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The article focuses on the profound impact of trustworthy leadership, emphasizing that trust is essential for effective relationships in both personal and professional contexts. Topics include the dual importance of a leader's character and competency in building trust, with insights from research highlighting behaviors that either foster or break trust.

The article discusses key factors that drive leadership failures. These factors include the leaders' failure to create a focus by clarifying the team's direction and individual performance expectations, emotional unintelligence and the lack of situational awareness. Other factors driving leadership failures are poor planning, avoidance behavior, and the failure to develop and coach people for success.

EXECUTIVE SUMMARY In the 21st century, healthcare executives are facing changes of unprecedented magnitude in virtually every area, affecting their ability to compete. That hindrance brings with it a greater [...]

Why do leaders fail? While failure can be described in many ways, we define failure as "the inability of a leader to deliver the desired results through others that their organization needs in a timely, appropriate and sustainable fashion." With this focus, we have learned a great deal about why business leaders fail by creating platforms where leaders themselves can openly and honestly share their leadership experiences, thinking and adventures. One of the key things learned from a series of focus groups with over 1,100 business leaders is that in periods of rapid organizational change, leadership failure is more likely for several important reasons. [ABSTRACT FROM AUTHOR]

Reports show that human resource (HR) leaders are being required to make large scale adjustments in several key areas due to the United States' challenging economy. HR leaders are expected to appraise their appraisal process and seek out areas for improvement. It is believed that neglecting appraisal effectiveness can create several problems.

EXECUTIVE SUMMARY In more normal times, leaders perform myriad important tasks at the strategic and operational levels that can include creating vision, clarifying the mission, developing action plans and building [...]

Improving manager's performance during challenging economic times requires changes in managerial performance appraisals. The four important components of these appraisals are managerial performance planning, continuous performance management, written appraisal, and review of managerial performance. Guide questions for ensuring the success of each component are also supplied.

The impact of rapid market changes on the organization structure of business enterprises is examined. The reasons of the inability of managers to adapt to these changes, and the results of their failure to adapt to change are discussed.

The study results exploring several key issues surrounding managerial appraisals, using qualitative research methodology, and on 175 seasoned managers, are discussed.

The significance of management training, for organizational effectiveness, is examined.

EXECUTIVE SUMMARY Downsizing remains a widely used business strategy in America because it's seen as a quick way to realize cost savings in an organization's labor force. But a key [...]