Managers—from the executive suite to the frontline—are critical leverage points in your organization. Are they equipped with the knowledge and skills they need to inspire their teams and deliver results? Share this quick, actionable management primer to make sure they're on track for high performance.
“Khorus is simple to set up and provides company-wide visibility and weekly progress. Plus, it gives me timely reports on goal likelihood and quality so I can address issues before they impact the business.”
One of the ongoing controversies of the business world boils down to this: Should you (and your employees) set big, challenging "stretch goals" or should you keep your objectives realistic?
Depends who you ask.
On one hand, the champions of SMART goals encourage us to set targets we feel confident we can reach: A is for "attainable," R for "realistic."
On the other hand, some experts, most prominently in the startup sector, praise stretch goals.
There’s not a lot that can truly prepare a person for the role of chief executive—arguably the most challenging and high-pressure job in the corporate world. Unfortunately, the title doesn’t come with a handbook (although I did my best to write that handbook myself).
In my own career, I have found that talking to other people who have been there at the helm of the organization is one of the most valuable sources of insight and advice. Hence the concept of this post, where I posed one question to thirteen CEOs and collected their answers.
Let’s face it, overseeing a team in your own office is difficult enough. Throw employees working remotely across different cities, states, and continents into the mix and you’re bound to encounter a mess of managerial curveballs.
If you manage a virtual team, you know some of the typical challenges. How do you help employees understand the structure of the team? How do you get them to feel connected with each other and communicate effectively? How do you help them feel united in a shared purpose?