TIME Management

Business Magnate Richard Branson Gives His Staff Unlimited Vacation

Virgin founder Richard Branson
Virgin founder Richard Branson Michael Buckner—Getty Images

Is Virgin's Richard Branson the best boss ever, or an eccentric?

Richard Branson, the chairman and founder of Virgin Group, said on his website Tuesday that he’s giving his whole personal staff unlimited vacation days.

Branson’s staff of almost 200 can “take off whenever they want for as long as they want,” the executive said on his website, adding that employees don’t need to ask for approval, nor are their managers requested to keep track of their days away from work.

Employees can take however much time off from work they choose, “the assumption being that they are only going to do it when they feel a hundred per cent comfortable that they and their team are up to date on every project and that their absence will not in any way damage the business,” Branson said.

The flexible hours employees were working both in the office and at home already make it hard to track how many hours they’re working anyway, Branson said.

The Financial Times reported that the new rules apply to around 170 staff at the Virgin head offices in the U.K. and U.S., whereas the 50,000 employees of the larger Virgin Group won’t enjoy the same policy — though Branson said in his note if it’s successful, he’ll encourage Virgin’s subsidiaries to adopt the policy as well.

Branson said he was inspired by Netflix, the video-streaming service, which has a similar policy.

MONEY workplace etiquette

How to Work With a Boss You Can’t Trust

Trophy with "Best" in "Best Boss" engraving crossed out
Scott M. Lacey

Q: My EVP is a serial liar. He never takes the blame when something is wrong, and instead, he completely throws people under the bus. If something goes right, he takes the majority of the credit. What can I do? – Brad, Atlanta

A: As infuriating as your boss’ behavior is, you want to be measured and strategic in your response.

“There are people like this in every company,” says Stacey Hawley, founder of Credo, a compensation and talent management firm and author of Rise to the Top. “If you complain about your boss to someone else, you just look like you can’t handle the situation. If you want to be in leadership position, you have to know how to deal with people like this.”

Four tactics that can help:

Make it tougher for your boss to lie

When sending emails or memos with important updates and accomplishments related to a project, copy all of the key people involved. Let everyone know that if there are questions, you’d be happy to be the point person. Ask other team members to submit updates, too.

“It’ll be harder for your boss to take credit if everyone is in the loop on what’s going on,” says Hawley.

Address mistakes head on

When a problem crops up—and your boss complains to a higher up, or blames you or a team member for the mistake—avoid the temptation to clear your name.

“The boss has egg on his face and is trying to manage his reputation by casting blame elsewhere, ” says Hawley. “You’re not going to improve things if you make an accusation. Some things you just have to let go.”

She suggests scheduling a meeting with your boss for the sole purpose of discussing the error: how it happened, how you can fix it, and how you can keep it from happening again. Your boss may have legitimate reasons for thinking you caused the error and you can clear that up, says Hawley.

The key thing, no matter who caused the error, is to make sure that you focus on solutions.

Play to the boss’s ego

Should your supervisor take credit for your work in a meeting or in front of others, speak up. “You need to make it clear you played a role, but be sure to give him credit, too,” says Hawley. “Your boss may be acting this way because he perceives you as a threat, so you want to take the threat off the table.”

You might say something like, “Bill, that was a great idea you had to do X. I was glad that it gave myself and the team an opportunity to do Y.” This also allows you to acknowledge other people who contributed to the project, so that you don’t end up being perceived as a credit thief by those who report to you!

Make friends in high places

Your boss shouldn’t be the only one who knows about your work. “You need to develop relationships with other higher-ups who can advocate for you,” says Hawley.

Build these relationships by asking senior people for advice on a project you are working on, sharing with them positive feedback from clients and customers, or inviting them to lunch or for a coffee to discuss ideas you have to advance your company’s goals.

Best case scenario, you’ll be on the corner office’s radar when it comes time to replace your slimy supervisor. But at the very least, you’re ensuring that your bad boss doesn’t sink your future prospects at the company. “You can turn this situation around and make it a chance to grow your own career,” Hawley says.

TIME Advertising

The Truth About Controversial Underwear Ad

fortunelogo-blue
This post is in partnership with Fortune, which offers the latest business and finance news. Read the article below originally published at Fortune.com.

