Status Updates From Clash of the Generations: M...

Step three, evaluate strategic issues. Strategizing means evaluating your long-term plans and goals and answering two questions. Do your plans align with the future you see for yourself professionally? Do you spend time each week working towards your company's strategic objectives? Step four, make a plan. After determining what to focus on, it's time to figure out how to make your plan happen.

Here are four steps from moving from the tactical to the strategic. One, delegate the small stuff. It's hard to let go of a task, especially when it's something quick that you're sure you can knockout in 20 minutes. 2, block time for strategizing. Spend time each day plotting out what you're going to accomplish that day....

Mob enforcer, cajoling and nudging will get you only so far. At some point you may have to lay down the hammer. Politician, unfortunately you've still got to manage up and that's completely different skill set than leading your employees. Air traffic controller, at any one point during a typical day, you're likely to have several major projects requiring your attention while also juggling a dozen other smaller tasks.

Expectations of today's manager, psychologist, to be a good manager you need to be able to understand the wants and desires of your employees and then put into practice motivational techniques that connect to those inner feelings. Forensic accountant. As you move into a management role, chances are you'll have budget responsibility. Head coach. Employees constantly need to hear that they're doing a good job...

Robert Pernik wrote that leadership development typically occurs in three related there is areas: technical - enhances the skills needed to perform work or to observe the work of others. Conceptual based on thinking in a more abstract or critical fashion. This is connected to creativity, strategic thinking, and decisiveness. Third, interpersonal, related to the ability to work effectively with other people.

role-playing with observer feedback. Shadowing executives. The goal of time career development to succession planning is to have the right people in the right place at the right time.

Individual coaching or mentoring from either an outside expert or qualified internal executive. Coaching and mentoring of other employees in their growth and development. Specific reading assignments with reports to senior leadership including discussions on how to use concepts and practices internally.

Rotational assignments in departments such as critical production areas that will increase the employees knowledge base or in areas where the employee needs development. Projects that are in line with the employees current skill sets yet challenging in some fashion. Classroom training or case study analysis with the results presented to senior management....

Career development planning for employees below the executive level, consider this two pronged approach: identify the critical job functions at the heart of your operations. What skills, knowledge, and abilities are needed to lead these positions? Next, identify the employees your company should work to keep. Conduct a gap analysis on your high potentials to determine where they are now and where they need to be..

To establish KPI's, follow this four step process: established for both the short-term, 6 to 12 months, and the long term, one year or longer. Define a limited number of vital success factors needed to reach a goal. Get specific. add to essential success factors numbers that delineate the parameters of success. Measure progress. How will you see progress in each critical success factor?

To determine whether employees are productive, managers are increasingly relying on key performance indicators, KPI's. The KPI is a measurement of activity often called the metric that indicates how a team, department, or business is performing against its goals. If an activity does not directly influence employees achievement of business goals, then it's not a KPI but some other kind of metric.

Stephen Covey points out that an empowered organization is one in which individuals have the skill, knowledge, desire, and opportunity to personally succeed in a way that leads to collective organizational success. And because an organization is only as strong as its weakest link, make sure that your department is leading the pack and not dragging it down.

A project that is truly delegated to another person in power's hemorrhoid and 3 key areas - responsibility, authority, accountability.

And every management position I've held, I've found that the potential for new hires, an aptitude for learning is just as important as the degrees they've earned. Sometimes attitude and aptitude are the most important factors because the technical aspects of certain positions can be taught.

Be the boss but don't be bossy. The ancient Chinese philosopher Laozi wrote, a leader is best when people barely know he exists; when his work is done, his aim fulfilled, they will say - we did it ourselves.

Before developing specific strategies for rewards, consider these key factors regarding motivation: 1. Motivation is personal. 2. Motivation is not constant. 3. Motivating employees starts with motivating yourself. 4. Motivation is intrinsic

Reality. Understand where the employee stands in his or her ability to complete the task relevant to the current project. Options. And power employees to come up with other options or new possibilities that they might not have envisioned. Will. Have the employee identify next steps based on the new options you've helped him or her uncover....

There are many ways to conduct coaching session. For example, some people use very structure guidance whereas others prefer more informal approach… I find the well-known GROW Model for problem solving and goal setting to be especially helpful. Use this model to frame the steps of your coaching process. Goal. To find the short term goals of each coast recession and how they support the long term objective....

Coaching is effective if it provides encouragement and challenges the employee's current thinking. If it asks powerful questions. If it provides a different lens. If it creates ownership and accountability.

It's important to understand how a company's culture plays a critical role in supporting or underminding an individual manager's ability to lead. Company culture is not just a clever model plastered on a wall or an inspirational card handed to employees. It comprises the values, beliefs, and behaviors that are shared by the majority of the organization...

In order to manage people, you need to understand them. And because generations experiences and attitudes greatly influence not only how employees do their jobs but also how they relate to other employees, anyone who manages a multigenerational workplace should prioritize understanding those experiences and attitudes.