LDRLB
MAY 20, 2013
Middle managers don’t get a lot of attention or respect. Even most business satires are targeted squarely at middle managers, think Michael Scott or Bill Lumberg. In most organizations, the impact of middle managers is just as important as that of senior leadership. But leadership happens at all levels.
Chartered Management Institute
MAY 3, 2023
As the importance of open and honest leadership continues to dominate the media spotlight, I find myself reflecting on how vital relationships are to building a positive working environment, and how important it is for all managers and leaders to develop this skill. How can AI and future technology aid, rather than impair, inclusion?
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The Practical Leader
SEPTEMBER 19, 2011
91 percent cite working across boundaries as important at the middle management level, but only 19 percent agree that middle managers were effective at it.” ” Technology provides powerful tools for leading virtual teams. Competence – Feeling valued as knowledgeable, skilled, and experienced.
Sales Wolf Blog
NOVEMBER 1, 2010
Michael Haberman, HR Observations : "Hire Attitude vs. Aptitude": A Lesson From Disney - Southwest Airlines is famously known for having a talent management philosophy of "hire for attitude, train for skill" Disney - another consistently high performing organization - shares that same philosophy towards employee selection.
Harvard Business Review
SEPTEMBER 12, 2013
Just the mention of “middle managers” is enough to make people’s eyes roll back. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others. For example, think of the middle manager (yourself, perhaps?)
Harvard Business Review
SEPTEMBER 12, 2013
Just the mention of "middle managers" is enough to make people''s eyes roll back. And of all the individuals, the choice of who is middle manager on vital projects goes the furthest in explaining why some firms do better than others. For example, think of the middle manager (yourself, perhaps?)
Harvard Business Review
JULY 24, 2018
At the law firm Allen & Overy, the idea of replacing traditional, annual performance appraisals with a technology-enabled continuous feedback system did not come from human resources. Working with new technologies in new and nimbler ways creates the need for additional innovation in talent practices. Walker and Walker/Getty Images.
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