By Caroline Fairchild

Dear Kate, an underwear company that specializes in “leak-free lingerie,” made headlines last week for a controversial ad campaign that some say perpetuates sexism in Silicon Valley. Rather than use professional models to showcase the company’s newest product line, Dear Kate featured female tech executives wearing nothing but their underwear. In an interview with Fortune, company founder Julie Sygiel said the move was intended to empower women in tech and bring awareness to the many women who are working in the field.

Edited excerpts:

How did you come up with the idea for the campaign?

We started last November featuring women in our campaigns who we admire because of who they are and what they do, not because of what they look like. I like to look at our [campaigns] as a platform to showcase women we admire. We like to show women in our [campaigns] actually doing things, not just standing there and looking sexy.

Why use female tech founders in this campaign specifically?

When I was young and starting the business, I didn’t know a lot of women who were starting businesses and that was a challenge for me. It’s hard to see yourself succeeding if you don’t see people like you doing that. The thought behind the campaign was to bring attention to the fact that there are women in tech and they are killing it. We wanted to highlight the fact that they are there because, to some degree, the media doesn’t often feature women in tech.

For the rest of the story, please go to Fortune.com.

TIME Careers & Workplace

6 Things That Define Indispensable Employees

151812941
Sam Edwards—Getty Images/OJO Images RF

An employee survey turned into much more when a set of fascinating themes emerged

This post is in partnership with Inc., which offers useful advice, resources and insights to entrepreneurs and business owners. The article below was originally published at Inc.com.

By Christine Lagorio-Chafkin

Here’s the Danny Meyer school of thought on how to make a traditional service business into an enlightened, customer-centric hospitality mecca: Put your employees first and shareholders last to create a “virtuous cycle of enlightened hospitality.”

That’s lovely and all, but can it really be applied to a startup? It seems a little overwrought.

When Greg Marsh, CEO of Onefinestay, a home-rental startup based in London, set out with his co-founders to survey the hospitality company’s 100 employees more than a year ago, he was looking for insight on the very company he’d built. He and his team didn’t expect to find what they did.

“We listened to their answers and videotaped them all and noted the themes that emerged, and from that discovered a set of truths or behaviors that were fairly universal,” Marsh said.

The behaviors of existing employees helped Onefinestay identify its existing company culture and pinpoint traits it would look for in ideal new hires. Key among the findings was an unusual mix of applied problem solving and natural empathy. Call it the left brain and the right, in harmony.

There was also, in those employee videos, what Marsh calls “a distinctive pattern of drive and raw determination to succeed.”

Onefinestay boiled down the traits it loved in its existing employees to what it has dubbed “The Magic Six.” These traits now serve as motivators for the company’s now more than 500 employees, and a guideline for the culture the company is striving for as it grows.

Want employees who are competent and hard-working, and truly care? Here’s what to seek out and nurture.

1. Fire in the belly.

Take risks. Be determined, be ambitious, and get stuff done.

2. Smart works.

Be practical with your intelligence and apply it wisely.

3. Empathy is your friend.

Understand yours, and others’ feelings and motivations, and act accordingly.

4. Integrity is integral

Earn trust by telling it straight. Honesty gets you a long way.

5. All for all.

We’re all dependent on one another. Be ready to help, and willing to accept help.

6. Remember Alice.

(Yes, this means Alice in Wonderland, the little girl who dreamt she dined with the Mad Hatter, and got advice from a caterpillar). The quirks make us who we are. Embrace them.

TIME Careers & Workplace

6 Sure-Fire Signs They’re Planning to Replace You

200437037-001
A J James—Getty Images

What to look out for and how to deal with it

LinkedIn Influencer Liz Ryan published this post originally on LinkedIn. Follow Liz on LinkedIn.

There’s lot of wildlife in Boulder. I was gobsmacked the first time bear came into our yard, after living in Chicago and New York for years. It got to be more normal, and then we had a mountain lion on our street. Now there’s a mother lion and two cubs wandering the neighborhood. We didn’t have this kind of thing in New Jersey.

They say that a prey animal’s nervous system shuts down when the prey animal is snatched by a predator. Humans have a bit of that going on, too. We tune out signals that should alert us to be on guard and on our feet, at home and at work.

Most of us are so tuned into the next thing on our to-do list and the general crush of daily obligations that we shut down our antennae for new information, especially scary information. We don’t take it in, for example the signals that tell you “You are not going to have this job much longer.”

Every day in our office we hear people say “I was completely blindsided. I got called into someone’s office, they gave me papers to sign and I wasn’t tracking with the conversation, I was so overwhelmed.”

