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In research conducted by the Gallup organization with more than eight million subjects, employees are more likely to stay with the organization, have more engaged customers, and will be more productive if they have ties of friendship to others in the organization--especially their bosses. An exemplary boss is one who gets to know employees on an individual basis, tailoring their management to the individual.
Attracting, identifying, training and retaining leadership talent is key to a high-performance organization. With globalization, leading is much more complex process than simple project management. Different situations will require different leadership styles, a compelling vision, and the ability to reason in the face of ambiguity.
To have next-generation leaders within growth businesses, mentoring is a proven method of developing staff for succession. The process creates an environment which can lead to higher levels of profitability, employee retention, increased revenue, and job satisfaction.
Effective leaders can be groomed to manage adversity and sustain high-performance. Based on research conducted with more than 40,000 leaders across industries and sectors, the Gallup organization has identified specific abilities that can lead to success.
Controversy continues over whether or not the performance review process is an effective tool for motivating and improving employee performance. Yet many entrepreneurs make the assumption that the evaluation process will lead to a better-performing organization. Too often, the purpose of employee reviews is unclear -- to both leadership and the employee -- and training in the process is generally not provided.
This article covers one of the key elements needed to take a startup to scale. And that's making sure you assemble a top team that understands business frugality (e.g., foregoing high salaries early on for equity).
This tool will help entrepreneurs identify specific responsibilties and allocate the time to be spent on them for the entrepreneur and the management team.
There is a difference between employees showing a passion for the employer (which is great to have) versus a passion for their work (which is a crucial part of productivity). The advice given here is to "let people do what they want and need to do" and to keep out of the way of success.
Research shows that nearly 50 percent of workers don't have performance goals that can be objectively measured. A lack of clear objectives can lead to workplace dissatisfaction and an increase in turnover rates. This article suggests a number of communication strategies to address the problem.
Five Pillars to Leadership and Success: surround yourself with good people. Invest in them. Listen to them. Align culture and mission. And keep your commitments. Sounds deceptively simple, but implementing may be more complex.
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