What to Do When Managers Behave Badly

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What to Do When Managers Behave Badly

A new national study of leadership uncovered that many managers and senior managers lack the behaviors required to be good leaders. This calls into question: what if our managers are behaving badly with our employees, and what should we do about it?

In many organizations, managers behave badly, negatively affecting employees and the workplace environment, and putting their companies at risk. Bad management behavior can range from minor to major offenses, but can be destructive, eventually chase away great employees, and sometimes even cause a lawsuit.
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10 Things Successful Supervisors Do Differently

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how to be an effective supervisor how to be a supervisor becoming a supervisor 10 Things Successful Supervisors Do Differently

We've all had good supervisors and bad ones, and chances are we remember the characteristics of both pretty vividly. The good ones probably stick out as people who have made a positive impact on our work lives and who made us more successful in our careers. The bad ones probably showed us the type of supervisors that we don't want to be and the mistakes we don't want to make.

Outstanding supervisors can create a profound ripple effect in their organizations. Their behavior, integrity, and treatment rubs off on others for the better. Not only do supervisors directly impact their team members, but they indirectly affect others. The people they supervise and manage frequently move on to lead others, often in a way that emulates how they were supervised.

Here are ten things that successful supervisors do differently.
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A Brief Guide to Coaching Employees

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Coaching is a development tool that many organizations are using to enhance performance and behavior at all levels of the organization - from employees to key leaders. Coaching has been found to lead to improved work performance, business management, team effectiveness, self confidence, relationships, and communication skills.

Coaching Defined

Coaching is a one-on-one developmental tool that can be highly effective in developing leaders and high potential employees, changing behavior (or addressing derailing/poor behavior), improving leadership and managerial effectiveness, and enhancing performance. Coaching is usually focused on one of three areas: performance, development, or executive/leadership ability.
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5 Reasons Leadership Development Fails

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5 Reasons Leadership Development Fails

Plenty of organizations are developing leaders internally and creating their own leadership development programs. Research, however, shows that investing heavily in leadership seminars, workshops, retreats, books, and so on won't necessarily directly create the leaders you want. While these tactics can greatly aid the leadership development process, in the long run, you may still fail to build true leaders.

Here are some common reasons why leadership development efforts fail and don't create the leaders you want, as well suggestions for how you can increase the likelihood that your leadership development efforts build your employees into the leaders that you need and desire.
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The 4 Vital Leadership Skills

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The 4 Vital Leadership Skills

There are numerous critical skills that leaders need to develop—strategic thinking, business acumen, and technical expertise—to name just a few. But, sometimes organizations overlook the importance of a few very critical leadership skills. Here are four vital leadership skills that all leaders must have in order to lead successfully.

1. Communication Skills

Great communication is the hallmark of an exceptional leader because it's at the core of nearly all other leadership skills. Effective communication is necessary for every facet of leadership including building relationships with others, delegating assignments, defining goals and objectives, coaching and giving feedback, praising and criticizing, managing performance, influencing or persuading others, handling conflicts or problems, managing and guiding others through change, and presenting views and information in an honest and balanced manner.
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Identifying and Building Leadership Skills

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Identifying and Building Leadership Skills

Whether an organization is looking to attract new talent, assess/manage developing talent or retain existing talent, “leadership” is a key skill set being sought and nurtured by many employers in the area. The role that leadership skills play in each of those areas is outlined below.

Recruiting for Leadership

Some local organizations use leadership assessments or competencies to measure the leadership skills of job candidates as part of the hiring and selection process. Identifying potential employees with strong leadership skills allows employers to begin developing these individuals early on if they are hired.

Given that well over half of organizations report using “leadership competencies” as an ongoing key performance criterion, establishing a good baseline understanding of the employee’s leadership skills up front can help track the employee’s development at the organization over time.

Identifying Top Talent

As the figure below illustrates, “leadership” is the competency/characteristic most commonly measured by organizations as they look to identify their top talent. In general, manufacturers appear to be less focused on leadership and employee development skills and more focused on overall performance than non-manufacturers and non-profits.

For example, leadership is used as an identifier by only 27% of manufacturers, but by 50% and 40% of non-manufacturers and non-profits, respectively.

What competencies/characteristics are used to identify top/key talent at your organization?

Ongoing Skill Development

Developing leadership skills can take many different forms depending on the organization.

At some, this means simply attending leadership training courses. Our research throughout the years tell us that more than half of organizations report offering training opportunities focused around leadership and that number is climbing.

At others, leadership development incorporates additional aspects such as mentoring or coaching from those already in more senior leadership positions.

Leadership Development Training Courses

Leadership Development Training Courses

ERC offers a variety of leadership development training programs at all levels of the organization.

Train Your Employees

When Work Gets Personal: Managing Emotional Employees

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When Work Gets Personal: Managing Emotional Employees

Emotions are everywhere in your workplace, and dealing with them at work is unavoidable. Emotions are hardwired biologically and determine most of our behavior. Expecting that the workplace remains emotion-free and that employees leave their feelings at the door is simply unrealistic given our natural tendencies.

Employees take their humanity to work everyday... their happiness, excitement, enthusiasm, and laughter—as well as their frustration, disappointment, anger, sadness, and worry. They bring all of themselves to work and this results in emotions at work.
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3 Ways to Lead with Emotional Intelligence & Heart

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3 Ways to Lead with Emotional Intelligence & Heart

Emotional intelligence is at the core of great leadership. Exceptional leaders lead emotionally and from the heart.

Consider that very rarely, if ever, do employees cite technical skills and abilities as attributes of strong leaders. Instead, employees value leaders who listen to them, are available, involve them, make them feel like they belong, motivate and engage them, and make them feel valued and appreciated. All of these behaviors result from emotional intelligence.
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The Top 5 Characteristics of a Leader

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What defines a leader? What makes individuals excel in leadership roles? How do we develop and improve our organization's influencers?

In order to understand leadership and its essential components, it is important to define the concept. Leadership can really describe anyone - as long as they have someone following them. Some of the most successful organizations have great leaders throughout - from executives to front line employees.
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Top 4 Critical Skills Employees Need to Develop

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Top 4 Critical Skills Employees Need to Develop

In its Critical Skills Survey, the American Management Association (AMA) unveiled the four most critical workforce skills that need to be developed. Many of these skill gaps are also extremely common among the organizations we serve at ERC. Here’s an overview of the top four critical skills as well as recommendations on how to close these gaps through training and development in your organization.

1. Communication

Communication refers to the ability to convey one’s ideas orally and in writing. In surveys conducted by the Center for Creative Leadership and AMA, communication is cited as not only a critical skill needed by the workforce, and also as a critical skill needed among leaders. It was also identified as a skill in which younger workers are most likely to need development. Effective communication is expected to grow in importance over the next 10 years.

Growing employees’ communication skills involves helping them build rapport with others, practice listening strategies, use both effective verbal and non-verbal communication, give and receive feedback, orally present information to others, and write clearly.

Communication is most effectively developed through classroom training, one-on-one coaching, and on-the-job practice.
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