When you lose your job suddenly, you’re in shock. It’s normal. When you get bushwhacked, how else would you react?

When you turn on your antennae to be mindful of signals in the energy field around you, you’ll be in a better position whether you’re working for someone else or for yourself.

The more information you can take in and attend to, the better. The closer you can keep an ear to the ground and all your other senses working at a high level, the stronger your position will be.

When people get in a rut at work it’s called falling asleep on your career. Your spidey sense weakens. Your old street muscles from the playground or the basketball court atrophy. You forget how to pay attention to what’s going on around you, and the press of your work makes that inattention even more likely.

Just then you get the lightning bolt and you’re out of a job without warning. Two weeks later when your body has had time to process everything, you’ll say “Actually, there were signs. I missed them.”

I don’t want to make you paranoid, but every time I write about this topic we get letters from people who say “I was guided to read your column today. I see it now. I’m putting the breadcrumbs together. My boss wants me out.”

That early warning helps you get centered. When you see the storm swells forming as you look out across the water, you can prepare. You can be proactive then. First we’ll walk through the six signs they’re planning to replace you, and then I’ll tell you what to do about them.

You’re Pulled Off a Big Project for No Reason

Be suspicious when you’re on a big project doing fine, and all of a sudden you’re off the project for no reason. That’s not a sensible business move, unless they can tell you what you’re doing next and why that’s good for your employer (and you). If you ask why you were pulled off the project and the answer is mushy and non-committal, get your job-search engine going and start building your mojo for a job search.

All of a Sudden, Your Knowledge is Valuable

God bless our colleagues who lack emotional intelligence, because they broadcast their intentions. One way they do it is to suddenly have an interest in everything you know about your job.

They’ll say one random day “Why don’t you train Elissa, our temp, on how you create newsletters and marketing brochures, and teach her how to do trade shows?” Cross-training is great, but there should be a particular need for it, because cross-training takes a lot of time. If you feel sketchy about somebody’s sudden desire to pick your entire brain, trust your feelings.

Former Strategic Conflicts Disappear

Knowledge work can get us emotionally and philosophically attached to our jobs. We care about decisions made at work when we’re connected to our power source there. Strategic disagreements can get fierce and personal at times.

If you’ve been in a wrangle with someone and suddenly it’s all forgotten, there’s no discussion and everything is fine, the word may have come down that you aren’t staying.

You Can’t Get Forward Visibility

Most folks outside the executive suite don’t get formal employment agreements unless they’re contractors, but we like to have some visibility a year or so into the future. We like to know what the organization is trying to do, and to hear as often as possible how well it’s doing with its goals.

If you can’t get a hint from your manager about your future, that’s a bad sign. Most people would rather waffle than tell you something and have to backtrack later. They may keep you treading water until they’re ready to toss you out of the pool completely.

Your Red-Hot Project Goes Suddenly Cold

A screaming neon sign of an upcoming personnel switch-out is for a person’s pet project which was high-priority suddenly to slip to the back burner almost without mention. It typically means that the leaders still still love the project but don’t want you running it, for whatever energetic-disturbance reason they have. They’ll low-key the project until you’re gone and then rev it back up.

Don’t take it personally. It isn’t about you. Your flame can grow from an experience like that, even if you leave. Look what influence you had! Your great ideas travel with you wherever you go.

You Just Feel It

Humans are an old species. Once I traveled to visit a friend, and on the last day of my visit she scheduled a half-day off work to show me her city. In the morning she had a meeting to attend at work, and she said “Come to my office and meet everyone. There’s a spare office where you can work.”

She went into her meeting and I sat in her office working. I felt a chill. I was in a private office but the door was open to a suite of three other offices in a corner of the building. I stopped typing and felt it. Something in the looks of my friend’s co-workers when they walked by — I couldn’t put my finger on it. I scribbled on a Post-It Note “Went down the street for coffee. Call me.”

My friend called me an hour later and said “Which coffee shop are you at? I’ll join you. I just got fired.”

The bad energy was in the air – the tension. It drove me out. You will feel things and your job is not to judge or pooh-pooh them but to let them sit in your right brain and percolate for a few days. Is there a change in the air temperature? If so, you’ve got to mention it.

What To Do If It Happens?

What if you see some of these signs, or all of them? Take the bull by the horns and find your center. Set up a time to talk with your boss and warmly ask him or her what’s up.

Jump here for a script to guide you.

