Eric Jacobson
AUGUST 29, 2011
In a couple weeks, AMACOM, a division of the American Management Association , will release Michelle Tillis Lederman's new book, The 11 Laws of Likability. I'm nearly finished reading the advance copy AMACOM sent me and will post a book review soon. In the meantime, here are some great reminders from Lederman's book on listening -- what to do and what not to do to be a leader who's an effective listener : Do : Maintain eye contact.
Eric Jacobson
AUGUST 27, 2011
Insecure managers hog the credit for a job well done. Or, they hide the credit and don't give credit where credit is due. These managers are afraid to let their employees be in the limelight. Secure and successful managers talk up their employees, highlighting the good performance they've done, and are eager to give credit where credit is due. They promote their staff to their supervisor and to others within their organization.
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Eric Jacobson
AUGUST 9, 2011
Open Leadership author Charlene Li reminds leaders to periodically ask themselves these " open leadership skills assessment" questions: Do I seek out and listen to different points of view? Do I make myself available to people at all levels of the organization? Do I actively manage how I am authentic? Do I encourage people to share information? Do I publicly admit when I am wrong?
Eric Jacobson
AUGUST 19, 2011
Former Verizon Wireless CEO, Denny F. Strigl offers these tips for how to be a good coach to an employee. He explains that good coaches help performers by: Keeping them focused. Giving them objective, helpful feedback. Acting as a sounding board for new approaches. Identifying blind spots that may be holding the performer back. Reinforcing key values, principles, and behaviors that improve performance.
Eric Jacobson
AUGUST 14, 2011
Here are some words of wisdom from a 1990 Harvard Business Review article by John P. Kotter: Leadership complements management; it doesn't replace it. Management controls people by pushing them in the right direction; leadership motivates them by satisfying basic human needs. Strong leadership with weak management is no better, and sometimes actually worse, than the reverse.
Eric Jacobson
AUGUST 6, 2011
There is an important difference between giving your employees positive feedback and giving them praise. Positive feedback focuses on the specifics of job performance. Praise, often one-or two-sentence statements, such as “Keep up the good work,” without positive feedback leaves employees with empty feelings. Worse yet, without positive feedback, employees feel no sense that they are appreciated as individual talents with specific desires to learn and grow on the job and in their careers, report
Eric Jacobson
AUGUST 5, 2011
You'll learn how to avoid eight performance evaluation pitfalls in what I think is the best chapter of the book " The Essential HR Handbook ," written by Sharon Armstrong and Barbara Mitchell. If you are a leader and it's time to conduct an employee evaluation, Armstrong and Mitchell caution you to watch for these pitfalls when making your evaluation: Clustering everyone in the middle performance-rating categories Overlooking flaws or exaggerating the achievements of favored employees Excusing s
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