Leadership Done Right

Brandon W. Jones

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Know When To Jump Ship

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In today’s poor economic climate, many companies are doing all they can to stay afloat. Companies are looking for a leader with a vision. They want a leader to take them from a survival state to a strong and vibrant state where they flourish.

Leaders that can do this are in high demand. Struggling companies are trying to attract these leaders away from their existing companies. In addition to struggling companies, some successful companies are trying to upgrade with a new leader to stay ahead of the competition.

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Knowing when to Jump Ship

As a leader, how do you know how long to stay with your current company when other companies are trying to get you to join them? When should you jump ship? When you are in a poor environment it is easy to leave your current company for a better one, but when you are in a good environment, the decision is a little tougher. The following factors should be considered prior to leaving your current company:

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Leadership Styles: What Style Do You Follow?

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This is a guest post by Alice Morey. She is a professor majoring in finance field. She teaches finance and economics courses at University of East London, UK. She also writes, blogs and is a regular contributor to youth and leadership programs. In addition to her teaching and writing, she is a seasonal writer at “Courseworkhome” to assist students in their academic coursework.

Leadership can be reflected as a method whereby one influences the others. In the course of business, leaders show multiple leadership styles depending on the situation they are experiencing.

Leadership Styles

It is argued that leaders have both authority (the right to influence) and power (the ability to work). One without the other is never suitable.

Leadership Styles: What Style Do You Follow?

Authority develops from an individual’s position in an organizational structure, authority limits and the operation of the law. While, power can arise from the following sources;

  • Rational-legal: the manager may exercise his/her power because of the title “senior manager” and individuals below him are supposed to carry out his instructions.
  • Charismatic: where the person has great charm and force or personality.
  • Reward power: where the promise of pay increases or promotions are used.
  • Knowledge: where withholding and releasing knowledge selectively utilizes power.
  • Coercion: through physical power, this is seldom to be seen in modern organizations.

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5 Methods To Motivate Employees

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This is a guest post by Sarah Brooks from best people search. She is a Houston, TX based freelance writer and blogger. Questions and comments can be sent to brooks.sarah23@gmail.com.

Maximizing employee engagement and productivity has direct impacts on bottom line profitability, so motivating employees is a primary concern for business leaders. Effective managers keep their staff on-point by reward their achievements with competitive wages, but there are more ways to motivate employees than just traditional cash incentives.

5 Ways a Leader Motivates Employees

Understanding what motivates staffers to excel at their jobs gives business leaders the tools they need to maximize efficiency, productivity and employee satisfaction. And it isn’t always money. While each leader maintains his or her unique style, many successful managers use some of the same strategies to stimulate peak performance among employees. In addition to traditional incentives, effective leaders gain respect and confidence from their staff members, using these proven approaches.

Communicate Effectively

Ambiguity undermines efficiency and high productivity, so competent management takes great care to spread organizational messages and job responsibilities clearly. But perhaps more important than issuing clear directives, is a leader’s ability to listen to feedback and other employee concerns.

Employee’s like to be heard; especially when they have ideas for improving systems and processes on the job. In many cases, tuning-in to employees’ problems and concerns creates a win-win situation, in which employees benefit from better workflow and employers gain higher levels of productivity. On the other hand, failing to recognize and respect employee contributions has the opposite impact, prompting them to “put in their time” rather than moving corporate objectives forward with innovation and creativity. [Read more…] about 5 Methods To Motivate Employees

Creative Rewards For Employees

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Dennis Phoenix is a human resource specialist and writer. He writes on topics including business relationships, productivity, employee satisfaction, and corporate awards. He spends his weekends mountain biking and photographing nature. His twitter handle is @DennisPhoenix1.

Creative Rewards For EmployeesManagers are always on the lookout for new and creative ways to meet the objectives of their business. However, when it comes to rewarding employees for a job well done, they often opt for the default choice, increased compensation. While there is nothing wrong with this since we all need money to survive, creative leaders should look for other avenues to keep their employees engaged in the workplace.

Creative Rewards

An important consideration for any reward program is to ask if the rewards meet the objective goals of the organization. First, a leader must identify what behaviors contribute to the success of the company. Successful behaviors may include meeting sales quotas, improving managerial skills, or streamlining key processes. Whatever they are for an organization, the rewards should also include some form of recognition and appreciation, two important elements that are often overlooked. [Read more…] about Creative Rewards For Employees

Leaders, Obtain And Keep The Right People: Part 3 of 3

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Once the right people are in place, leaders must do all they can to retain them. Many leaders and companies don’t have a good system in place to retain their employees. This issue is compounded when you throw in the fire happy leaders. It is possible for the fire happy leaders to hire and train good employees then fire them on a whim. A good employee retention system is a key to keep the right people that are qualified and trained employees.

For an employee retention system to succeed, it must discourage leaders from firing people without taking adequate measures to help them succeed. The following are two safeguards that must be in place for the success of employee retention systems:

  1. The fire happy leaders must have disincentives for firing people and incentives for employee retention.
  2. The employees should have performance incentives and retention programs.

Firing Disincentives and Incentives

Ultimately, fire happy leaders cost companies lots of money because each time a trained employee is lost, the company has spend money to train a new employee. With disincentives in place, fire happy leaders will slow down or stop firing people. The fire happy leaders that I am referring to are those that fire based on personality conflicts, differing opinions, etc.

Some ways to disincentivize firing are pay freezes, pay cuts, holds on promotions, or demotions. Although some of these disincentives seem strong, it is very important for leaders to keep the trained employees within the company. The disincentives will encourage leaders to get over their personality conflicts for fear of punishment.

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