Liz Ryan is the CEO and Founder of Human Workplace.

TIME Management

Steve Ballmer Steps Down From Microsoft Board

Steve Ballmer Steps Down From Microsoft Board
Owner of the Los Angeles Clippers Steve Ballmer looks on after being introduced for the first time during the Los Angeles Clippers Fan Festival at Staples Center on August 18, 2014. Jeff Gross—Getty Images

Ballmer said his new commitments, like owning the Clippers, make it "impractical" to continue serving on board

Former Microsoft CEO Steve Ballmer said Tuesday he has stepped down from the company’s board. Ballmer’s announcement came in a public letter addressed to the company’s current CEO, Satya Nadella.

Ballmer, who retired from the company’s helm in February but kept a seat on the board, cited the time commitments of his existing responsibilities—like owning the Los Angeles Clippers—as his primary reason for departure, which is effective immediately.

“In the six months since leaving, I have become very busy. I see a combination of the Clippers, civic contribution, teaching and study taking a lot of time,” Ballmer wrote. “Given my confidence and the multitude of new commitments I am taking on now, I think it would be impractical for me to continue to serve on the board, and it is best for me to move off.”

Ballmer said he will remain Microsoft’s biggest individual shareholder, and encouraged his workplace of 34 years to move boldly “to monetization through enterprise subscriptions, hardware gross margins, and advertising revenues” while also continuing to manage Microsoft’s software business.

“I promise to support and encourage boldness by management in my role as a shareholder in any way I can,” Ballmer added.

Nadella penned a public response to Ballmer’s letter, thanking Ballmer for his support and wishing him well.

“As you embark on your new journey, I am sure that you will bring the same boldness, passion and impact to your new endeavors that you brought to Microsoft, and we wish you incredible success. I also look forward to partnering with you as a shareholder,” Nadella wrote. “On behalf of all of Microsoft and the Board of Directors, thank you.”

TIME Management

How the Pope Is Transforming the Vatican Now

Pope Francis Attends His Weekly Audience
Pope Francis waves to the faithful. Franco Origlia—Getty Images

fortunelogo-blue
This post is in partnership with Fortune, which offers the latest business and finance news. Read the article below originally published at Fortune.com.

By Shawn Tully

The new pope wanted to talk about money. That was the message that went out to a group of seven prominent financiers—major Catholics all—from around the world in the summer of 2013. Barely five months after the shocking resignation of Pope Benedict XVI, Pope Francis had summoned them to assemble at the seat of holy power, the Vatican. They knew their general assignment: to create a plan to restructure the Vatican’s scandal-plagued finances. And like Catholics everywhere, they knew that Francis had already signaled that he was a new kind of pontiff, a “people’s pope” who championed charity and tolerance over dogma. Still, they didn’t know what to expect when they arrived at the Vatican for a meeting with the pope on the first Saturday in August. How interested was he in finance, really? And how serious was he about changing business as usual inside the Vatican?

A major hint came from a change in tradition upon their arrival: The visitors didn’t report to the Apostolic Palace, the Renaissance showplace where for centuries past popes had received visitors in high style. Instead they entered Vatican City on the other side of the colonnade of St. Peter’s Square and took a 150-yard stroll through the hilly enclave to the new pope’s place of business—Casa Santa Marta, a five-story limestone guesthouse that could be mistaken for a newish hotel. There they were ushered into a nondescript meeting room on the first floor with no paintings or religious ornaments and took their seats around a conference table. The members—including Jean-Baptiste de Franssu, ex-chief of asset-management giant Invesco in Europe; Jochen Messemer, a top executive at ERGO, a large German insurer; and George Yeo, former foreign minister of Singapore—chatted nervously as they waited.

After 15 minutes, Pope Francis entered the room—and got right down to business. Attired in a simple white cassock and plain metal cross, he took his place standing at the head of the table. With little preamble, he began outlining his strategic vision, in an approach described by one participant as “highly managerial.” Speaking in fluent Italian and taking frequent pauses while a translator repeated his words in English, the pope explained to the group that for his spiritual message to be credible, the Vatican’s finances must be credible as well. After centuries of secrecy and intrigue, it was time to open the books to the faithful. Strict rules and protocols must be adopted to end the cycle of scandals that had plagued the Vatican in recent years.

For the rest of the story, please go to Fortune.com.

