In the spirit of Halloween, this articles describes 16 management behaviors that are scary and destructive, along with some ideas on better leadership.

Click on this link to read the article:

Article on Scary Things Managers Do and Shouldn’t

Listen to the audio clip from this week’s show:

You likely know someone who is a blustery and autocratic manager. You also likely know someone who is aggressive on the outside and soft and lovable on the inside.

This week’s topic focuses on the fact that the aggressive manager is really using that aggressiveness to keep people from seeing their weaknesses. This defensiveness is a learned behavior and works well at keeping people away.

To be a more constructive manager, there needs to be a greater focus on achievement through goals and less on conpetition, more encouragement and development to grow people so they can consistently generate better results.

Click here for an Article on Aggressive & Passive Managers

Click here to listen to this week’s radio segment:

This week, we tackled the issue of Silos at Work. The fact that different departments take shots at other departments. This leads to wasted effort and a lack of teamwork. We even see managers participate in this behavior which does not help them or the company.

What is needed is to understand what other departments do, and then see how you can make them more productive and tell them how they can help you out.

It is time to stop with the sarcasm and put downs and time to build others up!

Here is a link to a neat article on Desiloing your Organization:

Article Link

You can listen to the radio feature discussing this subject:

In Canada it is thanksgiving and so I wanted to share some ways to be thankful at work:

To employees
To your manager
To your customers
To your suppliers
To your family and friends

For an article, go to www.LeadershipWizard.com.

Listen to the segment here:

Today’s Leadership Wizard segment on AM800 focused on how managers create many of the time management issues they face. Often managers do not delegate effectively. The “I’ll do it myself” type of manager often takes on more work and blames the fact that their people are not good enough to do the task. The question is, if the manager hired the people, trained the people and clarified her expectations, then it is the manager who is accountable for the team’s capability.

You can listen to the segment here – and feel free to post your comments or questions.