Integrity In Management Means This

Some words of wisdom from author Thomas Teal: Integrity in management means: being responsiblecommunicating clearlykeeping promisesbeing an honest brokeravoiding hidden agendasknowing oneselfAlso, explains Teal: Great managers serve two masters; one organizational, one moral.Managing is not a series of mechanical tasks but a set of human interactions.One reason for the scarcity of managerial greatness is that in educating and training managers, we focus too much on technical proficiency and too little on character.You can find more advice and expertise from Teal in his book, First Person: Tales of Management Courage and Tenacity (Harvard Business School Press, 1996)

How To Clarify Inconsistencies With An Employee

If you’re having a difficult time clarifying inconsistencies you are hearing from an employee about a project’s/task’s progress, try asking these questions (or making these statements) the next time you meet with the employee:
•  Here’s what I see. Here’s what I hear you saying. •  Here’s what we know so far. •  So let’s see if I’m on track with you… •  Let’s see where we are… •  How about we step back from a moment and look at a few different ideas… •  Did I hear you correctly when you said…? •  Am I missing something here?
Always be sure you’re on the same page and have the same understanding of the progress being made with your employee’s projects.
Thanks to Jane Murphy for these tips from her book, What Could Happen If You Do Nothing.

The Seven Ways To Be A Collaborative Leader

Edward M. Marshall's book, Transforming The Way We Work -- The Power Of The Collaborative Workplace, remains relevant today, more than a decade after Marshall wrote it.
Particularly useful is the book's section that teaches readers how to be a collaborative leader.
Marshall says that there are seven different, important roles and responsibilities of collaborative leaders when leading teams, and those leaders should select the appropriate style to meet the team's needs.
The seven roles are: The leader as sponsor -- You provide strategic direction, boundaries and coaching for the team. You also monitor progress and ensure integrity in the team's operating processes.The leader as facilitator -- You ensure that meetings, team dynamics, and interpersonal relationships function effectively. You also ensure internal coordination of activities among team members.The leader as coach -- You provide support and guidance and you serve as a sounding board.The leader as change agent/cat…

How To Be A Customer-Facing Employee

According to author Micah Solomon, to ensure you have customer-facing employees, help them to: Display simple human kindness Sense what another person is feeling Have an inclination toward teamwork Be detail oriented, including having the ability and willingness to follow through to completion Bounce back and do not internalize challenges

The Three Pillars Of Executive Presence

After two years of research, forty focus groups and a national survey, author Sylvia Ann Hewlett contends the three pillars of Executive Presence are: How you act (gravitas)How you speak (communication)How you look (appearance)All three work together to help you telegraph (signal) to others that you have what it takes and that you're star material.  
"One thing to note at the start is that these pillars are not equally important--not by a long shot," explains Hewlett.  "Gravitas is the core characteristic."
And according to the senior leaders that Hewlett researched the top aspects of  gravitas are: Confidence and "grace under fire"Decisiveness and "showing teeth"Integrity and "speaking truth to power"Emotional intelligenceReputation and standing/"pedigree"Vision/charismaIn her book, Executive Presence, she teaches how to act, communicate and look your best while avoiding the most common blunders in each of these three catego…

Six Tips For How To Get Feedback In The Workplace

Getting feedback is an important way to improve performance at work. But sometimes, it can be hard to seek out, and even harder to hear. 
“Feedback is all around you. Your job is to find it, both through asking directly and observing it,” says David L. Van Rooy, author of the book, Trajectory: 7 Career Strategies to Take You From Where You Are to Where You Want to Be.
As today's guest post, Van Rooy offers these six tips for how to get the feedback you need to improve performance at work.
Guest Post By David L. Van Rooy
1.      Don’t forget to ask:  One of the biggest mistakes people make is assuming things are going perfectly (until they make a catastrophic mistake). By not asking, you’re missing out on opportunities for deep feedback: the difficult, critical feedback that gives you constructive ways to improve.
2.      Make sure you listen:  Remember, getting feedback is about improving your performance, not turning it into a “you versus them” mentality. Your reaction is critical. Do…

The Power Of Asking, Why Not?

Early on in Eli Broad's book, The Art of Being Unresaonable, he reminds us of the power of a child's instinctive asking, "Why not?" Unfortunately, most adults lose that habit and Broad goes on to explain that it was his continuing to ask "Why not?" throughout his career that brought him success.

"The questions you're willing to ask when others think they have all the answers are doors todiscovery," says Broad.
Other words of wisdom from the book, and my favorite takeaways, include: Most successful businesses have to begin by bucking conventional wisdom.  Invention and innovation don't happen without it.Do your homework no matter how much time it takes.Big ideas don't happen in a moment.You can't do it all yourself, so ask questions and delegate.The trick to delegating is to make sure your employees share your priorities.Find the best people to whom you can delegate, and know their strengths and weaknesses. Younger employees simply hav…