 

MONEY Careers

Good Ways to Deal With Bad Bosses

Micromanaging boss puppeteer
James Woodson—Getty Images

Your future advancement depends on your ability to manage the crazies above you.

The top reason people quit their jobs, according to a recent Gallup poll? A bad immediate supervisor. Bully for those who can—and want to—find another position elsewhere, but if you otherwise like the job or need it as a steppingstone, you’ll have to learn to live with that subpar superior. The right coping strategy depends on what kind of lousy your leader is.

The Micromanager

Known for: Hovering. Checking your work. Sometimes redoing it.

How to cope: Work on building trust, which is the micromanager’s Achilles’ heel. Besides making sure your work is A+-worthy, put your boss on a schedule for when she can expect status reports, says Brad Karsh, president of professional training company JB Training Solutions. Start with daily updates, then ask for permission to shift to weekly: “If your in-box is crashing from all these memos, let me know. I’d be happy to start checking in on Fridays.”

The Passive-Aggressive

Known for: Praising you in private, then slamming your ideas in public.

How to cope: “The onus is on you to learn what’s going on inside his head,” says Lynn Taylor, author of Tame Your Terrible Office Tyrant. To elicit honest feedback, appeal to the person’s expertise, says Mitchell Kusy, an Antioch University professor who studies management styles. For example, “I got the sense you didn’t like my idea. Would you mind next time sharing your constructive criticism in advance? It would really help me improve.”

The Praise Thief

Known for: Stealing credit for your work and ideas.

How to cope: Take ownership by saying, “I noticed that the project I developed has taken off with the execs. I’d love to be included in those conversations.” Still being left out? Start sending big-idea emails to your boss and your boss’s boss, saying that you want to get input from both of them, suggests Karsh.

The Hands-Off Harry

Known for: Being so laissez-faire it’s a problem. “You might be working on the wrong things, only to find out later,” says Kathleen Stinnett, founder of leadership consulting firm FutureLaunch.

How to cope: When starting a project, ask your supervisor for specifics on what she’s looking for, then send an email recapping the conversation. You’ll be on the same page and have it on record in the event that there’s a dispute later.

The Narcissist

Known for: Making you work late, calling you on vacation, and generally stealing your personal life. “His time will always be more valuable than yours,” says Gary Namie, co-author of The Bully at Work.

How to cope: Mind the ego. “Narcissists think they’re perfect and hate criticism,” says Jack Zenger, CEO of leadership consultancy Zenger Folkman. So cushion the request to reclaim your life with a compliment. “I admire your commitment to excellence and want to do the best job possible, but my work suffers when I’m fatigued. I need my weekends to recuperate.” Says Namie: “You either challenge the boss or dig your own grave.”

TIME Business

The World’s Second-Richest Man Thinks You Should Work Only 3 Days a Week

Mexican businessman Slim attends the media after talking in the 20th annual meeting of the Circulo de Montevideo Fundation in Luque
Mexican businessman Carlos Slim attends the 20th annual meeting of the Circulo de Montevideo Fundation in Luque, Paraguay July 17, 2014. Jorge Adorno—Reuters

But retirement would be delayed until age 70 or 75

Carlos Slim, the world’s second-richest man finally said the one thing we’ve all been waiting for a self-made billionaire to say: work less. Way less.

At a business conference in Paraguay, the telecommunications magnate said it was time for a “radical overhaul” in the way people work, the Financial Times reports: people should only work three days a week.

“With three work days a week, we would have more time to relax; for quality of life,” Slim said. “Having four days [off] would be very important to generate new entertainment activities and other ways of being occupied.”

Well-said, Mr. Slim. Well-said.

But there’s a catch: in exchange for working fewer days a week, we should work for more of our lives. Instead of retiring at 50 or 60, workers should work until the age of 70 or 75, the 74-year-old Slim said.

Slim is the CEO of Telmex, which recently instituted a labor contract for workers to begin in their late teens and retire before they turn 50, with the option of continuing to work past retirement at four days a week for full pay.

Slim is worth upwards of $80 billion, according to Forbes, and is a major philanthropist and passionate Rodin collector.

[FT]

TIME Business

The Top 7 Management Tips From Harvard Business Review

Harvard Business Review recently released a book of their top Management Tips. Here are the ones I felt were the most insightful and actionable.

Get Through Your To-Do List

Via Management Tips From Harvard Business Review:

Self-discipline is hard. Try these three tips to make your work more efficient every day:

  1. Get three things done before noon. Statistics show that the team ahead at halftime is more likely to win the game. Enjoy your lunch knowing that you accomplished at least three tasks in the morning.

