Blogs about leadership challenges

By Management Master Mind

Welcome to the Management Master Mind blogs. Here you find several blogs about all kind of leadership challenges written by Arjan Molenkamp.

Do we have the right people?

‘Do we have the right people?’ you may ask. You will never ‘get’ the right kind of people but you rather have to make the people ‘right’ for the job. That does not imply that you have to deal for always with the employees that you will find in your new managerial job,

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Make meetings more effective (part 2)

I like meetings and I organize lots of them but nowadays people seem to prefer seeking feedback and decision making by e-mail, rather than having a meeting. Seeking guidance and commitment by sending an e-mail to a number of people is, however, also often not very effective. Some recipients respond by starting an e-mail debate creating a huge trail of questions and answers.

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Make meetings more effective (part 1)

I like meetings and I organize lots of them but nowadays people seem to prefer seeking feedback and decision making by e-mail, rather than having a meeting. Seeking guidance and commitment by sending an e-mail to a number of people is, however, also often not very effective. Some recipients respond by starting an e-mail debate creating a huge trail of questions and answers.

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Embedded service excellence or stand-alone?

During the annual budget process that I attended, HR was asked to come up with some financial details and a breakdown of their training proposal. It was good to see that the HR director already prepared herself by asking all departments for their training need analysis. This overview was shared with the budget committee so we could clearly see how the requested budget would be spent.

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Great strategy but nothing is moving?

The crucial mistake that is being made when developing a strategy is that management assumes that once the ‘What’ question is clear, the ‘How’ question will automatically follow. That is however not applicable to competitors nor to employees so let me give you a closer look at two assumptions that probably need some correction.

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Raising the bar by pushing for perfection?

‘Good is not good enough’ and ‘You’re only as good as your last results’ are common management phrases indicating that the bar will be raised again and again. Whereas it may be good to stretch employees both for personal development and revenue/profit, it may become counter-productive if a manager starts stressing people instead of stretching.

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