Tag Archives: coaching

The Best Managers Practice ‘Sustainable’ Management

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Victor LipmanBy Victor Lipman

When I was in the corporate world, we had a saying about a certain kind of manager. “He got results, but he left a trail of bodies in his wake.” In other words, he (or she), as we would have said when I was growing up in Boston, was wicked hahd to work for. By delivering results he may have pleased those above, but generally on the backs of those below. His methods – his treatment of subordinates – were unsound. He could succeed in the short term but likely not the long term. And business of course is a long-term enterprise. Which is why I say the best managers practice “sustainable” management. Continue reading →

Building High Performance Teams Takes More Than Talent

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By Chris Cancialosi

We’ve all come across this type of person in our careers: the guy who is miserable to work with but who’s also “the top salesman we have.” Or how about “the smartest guy in the room,” who’s also the most unapproachable person you’ve ever met?  The talent may well be there but, in today’s increasingly networked workplace, it isn’t a guarantee of success.

Sometimes, very talented people just aren’t a good fit for your organization, but more often, the problem lies in a leaders’ inability to harness or align their employees’ talent to the mission. Either of these situations can cause employees’ talent to atrophy — or, worse, give them a reason to move on to a more engaging position at another company. Your job, as a leader, is to recognize when talent isn’t being used to its fullest potential and correct the situation. Continue reading →

The Business Impact of Authentic Leadership

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Anka WittenbergBy: Anka Wittenberg

Workplace diversity is a top goal for companies of all sizes today. Research shows that enterprises which include people of both genders and of multiple generations, cultures and physical abilities increase their productivity, improve the effectiveness of their employee teams and better their bottom line. A more diverse workforce clearly equals rewards.

At the level of the individual, however, less is more. Rather than trying to be “all things” to their employers, people perform better and are more engaged when they focus on being their singular, authentic selves.

When companies also encourage and reward this kind of authenticity and genuineness among their leaders, these leaders, in turn, are more likely to create real value for the organization. Continue reading →

Overcoming the Toughest Common Coaching Challenges

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by Amy Gallo

Great managers strive to do right by their employees — treat them well, motivate them to succeed, and provide the support and coaching each person needs. This is often easier said than done, especially when it comes to coaching. That’s because coaching takes time, skill, and careful planning. And there are certain types of people who may be particularly challenging for managers to coach. Think about the Eeyore on your team who is pessimistic at every turn, or the person who refuses your advice with a smile on his face. It’s not fair to you or to the employee to give up, so what do you do? Continue reading →

Can Leadership Urgency Be Taught?

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by Cindy Wahler

Academic training provides abundant business case examples that allow students to see how and why organizations succeed or fail during turbulent times.  We do know that companies with the best strategy can engender great success.  The strategy, if implemented appropriately, can help turn the organization around by increasing market share and profitable growth.

The one caveat to brilliant strategy is talent.  With the war on talent being ever so true there are many highly educated candidates in the marketplace.  Those candidates who could not secure employment after completing an undergraduate degree went back to school.  They chose further education in the form of postgraduate degrees and specialty certificate training programs.  The intent is to enhance resumes, add additional qualifications and create greater marketability. The net result is that our potential employee population has never been brighter, smarter and steeped in theoretical business acumen.  Those students who had an opportunity to participate in a co-op or internship placement do have an edge.  This was a savvy choice on their part to seek out academic programs with a practical component.  Employers will always hire a known quantity, and if fortunate, many of these students are indeed hired back upon graduation as full time employees. Continue reading →