  2. Sequence for speed. Break projects into parts. Take on the longer pieces at the beginning and make sure each subsequent part is shorter. If you leave the longest parts for last, you are more likely to run out of steam before the end of the day.

  3. Tackle similar tasks at the same time. The mind thrives on repetition. You can build momentum by taking on similar projects at the same time.

More on productivity here.

 

Pretend You Have What You Want

Via Management Tips From Harvard Business Review:

Your mind is often your greatest tool, but as anyone who has been taken over by fear, frustration, or worry knows, it can also be your greatest enemy. Whether you’re concerned that you don’t have the respect of your peers or that a customer isn’t calling you back because she’s gone to a competitor, overthinking the issue only serves to compound the worry. Instead, pretend you have what you want. Act as if your peers respect you or as if the customer is loyal. These may be fantasies, but what you’re worrying about may be as well. It’s better to stop the worry and act confidently; chances are better that you’ll get what you want.

More on looking and acting like a leader here.

 

Prioritize Value Over Volume

Via Management Tips From Harvard Business Review:

Research has shown that multitasking results in mediocre outcomes. By putting too little attention on too many things, you fail to do anything well. However, the answer isn’t single-tasking either. Single-tasking is far too slow to help you succeed in today’s fast-paced world. Instead, identify the tasks that will create the most value and focus on those. By prioritizing value over volume and sharpening your focus on tasks that truly matter, you’ll increase the quality of your work and, ultimately, the value you provide. What to do with all those tasks that didn’t make the high-value list? Put them on a “do later” list. If they continually fail to make it to the high-value list, ask yourself: why do them at all?

More on time management here.

 

Schedule Regular Meetings With Yourself

Via Management Tips From Harvard Business Review:

As we continue venturing into uncharted economic waters, how can you keep your job on track and deliver your best? Schedule a weekly meeting with yourself. That’s right: no matter how busy you are, this is not a luxury. It’s essential.

Every week, take a quiet hour to reflect on recent critical events—conflicts, failures, opportunities you exploited, observations of others’ behavior, feedback from others. Consider how you responded, what went well, what didn’t, and what might be more effective in the future.Never cancel this meeting—it’s crucial.

More on what it takes to move up the ladder here.

 

Shed Your Excessive “Need To Be You”

Via Management Tips From Harvard Business Review:

One of the worst habits a leader can have is excusing his behavior with claims like, “That’s just the way I am!” Stop clinging to bad behaviors because you believe they are essential to who you are. Instead of insisting that you can’t change, think about how these behaviors may be impeding the success of those around you. Don’t think of these behaviors as character traits, but as possibilities for improvement. You’ll be surprised how easily you can change when it helps you succeed.

More on the best business attitude here.

 

Fire Yourself

Via Management Tips From Harvard Business Review:

Management shake-ups, though disruptive, can be good for a company. They bring in fresh perspectives and require that leaders take a hard look at their own performance. Do not wait for your company to get in trouble. Instead, fire yourself. Think about what you would do in your position if you were to start anew. What would you do differently if this were your first day on the job? Taking this step back can help you evaluate the strategies and approaches you are currently using, see things that are too difficult to see when you are entrenched, and reenergize yourself for the challenges ahead.

More on leadership perspective here.

 

Be A Both/And Leader

Via Management Tips From Harvard Business Review:

In today’s tough economy, should leaders be dogged, analytic, and organized or should they be empathic, charismatic, and communicative? The answer is simple: they need all those traits. Rather than categorizing yourself as a certain type of leader, explore the nuances that a complex, fast-moving business environment requires. Leaders need to confidently deliver tough messages with analytics as evidence, but they also need to be sensitive to how people receive those messages. Most leadership traits are not an either/or choice, but rather complementary sides of effective management.

More on what the most successful business leaders have in common here.

Recently I also posted the best life lessons from Harvard Business School’s class of 1963.

Join 45K+ readers. Get a free weekly update via email here.

Related posts:

What’s The Most Important Life Lesson Older People Feel You Must Know?

How To Make Your Life Better By Sending Five Simple Emails

What 10 things should you do every day to improve your life?

This piece originally appeared on Barking Up the Wrong Tree.

Your browser, Internet Explorer 8 or below, is out of date. It has known security flaws and may not display all features of this and other websites.

Learn how to update your browser