There are fundamental differences between leadership and management that apply to any team or organization, but the focus of this article is to explore the strengths of each as they apply to leading organizational change.
The workload, team members, customers and resources are constantly changing, so your leadership and management style must adapt accordingly.
Millennials are more prepared than we think to design and lead successful organizations. The well-rehearsed script is that Millennials are a collection of entitled hipsters waiting to be praised rather than wanting to do any “real” work.
Is inspirational leadership the holy grail of leadership? I define such a pinnacle – the holy grail of leadership – as that which engenders the highest levels of employee engagement and commitment.
If you think about it, we drive cattle and cars; they have no say because “we’re in charge.” We steer them where we want them to go, but that’s the opposite of what a great leader does or is.
Organizations of all sizes and industries are reimagining work cultures in this relationship economy. Here are three profound ways great leaders go about valuing their people.
“Management fads don’t win wars. So why do military leaders talk like MBAs?”
Much that is written about leaders these days seems to be negative: they are incompetent, arrogant, unethical, greedy, the list goes on and on. When things go wrong in our lives, we are quick to place the blame for our ills on our leaders, and we often expect our leaders to fix things. Is it time to accept responsibility for our lives and take action to make things better?
Whether you’re an IT manager locking down access and permissions to IT-business collaboration tools, or a micromanager who forces a process on her employees to get work done, you may be negatively affecting business productivity.
The best-performing CEO in the world is someone you’ve probably never heard of – The Washington Post