Respect for people requires managers to use judgement and provide enough coaching while not micro-managing.
It requires giving employees room to grow while not using that as an excuse to just put them in situations beyond their ability to succeed.
It requires a manager to challenge employees to improve and grow while supporting them and helping them when appropriate. Managing with respect requires balance and iteration.
See the opinion at What Does Respect for People Actually Mean? » Curious Cat Management Improvement Blog.
Have you noticed a lack of true communication in the world today?
It’s not simply that there are so many who just lack the skills necessary to communicate effectively. Among the skilled, trained and experienced. there is a current trend to soften things up so much that clarity is obscured or even lost all together.
It shows up in academics, reporting, marketing, and even fiction.
I am sick of politically correct euphemisms. One that really offends is calling problems “difficulties” or “challenges” or “opportunities” or any other safe-for-children-and-small-pets blather.
A problem isn’t a challenge, it’s a problem.
Some interesting points at Politically Correct Euphemisms Must Die.
Consider this a jumping-off point as you envision new products and services — and look at it as a heads-up on evolving ways to manage your current business. Now, to your future.
Investigate the trends at The Biggest Trends in Business for 2013 | Entrepreneur.com.
Workers in a hierarchical structure get promoted to the level at which they are incompetent and that they remain at that level for the remainder of their career.
By extrapolation, this means that almost everyone in a management level position is incompetent. If they weren’t incompetent, they would have been promoted.
While there is ample evidence to support The Peter Principle theory, it does not have to be the case.
Read the full article at The Peter Principle And How To Beat It.
Regardless of your industry, your company, or even your job title, all managers are people managers, all management is people management.
People are messy, selfish, generous, fickle, afraid, fun and want to be lead.
All of them are unique, so you need to find their uniqueness to blend their skills into a team.
See the details at All Management Is People Management.
We believe that we should work to be happy, but could that be backwards? In this fast-moving and entertaining talk from TEDxBloomington, psychologist Shawn Achor argues that actually happiness inspires productivity.
Shawn Achor says that “If we study what is merely average, we will remain merely average.”
Watch the video at Shawn Achor: The happy secret to better work | Video on TED.com.
Zappos conducts a rigorous interview process, which includes an initial culture interview, followed by many conversations throughout the company to find just the right people who will fit in and, most important, feel at home in the culture. And while they do their best to get to know candidates during the interview process, once someone is invited inside, Zappos continues their quest to make sure that there’s a match between candidate and company.
Offering new hires $2,000 to leave if they don’t fit the culture is their litmus test to ensure that, well . . . the shoe fits.
Read more at Fill Your Company With People Who Love What They Do.
Career analyst Dan Pink examines the puzzle of motivation, starting with a fact that social scientists know but most managers dont: Traditional rewards arent always as effective as we think. Listen for illuminating stories — and maybe, a way forward.
Have a look at Dan Pink on the surprising science of motivation | Video on TED.com.
There are some legitimate concerns when it comes to virtual assistants. Do you need someone who can do everything or a person with specialized skills? Should you hire a team or an individual? And how to navigate this virtual relationship, so that it doesn’t break when they — or you — move on?
Have a look at 3 Things to Know About Virtual Assistants So You Don’t Have a Virtual Mess.