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Posts Tagged ‘new manager’

New Business Book Summary Available for Becoming the Boss

Posted in Book Summaries, Career Development, Management, tagged , , , on April 25, 2016| Leave a Comment »

InBecoming the Boss Becoming the Boss, Lindsey Pollak provides insight on leadership styles, communicating, and resolving people issues for those who aspire to become business leaders, especially individuals in the millennial generation. The book covers preparation, personal branding, essential leadership qualities, prioritizing, delegating, and career growth. It also discusses the value of having mentors and mentoring others.

According to Pollak:

  • Before leading others, leaders must learn to lead themselves. They can build the right mind-sets and attitudes by reading, networking, training, and practicing leadership in their everyday lives. They must then craft their own personal leadership brands that incorporate four essential elements: visibility, differentiation, consistency, and authenticity.
  • By attending to their online personas, leaders can work to eliminate negative information and build positive virtual brands. Social media sites such as LinkedIn and Twitter can be useful places to post professional biographies and links.
    The best leaders are good listeners. Listening helps leaders learn about their employees, communicate their expectations, and show others that they value outside input.
  • Leaders must communicate using the most effective and appropriate methods available. Conveying very sensitive information in person is usually the best choice. Emailing is appropriate for nearly all communications, but phone calls work best for urgent matters. Texting and instant messaging are quick and effective communication methods, but they should be reserved for casual interactions.
  • Leaders must delegate and prioritize tasks in order of their importance. They should give their full attention to each task rather than multitasking, and assign any work that does not require their personal attention to their employees.
  • Mentors help leaders achieve their career goals. There are five types of mentors: traditional, co-mentors, sponsors, peers, and parents.
  • Professional growth never ends. Leaders who decide to be great, stay humble, make committed decisions, and make their own rules are the most likely to reach their goals.

To learn more, please visit http://www.bizsum.com

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New Business Book Summary Available for No-Drama Leadership

Posted in Leadership and Management, tagged , , , , on August 21, 2015| Leave a Comment »

No-Drama LeadershipA lack of leadership results in problematic work behaviors, such as poor performance and absenteeism. Unless supervisors take responsibility for good workplace relationships, their companies’ cultures will suffer. The problems start when employees are promoted to leadership positions without the necessary skills and training, which can lead to workplace drama. In No-Drama Leadership, Marlene Chism presents a new model where everyone is a leader–from frontline employees to CEOs. This encourages people at all levels to learn from one another and become more aligned, aware, and accountable.

According to Chism:

  • Supervisors and managers are often the cause of poor employee performance, absenteeism, and turnover. In many cases, they are promoted into positions of responsibility without any leadership training.
  • Leaders must align their companies’ values with their own. Without alignment, they will lack awareness and accountability for the people they manage.
  • Self-awareness is a start, but leaders must also be aware of other people and cultures.
  • Responsible leaders take ownership of situations and are accountable for doing what is required.
  • Decisions are frequently made by leaders without regard for how they may impact others. Good leaders see both the short- and long-term impacts of their decisions.
  • Communication is important to any technical training a company may require. Without good communication skills, drama can result both inside and outside the company.
  • When employees have some control over, or at least an understanding of, the changes happening within their work environments, they are less inclined to resist them.
  • Enlightened leaders address issues immediately and correct course as needed, rather than hoping problems will simply go away.
  • Leaders must put time and effort into understanding their employees to ensure engagement happens in a positive way.

To learn more, please visit http://www.bizsum.com

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