Managers must connect with employees

Autonomy and flexibility only work if managers frequently connect with their employees to discuss tasks, set goals, set expectations, and provide feedback. If a remote-working situation isn’t working out, surely the manager should take accountability for the employees failure to deliver.

The 5 Dysfunctions of a Team

Using a diagram similar to Maslow’s hierarchy of needs, Lencioni, walks us through the ways a team can malfunction and how to start at the bottom and build up to an effective team.

Dealing with the little devils

To build organizations where intelligence is richly utilized, we need both an offensive and a defensive plan. Most leaders who read the book aspire to lead like Multipliers and find “the better angels of their nature,” as Abraham Lincoln once said. However, their efforts are stymied because too much of their mental energy is spent […]

Multipliers: How the Best Leaders Make Everyone Smarter

Liz Wiseman looks at what it takes to get huge results from your team. How do you make sure that they are maximally productive? How do you bring a team together that is awesome? What stops a team from performing to it’s best?

Management Battle Lines

Often at companies you’ll see managers who want to run their own area without transparency, and without collaboration. They create an “us versus them” dynamic. Turf lines are drawn, and you can almost see the different divisions plotting against one another like something out of a Machiavellian medieval court.

Measure Merely Hours

Scrum asks those who engage in it to break from the mind-set of measuring merely hours. Hours themselves represent a cost. Instead, measure output. Who cares how many hours someone worked on something? All that matters is how fast it’s delivered and how good it is.

Don’t Force Managers to Fit Molds

A company should not force every manager to manage his people exactly the same way. Each manager will, and should, employ his own style. What a company can and should do is keep every manager focused on the four core activities of the catalyst role: select a person, set expectations, motivate the person and develop […]

The Manager is Key To a Strong Workplace

We had discovered that the manager — not pay, benefits, perks or a charismatic corporate leader — was the critical player in building a strong workplace. The manager was the key.