Top Leadership Articles for the Week of February 1, 2016
Each week I read a number of leadership articles from various online resources and share them across social media. Here are the five articles readers found most valuable last week. I have added my comment about each article and would like to hear what you think, too.
The first two were easily the most popular this week and they also happen to be written by me and Karin Hurt (my co-author for our upcoming book Winning Well: A Manager’s Guide to Getting Results Without Losing Your Soul).
10 Common Excuses That Silently Damage Managers’ Careers in Fast Company, by Karin Hurt & David Dye
You may think you’re delegating, but you can actually be shirking your responsibility. Being decisive and knowing how to say no are important leadership skills, but handled the wrong way, they can come off as excuses that can damage your career. Managers need to lead with confidence, humility, and a long-term focus on building relationships. That means being vigilant about avoiding these statements or anything that sounds like them.
Winning Well – Three Questions That Guarantee Results in Strategy Driven by Karin Hurt & David Dye
Effective meetings are commitment creators. Every meeting you hold should produce activities that move results forward, build momentum, and build morale with healthy relationships. You can achieve all this in just five to ten minutes at the end of every meeting with three questions.
Choose the Right Words and Demeanor to Lead Effectively in Investor Business Daily, by Michael Mink
The most effective bosses reject jargon, buzzwords and corporate-speak in favor of words that convey their ideas with clarity and conviction.
Being An Abundant Mentor by Naphtali Hoff
Mentoring programs typically fail because of a lack of one or more key ingredients. Hoff suggests that one way to ensure mentors succeed is to enter mentoring relationships with an abundance mentality. Additionally, he offers suggestions on how employers can structure their mentoring programs to be successful.
Engaging Employees: Big Companies Need the Most Improvement by Annamarie Mann and Becky McCarville – Gallup
Employees who work for larger companies with more than 1,000 workers report lower levels of engagement than those who work for smaller firms with fewer than 1,000 employees. The engagement gap widens for employees who work for companies with more than 5,000 workers, as these individuals report lower average results on nearly all of Gallup’s engagement items than in firms with fewer than 1,000 employees.
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