HBR's 10 Must Reads on Managing People (with featured article "Leadership That Gets Results," by Daniel Goleman)

1. Effective leadership relies on understanding and adapting to different styles

The most effective leaders switch flexibly among the leadership styles as needed.

Situational leadership. Successful leaders recognize that different situations and individuals require different approaches. They develop a repertoire of leadership styles, including authoritative, democratic, coaching, and pacesetting. By understanding the strengths and limitations of each style, leaders can adapt their approach to maximize team performance and individual growth.

Emotional intelligence. Leaders with high emotional intelligence are better equipped to read situations accurately and respond appropriately. This involves self-awareness, self-management, social awareness, and relationship management. By developing these competencies, leaders can more effectively navigate complex interpersonal dynamics and inspire their teams to achieve higher levels of performance.

Key leadership styles:

• Authoritative: Providing clear direction and vision
• Democratic: Fostering collaboration and consensus
• Coaching: Developing long-term capabilities
• Pacesetting: Driving high standards and quick results

2. Teams outperform individuals when properly structured and managed

A team is more than the sum of its parts.

Team composition. Effective teams are deliberately constructed with complementary skills and diverse perspectives. This diversity allows the team to tackle complex challenges from multiple angles and generate innovative solutions. Leaders should carefully consider the mix of technical expertise, problem-solving abilities, and interpersonal skills when forming teams.

Shared purpose and accountability. High-performing teams are united by a clear, compelling purpose and hold themselves mutually accountable for results. This shared commitment fosters a sense of ownership and drives collective effort. Leaders can cultivate this by:

• Involving team members in setting goals and defining success criteria
• Establishing clear roles and responsibilities
• Encouraging open communication and constructive feedback
• Celebrating team achievements and learning from setbacks

3. Fair processes are critical for building trust and driving performance

Fair process turns out to be a powerful management tool for companies struggling to make the transition from a production-based to a knowledge-based economy.

Engagement and transparency. Fair processes involve engaging individuals in decisions that affect them, explaining the rationale behind choices, and setting clear expectations. This approach builds trust, fosters commitment, and unleashes discretionary effort from employees. Leaders should prioritize:

• Soliciting input and ideas from all levels of the organization
• Communicating openly about challenges and trade-offs
• Providing context for decisions, even when outcomes are unfavorable

Long-term benefits. While fair processes may require more time and effort in the short term, they yield significant long-term advantages. Organizations that consistently apply fair processes experience:

• Higher levels of employee engagement and retention
• Increased innovation and problem-solving
• Greater resilience and adaptability in the face of change

4. Unconscious biases significantly impact decision-making and must be actively countered

Most of us fall woefully short of our inflated self-perception.

Recognizing implicit biases. Everyone harbors unconscious biases that can lead to flawed judgments and decisions. Common biases include:

• In-group favoritism
• Confirmation bias
• Overconfidence bias
• Anchoring bias

Leaders must first acknowledge the existence of these biases and then take deliberate steps to mitigate their impact.

Strategies for mitigation. Organizations can implement various strategies to reduce the influence of unconscious biases:

• Blind resume screening in hiring processes
• Structured interview techniques
• Diverse decision-making panels
• Regular bias awareness training
• Data-driven performance evaluations

By actively working to counter biases, leaders can create more inclusive environments and make more objective decisions.

5. Managing upward relationships is crucial for career success and organizational effectiveness

Effective managers take time and effort to manage not only relationships with their subordinates but also those with their bosses.

Understanding mutual dependence. Successful professionals recognize the interdependent nature of the boss-subordinate relationship. Both parties rely on each other for information, resources, and support to achieve their goals. By acknowledging this mutual dependence, individuals can proactively manage the relationship to benefit themselves, their boss, and the organization.

Strategies for managing up. Key approaches for effectively managing upward relationships include:

• Clarifying expectations and priorities
• Adapting to the boss's communication and decision-making style
• Providing regular updates and relevant information
• Offering solutions, not just problems
• Building trust through reliability and honesty

By mastering these skills, professionals can navigate organizational dynamics more effectively and increase their impact and influence.

6. Continuous learning and self-reflection are essential for personal and professional growth

The best managers figure out how to get great outcomes by setting the right context, rather than by trying to control their people.

Growth mindset. Embracing a growth mindset—the belief that abilities and intelligence can be developed through effort and learning—is crucial for ongoing development. This approach encourages individuals to:

• Seek out challenging assignments and new experiences
• View failures as opportunities for learning and improvement
• Actively solicit feedback and act on it
• Regularly reflect on their performance and growth areas

Creating a learning culture. Organizations can foster continuous learning by:

• Providing resources and time for skill development
• Encouraging experimentation and calculated risk-taking
• Recognizing and rewarding learning and improvement efforts
• Implementing mentoring and coaching programs

By prioritizing continuous learning, both individuals and organizations can adapt more quickly to changing environments and maintain a competitive edge.

7. Ethical decision-making requires vigilance and a commitment to fairness

To excel at managing others, you must bring that insight to your actions and interactions.

Ethical frameworks. Leaders must develop robust ethical frameworks to guide decision-making, especially in complex or ambiguous situations. This involves:

• Clearly articulating organizational values and ethical standards
• Considering the impact of decisions on all stakeholders
• Encouraging open discussion of ethical dilemmas
• Leading by example in upholding ethical principles

Overcoming ethical blindness. Even well-intentioned individuals can fall prey to ethical lapses due to various psychological and organizational factors. To combat this:

• Regularly review decisions and processes for potential ethical issues
• Create systems of checks and balances
• Foster a culture where employees feel safe raising ethical concerns
• Provide ethics training and resources throughout the organization

By maintaining a vigilant focus on ethics, leaders can build trust, enhance reputation, and create sustainable long-term value.

8. Effective communication and feedback are foundational to high-performing teams

The ability to keep tweaking roles to capitalize on the uniqueness of each person is the essence of great management.

Clear and frequent communication. High-performing teams prioritize open, honest, and regular communication. This includes:

• Setting clear goals and expectations
• Providing context for decisions and changes
• Encouraging the sharing of ideas and concerns
• Addressing conflicts and misunderstandings promptly

Constructive feedback. Effective feedback is specific, timely, and focused on behavior rather than personality. Leaders should:

• Provide both positive reinforcement and constructive criticism
• Encourage peer-to-peer feedback
• Create opportunities for regular check-ins and performance discussions
• Frame feedback in terms of impact and future improvement

By fostering a culture of open communication and continuous feedback, teams can adapt quickly, learn from mistakes, and continuously improve their performance.

9. Organizational change demands clear vision, employee engagement, and persistent execution

Change has to start at the top because otherwise defensive senior managers are likely to disown any transformation in reasoning patterns coming from below.

Articulating a compelling vision. Successful change initiatives begin with a clear, inspiring vision of the future state. Leaders must:

• Communicate the need for change
• Paint a vivid picture of the desired outcome
• Connect the change to organizational values and goals
• Address concerns and resistance openly

Engaging employees. Change efforts are more likely to succeed when employees are actively involved in the process. Strategies include:

• Soliciting input and ideas from all levels
• Empowering employees to take ownership of change initiatives
• Providing necessary resources and support
• Celebrating early wins and milestones

Sustained focus. Organizational change requires persistent effort and attention over time. Leaders must:

• Maintain momentum through consistent communication
• Monitor progress and adjust approaches as needed
• Reinforce desired behaviors and outcomes
• Embed changes into systems, processes, and culture

By combining a clear vision, broad engagement, and sustained execution, organizations can successfully navigate complex change initiatives and emerge stronger and more adaptable.

Last updated: August 30, 2024