' performance.
Authe...
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- Clarify expectations. Bad assumptions multiply when there is less regular conversation.
- Don't worry about how the team spends their time and focus on results.
- Make time to build relationships.
- Grant trust and expect the best.
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