Are you an effective coach?
Leaders can be an effective coach for their team members by working them to establish goals and provide metrics to measure performance, writes Paul B. Thornton.
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Leaders can be an effective coach for their team members by working them to establish goals and provide metrics to measure performance, writes Paul B. Thornton.
When leaders take the time to determine what matters most to them and share that with others, they can build trust and become more influential, writes LaRae Quy.
Digital solutions, like the online FMLA Manager SHRM offers, provide employers guidance and resources to create their state- and company-specific FMLA policies, stay up-to-date on their state’s FMLA requirements, access templates for required forms, and generate various leave reports, all in one place.
Even the best of intentions in business can be undermined if your means betray your desired outcomes, writes Steve McKee.
Sharpen your public speaking skills by talking to yourself first, then others and listen to other speakers to gain insights, writes Robin Stombler.
Employees are begging their leaders to "just skill me," and Julie Winkle Giulioni offers three ways companies can fulfill that need.
Dr. Martin Luther King Jr. struggled with fear as he worked for civil rights, but found a way to dispel that fear that holds lessons for all of us, Joel Garfinkle writes.
Designing a long life that brings joy consists of finding purpose, love, well-being and friendship, says author Ayse Birsel.
Creating an optimal sense of motivation for yourself in the new year can help you navigate changes to become more resilient, writes Susan Fowler.
TCU's rise to compete in the College Football Playoffs is a testament to their leadership's devotion to creating a culture of connection, writes Michael Lee Stallard.
Upskilling your employees, especially in digital knowledge, is a must for companies, especially if they want to keep their top talent, writes Diane Youden.
Making strong connections with professionals both inside and outside of your company can help you advance your career and build a network, writes executive coach Elisabeth Owen Hayes.
Improve your leadership courage in the new year by listening more, appeasing less and being honest with yourself, writes Marlene Chism.
Validation of employees when they do a good job is critical to retaining top talent, says S. Chris Edmonds, who points out many leaders overlook this retention tool.
Using games can boost human leadership skills by promoting connection, critical thinking and curiosity, writes Lauren Fitzpatrick Shanks.
Leaders have many chances to exude their executive presence, including in meetings, presentations and during a time of crisis, writes Joel Garfinkle.
A unified company culture that takes diversity into consideration is more engaging for employees than a uniform culture, says Denise Lee Yohn.
Leaders who inspire their team by connecting them to a larger purpose and role modeling company values can stem "quiet quitting."
Creating a sustainable change in your behavior is best accomplished by first changing how you see yourself, writes Naphtali Hoff.
Leaders who focus on the team as both individual and teammates can create a sense of cohesion that can boost their performance and engagement.
Subscription and digital services for labor law posting requirements can save businesses time -- and keep them in compliance.
It's easy to think command-and-control leadership is superior, but Larry Robertson argues, leaders should foster a collective agility to remain competitive.
Companies that invest in and promote a culture of well-being will reap the benefits, but leaders need to be trained how to make that happen.
Annual performance reviews can be viewed as a pain, but Julie Winkle Giulioni says that by making 4 critical shifts, you can begin to view them as a tool to learn and grow.
A handy heuristic to judge your leadership effectiveness is if you're stalled, stuck or stale, writes Steve McKee, who provides advice for all three states.
Companies that make the candidate experience pleasant by communicating with them in a clear and timely manner are best position to hire top talent.
Leaders may not realize they're micromanaging, writes Marlene Chism, who offers ways to identify the practice and overcome it.
When embarking on a new business journey, the unknown can knock you off the path unless you take time now to prepare.
Leaders who can balance their feminine and masculine energies, no matter their gender, will find the resilience they need to succeed.
Leaders can find success when they surround themselves with uplifting, yet challenging people and create space for both growth and responsibility.
Corporate mindfulness can be transformed from a cliché to a powerful tool for re-engaging employees and boosting their productivity.
The leaders with the most power to positively influence others are those who are consistent, self-reflective and appreciative of their teams.
A manager's operating system, just like a computer's, needs to be fined tuned and updated to run effectively and efficiently, writes Art Petty, who offers 10 upgrades.
Companies need a specific "servant purpose" that provides employees a sense of pride in how they serve customers and clients.
Leaders who may be struggling to advance, rekindle a passion for their work or boost productivity may benefit from working with an executive coach.
Filmmaker Steven Spielberg's team approach to making films holds many lessons for leaders, writes John Baldoni.
There's a direct connection to physical fitness and good leadership, write Kari Gearhart and Ashley Tappan, who outline five of those connections.
Outrage feels ubiquitous these days, but LaRay Quy offers three ways to inoculate yourself against its addictive nature.
Being a leader means paying attention, seeking learning experiences and beating out your own best days instead of being in competition with others.
Leaders can avoid "quiet quitting" by making diversity, equity, inclusion and belonging a "must-have," not just a "nice-to-have" part of the culture.
Managers can help ease the squeeze they're feeling by focusing on what needs to get done, get clarification on expectations and ask for help.
Stem the tide of "quiet quitting" and resignations by being curious about employees' needs and offering flexible work arrangements.