Every company wants to know how to find and keep highly talented women in the workplace.

The Four Keys of Great Managers: When selecting someone, they select for talent ... not simply experience, intelligence or determination. When setting expectations, they define the right outcomes ... not the right steps. When motivating someone, they focus on strengths ... not on weaknesses. and When developing someone, they help him find the right fit ... not simply the next rung on the ladder.

You should know that what wakes me up at night, what gets me running fast in the morning, and, frankly, what prompts me to lose any semblance of my habitual reserve is the conviction that work doesn't have to be this grim. We can do better.

Clarity is the answer to anxiety. Effective leaders are clear.

Innovation and best practices can be sown throughout an organization - but only when they fall on fertile ground.

In the minds of great managers, consistent poor performance is not primarily a matter of weakness, stupidity, disobedience, or disrespect. It is a matter of miscasting.

Managers are, and should be, totally responsible for recognizing individual strengths (both natural talents and skills), getting those strengths in proper alignment (i.e. in the right "seats"), and then leveraging them.