Best Practices: Managing People: Secrets to Leading for New ManagersIn today's hypercompetitive business climate, managers who help employees achieve their individual potential stand to get—and stay—ahead. Managing People, a comprehensive and essential resource for any manager on the run, shows you how. Learn to:
The Collins Best Practices guides offer new and seasoned managers the essential information they need to achieve more, both personally and professionally. Designed to provide tried-and-true advice from the world's most influential business minds, they feature practical strategies and tips to help you get ahead. |
From inside the book
Page 9
... criticize your staff in public . Do fix the problem , not the blame . Don't be dishonest when you have bad news to deliver . Don't tune out an employee who is telling you something you don't want to hear . Do listen before you speak ...
... criticize your staff in public . Do fix the problem , not the blame . Don't be dishonest when you have bad news to deliver . Don't tune out an employee who is telling you something you don't want to hear . Do listen before you speak ...
Page 12
... Criticize in Private As a manager , you are likely to have your share of positive and negative experiences with employees . Be sure to praise an employee publicly when you catch him or her doing something right . Praise the individual ...
... Criticize in Private As a manager , you are likely to have your share of positive and negative experiences with employees . Be sure to praise an employee publicly when you catch him or her doing something right . Praise the individual ...
Page 14
... criticism , however , keep it private . Deliver negative feedback as soon as you can after a poor performance or an instance of unacceptable behavior . Speak with the employee calmly , without becoming emotional or heated . Always criticize ...
... criticism , however , keep it private . Deliver negative feedback as soon as you can after a poor performance or an instance of unacceptable behavior . Speak with the employee calmly , without becoming emotional or heated . Always criticize ...
Page 15
... criticize the individual . Focus instead on the individual's actions or performance . Don't get emotional when criticizing . Don't be sweepingly negative . Point to specific actions or incidents instead and do it soon after they have ...
... criticize the individual . Focus instead on the individual's actions or performance . Don't get emotional when criticizing . Don't be sweepingly negative . Point to specific actions or incidents instead and do it soon after they have ...
Contents
1 | |
ESSENTIAL SKILL | 20 |
ESSENTIAL SKILL | 58 |
ESSENTIAL SKILL | 114 |
Leading During Change | 128 |
OFF AND RUNNING | 136 |
INDEX | 146 |
Other editions - View all
Best Practices: Managing People: Secrets to Leading for New Managers Barry Silverstein No preview available - 2009 |
Best Practices: Managing People: Secrets to Leading for New Managers Barry Silverstein No preview available - 2009 |
Common terms and phrases
achieve action Agree Disagree Arnold Worldwide assess BARRY SILVERSTEIN behavior better BIG Picture budget candidates CEO Jack Welch co-worker collaboration COLLINS BEST PRACTICES communicate create criticism David Sirota decision define delegate develop Dont's Drucker effectively Electric CEO Jack employee's Encourage employees execute experience firm Foley & Lardner formal training Former General Electric Gerstner goals and objectives hire impact important improve individual's interview Jim Larranaga job description keep leader leadership learning management style managing projects Marcus Buckingham Maximum Press meet milestones motivated negative feedback on-the-job training opportunity oral reprimand organization percent performance review person Peter Drucker positive POWER POINTS problem project management Project management software questions Raghuram Rajan reinforce learning requirements responsibility rewards Robert Townsend roles schedule skills specific staff sure tasks team members team's termination Tom Peters Warren Bennis workplace written reprimand