Buddy or Bossy? Don't Oversimplify the Dynamics of Leadership

Some managers lead by dominating employees; others try to win them over. But the most effective leaders deploy the style best suited to the situation. This piece oversimplifies the dynamics of leadership, and as the title suggests a choice between being bossy vs buddy. What I advocate for all leading through respect. With respect a manager and leader can be very demanding and tough and people will positively respond. By being "bossy" people usually respond out of fear and by being "buddy" people respond only when the leader or manager is consistent with this style through good times and bad. I have witnessed a number of buddy leaders turn into barbaric monsters when times get tough. From the New York Times: Bossy vs. Buddy: Two Leadership Styles, Each with Its Place.

Credit: BIGSTOCK

Actions Speak Louder than Words in Forming Workplace Culture

This article is dead on. Many business leaders think they can lead their companies with words rather than actions – but actions, even the small ones, speak a lot louder than any promises made about customer or employee satisfaction. When a company utilizes ticker-timer on call length, as cited in this NYT article, it has a more substantive impact on the psychology of a workplace than anything the CEO might say about taking the time to truly service clients. These kinds of decisions the things that indicate what an organization truly values – and when what a company’s stated goals are different from the ones in practice, it’s a recipe for potential disaster. And, it now looks like former Wells Fargo CEO John Stumpf is learning that lesson the hard way. 

Photo: John Stumpf testifying before the House Financial Services Committee. Credit: Al Drogo via NYT.

Narcissism Doesn't Help You Retain Employees

This is something that managers should keep in mind. The emotionally intelligent boss will retain top talent, not only through the ability to predict issues before they start, but by being able to inspire the kind of confidence needed to ensure employee retention. Avoiding the flip side of that coin – narcissism – is essential to developing a workplace that is not characterized by high turnover. Just as narcissists tend to have “a lot more churn in their friendships” according to this article, businesses run by narcissists tend to have a lot more “churn” within their office. While oftentimes a person’s temperament is not truly a choice between emotional intelligence and narcissism, having self-awareness about this divide in business can be invaluable in building a workplace oriented for employee longevity. Read more about narcissism and emotional intelligence at the Los Angeles Times. 

Image: Roberto Parada / For The Times via The LA Times

"The Impact of Workplace Bullying"

A staggering 80% of people feel they are in an “unhelpful or hostile work environment,” according to Mental Health America. I spoke with Rex Huppke at the Chicago Tribune about how pervasive workplace bullying is, and how it is often an ingrained part of company culture itself. The only way to get employees to trust their HR departments enough to share their experiences is to create trustworthy corporate cultures. Read the full piece here.

"Getting it Right: Pay Attention to the Mundane Things of Business Life"

Employees’ confidence in their employers is at a record low. It is no wonder that over 70 percent of North American workers are disengaged (according to Gallup Polling). The quality of leadership in the workplace directly affects those being led.

Read more at The Economist.