Good management is less about perfect plans and more about clear choices every day. If you lead people, you face the same problems: unclear priorities, overloaded calendars, and low energy. This page gives simple, actionable habits you can use this week to improve how your team works and how you feel about leading.
Pick one main team goal for the month and two supporting objectives. Share that goal in writing and mention it in meetings so it becomes the default filter for decisions. Use short weekly check-ins to track progress—five minutes per person is enough. If someone asks for help, ask “Which of our goals does this support?” That question forces alignment and cuts noise.
Break big work into two-week tasks. Make deadlines visible on a shared board so teams can spot bottlenecks. When you see the same item stuck twice, step in and remove the obstacle or reassign the work.
Stop doing work others can do. Match tasks to people's strengths and give a clear outcome, not a step-by-step script. Set boundaries: tell people what success looks like and when you’ll check in. Trust means resisting the urge to rewrite their work; coach with questions instead of edits.
Schedule short one-on-ones every two weeks. Use them to unblock people, discuss career moves, and catch small issues before they grow. Keep notes and follow up—people notice when you remember past conversations.
Run meetings that matter. Only invite people who need to decide or give essential input. Share an agenda and required pre-reads 24 hours before. Start with the decision needed and end with clear next steps and owners. Cut regular status meetings that turn into monologues—replace them with a quick written update and a short sync for blockers.
Make communication crisp. Use three-line messages for requests: context, action, and deadline. For complex topics, use a short doc or a recorded voice note. This saves time and reduces back-and-forth.
Measure what helps. Track two numbers that show progress toward your main goal. Avoid vanity metrics that look good but don’t change behavior. Review these metrics weekly and adapt plans based on small experiments—not big guesses.
Protect focus time. Block deep work hours and discourage meetings then. Celebrate teams that finish work ahead of schedule, not those that stay late. Good managers remove interruptions so people can do their best work.
Finally, model behavior. Show calm under pressure, own mistakes quickly, and credit the team loudly. Small habits — clear goals, real delegation, short meetings, and honest feedback — change how a team performs. Try one change this week and watch what happens.
Start small: pick one habit to test for two weeks. Tell the team why you’re trying it and how you’ll measure success. At the end of the trial, gather quick feedback and decide to keep, tweak, or drop the habit. Repeating small tests builds real, steady improvement every day.
Borussia Dortmund has terminated their association with manager Edin Terzic upon his request. This sudden departure has left fans and the football community in shock. The reasons behind Terzic's decision remain speculative, as the club seeks to navigate this unexpected transition.