Many theorists have tried to explain how and why teams develop. Each theorist offers a different perspective of leadership, but most agree that leaders need to be concerned with the group's content, process, and output.

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There is no room for bullying in effective leadership. Leaders must be held to a higher standard. Years ago in the 70’s and 80's, tough autocratic leadership that often bordered on bullying was viewed as effective...

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In my previous blog entries I have argued about the validity of the People > Service > Profit idea and about the importance of Hiring Right. 

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Leaders need to make sure that their senior team and all their direct reports have well-defined roles and responsibilities that are linked to rewards and evaluations. This defines the first step, but it’s just the beginning.

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You do a great job of directing, coordinating, and controlling (i.e. managing); but are you equally effective at leading?

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It starts with a mediocre performance review, the kind where you sense there is something you are not being told. Then you find that you have been left off the project that was agreed as part of your development plan.

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