An evasive CEO’s dramatic fall

Elizabeth Holmes used her charisma and sales skills to woo reporters into writing fawning profiles. But then her image as a visionary started to crumble.

Monitor those benchmarks

With 2017 upon us, you may consider setting ambitious goals for your team. But think twice before you announce bold targets for the year.

Withstand a CEO’s wrath–and win

By admitting failure and committing to a better outcome next time, Brian Hasenbauer earned a CEO’s respect.

Help keep your staff fit

Physical fitness is essential for all employees, especially executives.

MORE ARTICLES, ADVICE AND WISDOM

Watch those tweets!

Today's Leadership Tip

Is the job candidate really interested in working for your company? Tom Ogletree, director of Social Impact at General Assembly, tells Fast Company that he may have the question to tease that out. “I ask, 'Think of your worst day—what happens?' You learn about people’s pet peeves, about what environment won’t work for them. Sometimes they disqualify themselves without realizing it, because they reveal they don’t really want the job.”

Features

Q. I was fired from my job. A vengeful boss resented my success and my relationships throughout the organization. I’m thinking of getting a lawyer and suing for wrongful termination. Have you been involved in such lawsuits? What’s it like to take legal action?

Workers say that 70% of the time they spend in meetings is wasted. Don’t let a meeting that you or your boss run be labeled as a waste of time. Here’s how to hold meetings that are more productive, take less time and lead to action.

As leaders we have a responsibility for supporting, enabling and expecting our teams to improve their work processes. Because of that fact, today I want to share a trio of important ideas related to process improvement — all important, all worthy of the full space available, yet I determined that giving you a morsel of each was preferable to picking one.

How about a directory of leadership blogs?

Q: “One of my star employees has developed a very negative attitude. During the past three years, I have assigned ‘Kevin’ to desirable projects, given him special bonuses and made him a team leader. However, in the past few months, he has become increasingly arrogant and uncooperative. Kevin does not reply to my emails and withholds important information. He often comes late to meetings and sometimes skips them altogether. Yesterday, he said that he does not respect my leadership style. If I officially reprimand Kevin, I'm afraid he might leave. How should I handle this situation?”