Remember Michael Stuban? He’s the former Pennsylvania Turnpike Commission manager who, after 35 years on the job, retired last December. When HR asked Stuban to complete an exit survey, he agreed. Then he used the opportunity to be honest in a way only a departing employee can be.
It’s the age-old leadership question: Is it better to be loved or feared? And an August study published online in the "Journal of Business and Psychology" finds there are advantages and disadvantages to both.
You’re working diligently at your desk when your supervisor stops by your cubicle with yet another business initiative they want you to spearhead (remind you of anyone?). What he doesn’t realize -- or take the opportunity to look into -- is that you’re leading the efforts on several side projects, in addition to your day-to-day tasks.
With the increase of technology and sophisticated work tools, more and more employees are working from coffee shops, couches and the virtual office. In fact, 52 percent of employees surveyed by Workfront in July, expect the majority of employees will work remotely in the next few years.
Demonstrate a track record of delivering.
The first, basic step to any kind of career advancement is competence. It sounds really simple, but it’s something that many professionals just assume. After a certain amount of time, employees just expect a promotion, but they don’t stop to think if they really are effective.
People complain about their “crazy” boss all the time. But what do you do when your boss actually suffers from a mental health condition?
It sounds absurd, but it’s more common than you might think. The latest numbers from the National Survey on Drug Use and Health found that, in the previous year, 18.1 percent of adults had suffered from a mental illness.
Women in leadership positions are often told to behave in ways that are viewed as more masculine to be successful. But it’s not that simple. Because when women act like men, their peers and employees tend to think
Women in leadership positions are often told to behave in ways that are viewed as more masculine to be successful. But it’s not that simple. Because when...
Leadership coaching is typically reserved for the top one percent of employees. In other words, those nearest the top are getting all the development needed to get to and stay at the top. But what about everyone else? Do they get the same opportunities?
When companies talk about leadership development, words like "coaching" and "mentoring" often get tossed around. Not only that, but the terms are used interchangeably. So, most listeners just assume they mean the same thing.
The current conversation on gender in leadership is at a standstill. Professionals and employers alike recognize there’s a problem, but can’t seem to move forward to a solution. Traditional leadership development addresses the problem by telling women to become more masculine and men to act less like jerks -- but that approach isn’t working.