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"Leadership is the art of getting someone else to do something you want done because he wants to do it."
~ Dwight Eisenhower

The Management Mentor Mission

Management Mentor provides tools for professional development and career success. Management Mentor provides quality management advice and resources to help you manage people and be a strong, effective leader. Our sources include successful managers and reputable resources such as business publications and organizations.

 

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In a management position, you experience the joys and (dare we say) pains of leading and supervising people. Your skill in that endeavor can ensure your career success. We're here to help.

 

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natalie brecherManagement Mentor is produced by Natalie Brecher of Brecher & Associates Inc. With more than 25 years of executive experience, Natalie knows firsthand how to help managers lead and employees improve performance. Responsible for a real estate company with $45 million in revenues and assets valued over $300 million, Natalie has supervised a staff of over 800 to achieve company goals.

          To learn more about Natalie Brecher and her leadership / management keynotes and professional development training, go to:

Performance Improvement Resources

 

Natalie doesn't just "speak"

on management and leadership...

she's lived it!

News, Trends & Statistics

for Management and Workplace Performance Improvement

Read the recent postings

and then explore our archives. 

 

Volume X-X

 

Gender Pay Gap Persists

Women managers make 81 cents to a man's buck, according to a report released September 2010 from the Government Accountability Office. That number from 2007 is up a couple pennies from 2000. It mirrors many pay studies that peg women's pay at about three-quarters of men's pay, and it highlights the glacial pace at which women are closing the gender pay gap.

     The pay gap exists in good economic times and bad. Many studies, including the GAO report, control for such factors as job experience and gender preference for different jobs to make a fair comparison of wages.

     Reasons for the pay gap vary, from equal-pay laws that aren't enforced and stingy family leave policies to women being relatively poor salary negotiators, experts say

~ Statistics Source: Los Angeles Times

 

      Q: How does your organization's pay fare? Has a comparison analysis been made? When was the last one completed and how often is it updated to ensure fair and equitable pay?

 

 

Work From Home with and without Pay

46%: Architecture firms reporting an increased demand for home offices

3.3 million: Americans performing some work from home as part of paid workweek

10.2 million: Americans who take work home, informally, without pay

7 hours: Average number of hours worked at home per week without additional pay

~ Sources: American Institute of Architects and Bureau of Labor Statistics

 

Q: Are you open to employees working from home? How do you manage performance? Why are employees taking work home? How is it affecting productivity?

 

 

Older Workers

In a survey conducted by the AARP, 27 percent of workers age 45 and over reported economic conditions postponed their retirement plans. Most plan to keep working and earning in retirement.

 

Q: How are you addressing older employees' needs? How are they motivated differently than younger workers? How do you personalize rewards to meet differing desires?

 

 

Five Keys to Being an Effective Leader

In the book, The Leadership Code: Five Rules to Live By (Harvard Business Press), authors Dave Ulrich, Norm Smallwood and Kate Sweetman report they considered the top books on the topic written by experts to derive their theories.

1. Shape the future by being a strategist

2. Make things happen by being an executor

3. Engage today's talent be being a talent manager

4. Build the next generation by being a human capital developer

5. Invest in yourself by working on your personal proficiency

     Following the five keys will help you achieve 60 - 70 percent of leadership requirements. The 30 percent difference? That's based on how you deal with specific issues in your organization.

 

Q: How do you rate on the first four keys - your strengths and weaknesses? How can you keep your strengths current and reduce weaknesses by Key Five, investing in yourself? What have your done to improve your proficiency lately?

 

 

What is it about employees that keeps you up at night?

Write and let us know.

mailto:info@management-mentor.com

 

©2006 - 2010 Natalie Brecher             E-mail: info@management-mentor.com