Committing to and establishing recurring, personal meetings with each of your team members is vital to creating a constant feedback loop, where everyone receives praise and constructive criticism first and fast.
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Managers and their employees have always faced challenges when communicating with each other. While some aspects of modern performance management have helped alleviate those challenges, others have created new ones.
Volumes of books, papers, articles and dissertations attempt to define effective leadership. In my experience and personal practice, the difference between an effective leader and a disaster revolves around the intangible aspects of leadership.
Good managers produce an atmosphere that encourages the best from people, that drives both high performance and high morale, and where people are successful and team spirit is strong.
Feedback is an essential component at every level of leadership. Yet, for many people, sharing and receiving feedback can be a daunting experience.
Employees become your competitive advantage when they freely give you discretionary effort – when they give you creative solutions, innovative ideas for new products or services, exceptional customer service, and an extra mile to meet deadlines.
Whether they just tune you out with fake head-nods or blatantly resist with belligerent, irrational arguments, there will always be people who, despite your best efforts, are unreceptive to change.
If we distill a manager’s job to its basic ingredients, getting someone – or some people – to do a job and do it well is essential. It requires motivation.
Failure isn’t the end of a path but, instead, a necessary stepping stone toward success. Finding out what doesn’t work is a learning process that makes way for more visions, attempts and great ideas in the future.
Leaders and executives can use these tips from "The Walking Dead" to be more effective, collaborative and engaging with their clients, bosses and teams.