The Daily Recruiter

The Ezine for Executive Managers … brought to you by The SearchLogix Group.

Category: Leadership (Page 1 of 15)

Dealing with upset Team

Share This:

“By Marc Robertson, of thoughtLEADER, LLC”

Whether you are leading a small team or a large company, eventually you are going to have either a colleague or report that is emotionally upset. We all are human and we all lose it now and then.  Your task as a leader is to get that person “un-upset” and back on track so they feel supported and become productive once again. After having coached many leaders facing this issue over the years I determined there were three basic steps to dealing with an upset employee.

Read More

Courage To Speak Up

Share This:

” By April Sweazy, Transformational Leadership contributor”

Many of us have a hard time expressing a point of view that’s different. Why?

We assume that if we have a different point of view, it will cause others 
to think we’re not being loyal to them. We assume if the majority is voting for that answer, it must be right 
and we’re wrong. We assume that there is only one possible right answer to a question. We assume that a different point of view will make us unpopular. We assume that if we’re not able to convince others of our point of view, 
we’ve somehow lost or diminished in our power.

Read More

Seen As A Leader

Share This:

By Jennifer V. Miller, SmartBrief contributor”

A hard truth: at one time or another, we’ve all been a jerk at work. Maybe it was a looming deadline that finally snapped your last nerve. Or an issue from the home life seeped over into work and made you edgy and cranky. Whatever the reason, sometimes leaders are rude to others. It happens

Read More

Influencing people

Share This:

“By John Baldoni, SmartBrief contributor”

Maybe the toughest thing in management to do is persuade others to go along with you when you have no authority over them.

If you find yourself in this situation, consider these five action steps.

  1. Do your homework. Find out what your colleagues in different functions think about the initiative.
  2. Make your case. Demonstrate how the initiative will make things better in the long run. Acknowledge short-term pain for longer-term gain. Argue the business case.
  3. Listen, listen, listen. Pay attention to what your colleagues are telling you.
  4. Push hard. If this initiative is important and if senior management is counting on you to drive it through, and then keep on it.
  5. Be there to follow up. This is critical. Make it known up front that you will be available to help implement the initiative.

DON’T MAKE ENEMIES

Share This:

“By Dan Rockwell, Leadership Freak contributor”

4 weaknesses of arrogant higher-ups:

  1. Prideful leaders degrade minion-managers. Superiority expresses itself in demeaning behaviors.
  2. Haughty higher-ups avoid spending time with lower-downs. It’s just too inconvenient and time consuming.
  3. Arrogant leaders don’t demonstrate they know, understand, and appreciate the issues lower-downs deal with.
  4. Pompous higher-ups reject input. Minion-managers don’t understand the big challenges anyway.

Read More

Hidden Leadership Skill

Share This:

” By Mark Lukens, Fast Company contributor”

The fact that saying “parenting is a full-time job” is cliche doesn’t make it any less true. But we seldom see parents–with all the hard work and specialist skills they bring to the challenge–as actual professionals in that field.

Read More

Course-correct

Share This:

” By Marlene Chism, 

You just hired a great employee. The employee has all the qualifications, is a quick-study, takes initiative and is always on time.

Read More

Should I Follow You

Share This:

” By Scott Mabry, Soul  To Work contributor”

What if you aren’t really leading anyone?

Before you get too defensive, I also asked myself this question. When I did, it occurred to me that I might be a just little bit delusional. I thought of leadership as a set of traits that I possessed or a role I inherited due to my position in the organization. In other words, leadership was something I was doing or producing.

It was an identity.

Read More

C.R.A.P.

Share This:

“By Jeff Kortes, SmartBrief contributor”

Early in my career, I worked for an incredible general manager that taught me a lot of C.R.A.P. — caring, respect, appreciation and praise. He also taught me that giving people C.R.A.P. was at the heart of driving employee loyalty and retention.

Read More

5 Easy Strategies

Share This:

“By David Grossman, The Grossman Group vontributor”

Don’t Ignore the Grapevine

Some call it the grapevine; others call it hearsay. No matter what you call it, it can be problematic and distracting yet often a source of valuable information. If you aren’t talking proactively about issues that are important to your employees, chances are that someone else is.

Read More

Page 1 of 15

© 2017 The SearchLogix Group & Site by Precision CMS