Kurt Blazek

Motivation is one of the key ways for managers to get the most out of their employees. After all, one of the most referenced quotes for leadership is, "Motivation is the art of getting people to do what you want them to do because they want to do it," by Dwight Eisenhower.

I’m sure you understand how motivation helps make employees more productive, which in turn positively impacts the bottom line. Now, are you also working to make sure you, yourself, are motivated?

Sometimes managers can be so focused on managing their own employees that they completely forget about self-management, which is crucial in itself.

Let’s face it; you will certainly encounter obstacles in your efforts to make changes in your organization. The consequence of poor coping skills will invariably lead to lost opportunities to be effective. An inability to cope with stress will not only cause personal unhappiness, it can also make you ineffective as a leader.

Motivation is one of the key ways for managers to get the most out of their employees. After all, one of the most referenced quotes for leadership is, “Motivation is the art of getting people to do what you want…

With summer fast approaching, it means one thing: wedding season. Yes, weddings take place throughout the entire year, but there seems to be something about summertime and warm weather that has brides and grooms running to the altar.

Whether it’s a beach wedding or a two-hour traditional catholic affair, all weddings are showcasing commitment at its best.

Well, if there’s one thing you can take from wedding season, other than the fact everyone loves to play the song “Shout!”, it’s that marriages need a hefty dose of commitment to be successful. The same thought applies to your team at work.

General morale is highly correlated to the commitment of the work group. When people feel supported, acknowledged and respected for their work, they are likely to be committed to reaching their goals and remain loyal to the organization.

As a manager, you’re required to display some level of positive thinking. You serve as the ‘cheerleader’ for your team, assigning work while at the same time making sure that your employees are engaged and satisfied with the company.

Optimists are popular people because, generally speaking, they are pleasant to be around and their enthusiasm can be contagious. In fact, according to research from the Master of Applied Positive Psychology program at the University of Pennsylvania, optimistic managers may do a better job of helping employees reach goals and be more productive.

In a cross-sectional study of 86 employees and 17 managers at an Information Technology (IT) organization, researchers Margaret Greenberg and Dana Arakawa found that positive leadership correlated with employee optimism, engagement and project performance.

You could say humor is a funny thing (pun intended). It’s subjective, for instance you might be a huge fan of “The Hangover” films while your significant other finds them as humor-less as a congressional hearing. Still, the one thing everyone can agree on is they like to laugh from time to time but, unfortunately, many workplaces operate in a laugh-free zone.

While direct reports might have a laid-back relationship and share plenty of laughs at the water cooler, it’s typically a different relationship with their boss. It’s hard to tell where the boundaries are and in our politically correct world, no wants to offend anyone.

Why not? Those two words hold a lot of power. For example, why not earn a master’s degree? Why not get married? Why not cook with olive oil?

So when was the last time you asked yourself, “why not” when it comes to defining your leadership vision? In case you need a refresher, one’s leadership vision is widely considered as the cornerstone of leadership. Leaders must generate ideas to improve processes or products that keep the organization competitive. They must be able to articulate their vision in concrete terms in order to explain it to others and obtain their cooperation and enthusiasm.

Whether you started the company at the same time, or just happen to have clicked during a company happy hour, most people end up making friends with some of their coworkers. It’s natural to do so since human beings are programmed to want to develop close and supportive relationships with others.

Some of the best friendships have been developed due to working together, however, that all can come to a screeching halt the day one friend is promoted over the other.

While it’s a common workplace struggle to effectively transition an individual performer to a leader role, it’s perhaps most difficult for the newly crowned manager. Now they are forced to adapt to not only more responsibility and work, but also understanding where the boundaries lie when it comes to friendships at work.

If you’re a fan of the AMC hit series, seeing ‘Mad Men’ and ‘loyalty’ put together might seem
confusing. After all, protagonist Don Draper is about as un-loyal as one can get as a husband. But, lucky for Don, this isn’t a relationship blog as we’re purely focused on leadership and management, and despite his many flaws, there are lessons that can be learned from this fictional character.

Take for instance, Season 6, Episode 3: “The Collaborators.” In the episode, one of Sterling Cooper Draper Pryce’s major clients, Heinz Beans, sets up a meeting between the agency and Heinz Ketchup. Heinz Beans is a pretty important client because the company decided to work with the agency when it was struggling.

Take a moment to think about your team. Chances are your team consists of a pretty diverse group of people who all have their various strengths and weaknesses.

While a diverse team has many benefits to the workplace, whenever people get together, there are bound to be different points of views that can lead to disagreements. It’s the manager’s responsibility to take care of any difficulties that arise within teams. An important way to properly handle a difficult situation is to truly understand the personalities you’re dealing with – after all there are nine different ones to consider.

Yes, nine different personalities. According to the Enneagram of Personality, a personality-profiling tool that dates back to 750 B.C, there are nine different personality types and everyone is said to fit into one of those nine. In fact, author and speaker Michael J. Goldberg believes that one’s personality type really says a lot about how that person acts at work.