How do you encourage part-time employees to care as much about there job or task at hand as full-time employees would?

One of my favorite management styles is "MBWA" - or Management By Walking Around. This style allows executives to gather information and opinions about what is happening from diverse sources, find out what's on people's minds, and learn firsthand what is going on in the organization. In my line of work (strategy development and execution) it is important for management to have their finger the pulse of the organization. MBWA and an open door policy can help executives gather this critical information informally.

As a Director, I am always in search of training, but how often is sufficient to keep me fresh in my management style?

will people perform worse if they are over loaded

What would you consider advice to a new management position in regards to being an effective leader?

I noticed that the recommended reading for this course was associated with the book _Blink_. I wonder if effective leaders are particularly adept at trusting their intuition?

Recently our organization took away set budgets for our sales reps with the mindset that the pressure can cause desperation and unethical sales practices. Most of our organization has seen a decrease in production since the change. Can you TRULY gain the results you need without the ability to both manage and lead your team? Especially if you can no longer hold your sales reps accountable for poor performance. What I've found in this new environment is that it's even more important to find what motivates your team internally. I have fortunately continued to see positive results, however I am looking for advice in order to sustain the results I am seeing.

Feedback from employees is helpful in solving problems quickly. Most of the time, the employees are already aware of the problem before management becomes involved. Most quality employees have already been thinking or working on a solution. Involving them in the process only encourages them to continue to be proactive in the future.

My direct reports do their jobs well but when it come to turning in reports they can't seem to get them in on time. What ie the best way to get them to understand that their reports are important and need to be turned in on time

Is it truley possible to lead when given no power? If your title is only in name can you lead?

Empowering all team member to be vocal and ask questions when they do not understand tasks assigned and communicate with other team members for advice and guidance when stuck on assignments. Team members are located at different locations, therefore reaching out to others may be necessary.

Many years ago I attended a lecture and was given the following information, about what needs to happen in order for a change to be successful. I could not recall the authors name, but I really believe this information helps,when I speak to the staff about upcoming changes. CHANGE REQUIRES Vision Skills Incentive Resources Action Plan Vision---If you do not have vision you will get CONFUSION Skills---lack of skills you will get ANXIETY Incentive--- slow if there is lack of incentive GRADUAL CHANGE Resource---If you do not have resources, you get FRUSTRATION Action Plan---If you fail to have an action plan you will get a FALSE START Author Unknown

I like to think that leadership sometimes does overlap with management when you are working with an employee that needs a lot of motivation.

An effective leader identifies not only outstanding team players, but promotes them/acknowledges them in a way that makes the employee feel like a critical part of the team (which they are)!

An effective leader identifies not only outstanding team players, but promotes them/acknowledges them in a way that makes the employee feel like a critical part of the team (which they are)!

Leadership and managing a team can be effective when everyone understands the department goals and be creative in coming up with outside the box answers to meet goals.

You have to be flexible and willing to have change in the work place. Without change it will become stale

I think it is good to know the people that yo have working for you, it is also good to know their strong points as well as their weak points. I think the tell and sell is a good way to go.

Given the necessity of all four phases of project management, which phase do you believe to be the most important to a project's success? Why?

What is a Project Charter and why may it be such a large contributor to the project management process?