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While it’s crucial for the managers of the future to know and develop the individual strengths of their employees, it’s also essential that they know and develop their own strengths.

…you need great managers who can inspire engagement and productivity while maintaining clear expectations, ongoing coaching and accountability for all employees.

Great team leaders set clear goals and expectations and allow workers flexibility for how to reach those goals. This gives employees the chance to try out new ways of doing things to use their strengths.

You’ll find the most powerful energy that you can push through your company at the intersection of employees and customers – not either one alone; the energy is in the intersection.

When employees align with a company’s top-line goals, their impact is amplified.

Studies have told us forever that frontline employees thrive when they can see how their work aligns to the company’s overall goals.

In pursuing high-effort, high-risk goals, employee commitment is essential. Leaders must convey two things: the importance of the outcome, and the belief that it’s attainable.

…when goals are used and abused to set compensation, employees can be counted on to sandbag.

While it’s customary to accept certain constraints in exchange for a paycheck, employment is not bondage, and employees are not chattel.

Employers… may find themselves vulnerable to expensive and difficult employment lawsuits as disgruntled employees ascribe some unlawful motivation to the abusive conduct.