The title of today’s post seems like a no-brainer, but it’s amazing how many organizations don’t invest in their management. These individuals are responsible for leading the organization.
If you Google the definition of leadership, it’s the “action of leading a group of people or an organization.” To me, the only way a person can successfully do the “action of leading” is with influence. Coercion doesn’t work. Well, it might for a short time. But eventually people will reject it – either by subverting the leader or leaving the group.
While the “action of leading” can happen at any level, many organizations place emphasis on managers as leaders. Here are a few leadership articles you might want to check out this weekend. They make the case for organizations to invest in their manager leaders.
Effective communication drives performance. The new book from Gregg Gordon at Kronos shows how communication empowers human capital to achieve goals.
Dr. Ken Blanchard, famed author of “The One Minute Manager”, talks about leadership and management and how they apply to the new world of business.
Has lack of leadership led to the skills gap? We say development is supported from the top down. If the top doesn’t develop new leaders, then what?
Getting rid of middle managers doesn’t solve the issues with bureaucracy. Instead, give managers training and the tools they need to be successful.
Hopefully, your organization is convinced that leaders are worth developing and the return-on-investment is definitely there. There’s another piece to management and leadership development. What specifically should organizations teach them? I hate to say it, but the definition of leadership is pretty broad. Organizations may tend to throw a whole bunch of skills into the definition. Here are some articles that might help your organization clarify what leaders need to know.
Every new manager has been faced with the question – now what? Give new managers the tools they need to be successful. Manager onboarding is the key.
To manage well, managers need to be knowledgeable about employee performance. They need to know what good work is. Effective performance feedback is key.
Managers have a tough job. Great managers use these 10 habits to include every employee in the business. That builds employee engagement.
Employee engagement and high performance should go together. There are 4 ways managers can encourage engaged employees into high performance.
Employee coaching is different from discipline. That’s important because coaching is often perceived as negative. It’s a discussion for accountability.
Managers and supervisors need to learn how to delegate. But what work should managers delegate? Follow these tips to do it right.
Managers and leaders are essential to business success. But neither managers or leaders learn their roles overnight. Organizations need to clearly define expectations, communicate those expectations, train employees, and support their performance.
P.S. If you’re reading HR Bartender via email or an RSS Reader, I hope you’ll take a moment to click through to our new site. To celebrate nine years of blogging, we wanted to update our look. Thank you for reading, commenting, and sharing HR Bartender. We truly appreciate you. Cheers!
Image captured by Sharlyn Lauby after speaking at the 2016 MBTI Users Conference in San Francisco, CA11