You’ve decided it’s time to let the low performer on your team go. You’ve covered your bases in terms of documentation, and you’ve coordinated with HR. But now you have to have the dreaded conversation.
We know from research (and common sense) that people who understand and manage their own and others’ emotions make better leaders. They are able to deal with stress, overcome obstacles, and inspire others
Once again, Google has topped Fortune magazine’s list of the 100 Best Companies to Work For. This marks Google’s second year in a row at the top of the list, and their sixth victory overall. Most people
HBR STAFF Over the past decade, we have learned how our brains are hardwired for emotional contagion. Emotions spread via a wireless network of mirror neurons, which are tiny parts of the brain that allow
No one likes a boss who excessively scrutinizes work and constantly checks in. Not only is this micromanaging behavior annoying, it can stunt your professional growth. If you have a controlling boss, don’t
Bad bosses contaminate the workplace. Some do so obliviously, while others smugly manipulate their employees, using them as instruments of their own success. Regardless of their methods, bad bosses cause
How do you handle giving unfavorable feedback to someone who will surely take it badly – and I mean really badly? Think: shouting, tears, defensiveness, accusations, personal attacks, revising history,
The ‘rank and yank’ philosophy Amazon uses to manage its own people has failed hundreds of companies, and tarnished hundreds of thousands of lives Imagine working for a company where your annual performance
Over the years, I’ve asked hundreds of executive students what skills they believe are essential for leaders. “The ability to give tough feedback” comes up frequently. But what exactly is “tough feedback”?
Twenty five years after the term “emotional intelligence” was first introduced by academics, thousands of independent scientific studies have highlighted the importance of managing your own and others’
That doesn't necessarily entail ordering your reports to drop and give you 20 every time they're late. Instead, it means always putting your team's interests above your own. So says management theorist
Stanford University neurosurgeon Dr. James Doty tells the story of performing surgery on a little boy’s brain tumor. In the middle of the procedure, the resident who is assisting him gets distracted and
HBR STAFF Even in my relatively short foray into office life, I notice that few people bring a pen and notebook to meetings. I’ve been told that over the years, the spiral notebooks and pens once prevalent
It’s amazing the opportunities we miss because we doubt our own powers of persuasion. Our bosses make shortsighted decisions, but we don’t suggest an alternative, figuring they wouldn’t listen anyway.
New research suggests that trusting your gut may be more valuable than parsing a pile of facts. There are two over-arching kinds of decision making. One requires research and careful thought as to probable
Everyone gets angry now and then. Here’s how to put it to good use. Most of us recognize that you have to fail on the road to success. We know learning from mistakes is what perseverance is all about.
This story originally appeared on Personal Branding Blog You would be surprised if you could ask your anger what it really means. If anger were sitting next to you when you got cut off on the road, what
Opinions expressed by Entrepreneur contributors are their own. One of the most challenging things to deal with in business is handling difficult customers who are never satisfied and who continue to change
• The frontal lobes (part of the neocortex) are responsible with conscious and rational decision making processes. • The amygdala is twice as fast in response than the frontal lobes and this sometimes
Pope Francis has made no secret of his intention to radically reform the administrative structures of the Catholic church, which he regards as insular, imperious, and bureaucratic. He understands that
There’s an age-old question out there: Is it better to be a “nice” leader to get your staff to like you? Or to be tough as nails to inspire respect and hard work? Despite the recent enthusiasm for wellness