Eric Jacobson On Management And Leadership

From John Blakey's book, The Trusted Executive, here are these four tips from Jim Collins for how to be a humble leader: Demonstrate a compelling modesty, shunning public adulation and never be boastful.Act with quiet, calm determination and motivate others through inspired standards, not inspiring charisma.Channel ambition into the company, not the self, and set up successors for even more greatness in the next generation.Look in the mirror, not out of the window, when apportioning responsibility for poor performance.

Here, from the book, Be A Network Marketing Leader, are some tips on how, as a leader, you can connect with each of your team members individually: Send cards on their birthdays and anniversary-of-joining dates.Keep yourself updated with what's happening in their personal lives.Show your support during personal or family crises.Schedule weekly one-on-one phone calls or meetings.Pay attention. When you see an increase, decrease or change in results, get in touch.Schedule monthly whole team meetings.Applaud achievements and address concerns immediately.Be consistent.Make frequent thoughtful, spontaneous gestures.

While recently reading C. Elliott Haverlack's new book, Unbundle It, I found his 11 ground rules for meeting behaviors to be particularly helpful: Arrive on time.Be respectful of other attendees.No phones or computers if at all possible.No leaving the meeting or getting up to walk around until scheduled breaks.No eating unless during working meal meetings (consuming beverages as appropriate is acceptable).No side conversations.Good posture.Listen intently (even if you don't want to).Ask questions at the appropriate time.No filibustering.Take notes.

With just a few days left in the first half of this year, it's time to check in to see how we're doing with our New Year's Resolutions for 2018.
Congratulations on everything you've accomplished so far. And, if you are still seeking resolutions for this year, perhaps write down (and start working on) five to ten from the following list of ideal resolutions for leaders: Don't micromanageDon't be a bottleneckFocus on outcomes, not minutiaeBuild trust with your colleagues before a crisis comesAssess your company's strengths and weaknesses at all timesConduct annual risk reviewsBe courageous, quick and fairTalk more about values more than rulesReward how a performance is achieved and not only the performanceConstantly challenge your team to do betterCelebrate your employees' successes, not your ownErr on the side of taking actionCommunicate clearly and oftenBe visibleEliminate the cause of a mistakeView every problem as an opportunity to growSummarize group c…

A good manager is both a coach and a counselor. Generally, coaching should precede counseling.
As a coach,a manager: identifies an employee's need for instruction and directionand this need is usually directly related to his or her performance or career goals. Coaching is collaborative. It relies on mutual, progressive goal-setting, personal feedback, and an ongoing, supportive relationship.
You coach to help retain employees and to show you care about your employees as individuals.  It's best to coach when a new procedure is introduced, a job is changed, and/or a skill gap is identified.
As a counselor, a manager first identifies a problem that interferes with an employee's work performance and then helps the employee to define specifically what behavior he or she needs to change in order to improve his or her performance or resolve a problem.So, the difference between coach and counselor is subtle, but important. And, as Sharon Armstrong further shares in her book, "The …