Leadership Skills
Bob Artner of TechRepublic defines selective silence as a deliberate policy of occasionally being quiet, and allowing the other person to talk, in fact, forcing that person to talk. When used strategically, silence can have more impact than raising your voice.
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Your boss wants a report on some topic. You delegate to one of your subordinates the task of pulling tothether the material for the report. Instead of just giving you the material you asked for, the subordinate gives you a report that is almost compl
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Who better to offer tips and insight to someone just starting their management career than the seasoned professional manager? Here are some tips from just such a group of managers.
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If you're in management long enough, you're bound to face a decision that will challenge your principles. There will always be gray areas that need to be navigated, where something might or might not be right. But inside all of us is something that tells us whether an action we're considering is or isn't right.
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How to be the bearer of bad news and still help facilitate a positive outcome.
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Tips for setting and achieving goals for yourself and your lab
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A lot has been written about why managers should coach employees. A lot also has been written on how to coach employees. You can find many articles on the Pygmalion Effect and the Galatea Effect, which explain how employee coaching works. Very few ar
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Leadership is often as much about how we make our employees feel as it is what we are able to achieve. However, in many workplaces the drive for higher numbers leaves the people stuff on the sidelines. Inspirational leaders know that when they praise their employees on a regular basis, the results will come.
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Myths remain one of the most effective means for communicating archetypal truths. Its no surprise then that the two most important management secrets are known as the Pygmalion and Galatea effects. Are you aware that your expectations of an employee might influence that persons performance?
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As scientists focus on obtaining career success, managers can improve the morale in their organizations by providing effective training programs, positive feedback, and open and honest communication to their employees.
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It can be difficult to delegate. When it's your reputation on the line, no one is more reliable than yourself. As a manager, you know it's important to become a good delegator. Still, it's challenging to decide which shifts in responsibility will allow your organization to become as successful as possible.
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Last week we talked about the problems of being a micromanager and how to break the micromanagement habit. But what if you work for a micromanager? Reporting to a micromanager can be hazardous to your career as well as endlessly frustrating. Som
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