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Managers in sentence

818 examples of Managers in a sentence

And then I realized, it wasn't just superannuation funds, it was banks, insurers and fund managers.
By sovereign wealth funds, fund managers, pension funds, banks, insurers and reinsurers.
Of course, we need scientists and policymakers and organization leaders, but just as importantly, we also need accountants and managers and assistants to work in these organizations that are tackling these problems.
In fact, we appear to be employing more CEOs and senior managers than ever before.
They can be nurses, other clinicians, care managers, social workers.
So what this illustrates is that as managers, whether we're women or men, we have mindsets about women and men, about careers in leadership, and these unexamined mindsets won't close the gender gap at the top.
One young scientist that works in a biotech firm used her insight about the missing 33 percent to weave financial impact data into a project update she did and got tremendous positive feedback from the managers in the room.
And if you think about what I've just shared, that you have situations where at least 50 percent of your middle managers haven't received clear messaging that they have to become focused on the business, where it's headed, and their role in taking it there, it's not surprising that that percentage of executives who are confident about alignment is so low, which is why there are other people who have a role to play in this.
This is back in 1964, when the technical managers have suits and ties and NRK rolled all its equipment on board a ship, and 200 meters out of the shore, transmitting the signal back, and in the machine room, they talked to the machine guy, and on the deck, they have splendid entertainment.
Who knew about extension managers?
You, as leaders, as managers, are you making it individually useful for people to cooperate?
Lesson number four: you need champions at all levels of society, from students to commercial managers to famous people.
These improvements can be expensive, so managers must decide what the acceptable uncertainty for each project is.
Selected members of the House, known as managers, act as the prosecution, while the impeached official and their lawyers present their defense.
This testing out period removes the perceived risk that some managers attach to hiring relaunchers, and they are attracting excellent candidates who are turning into great hires.
Crackdowns on buyers drive sellers to take dangerous risks and into the arms of potentially abusive managers.
The bank managers would indulge us for 30-45 seconds before calling security.
I once attended a conference that brought together human resources managers and executives, high-level people, using such systems in hiring.
They thought that this would make hiring more objective, less biased, and give women and minorities a better shot against biased human managers.
My immediate managers had not confessed to their higher-ups that the programmer they hired for a serious job was a teen girl who wore jeans and sneakers to work.
So at this human resources managers conference, I approached a high-level manager in a very large company, and I said to her, "Look, what if, unbeknownst to you, your system is weeding out people with high future likelihood of depression?
Look, such a system may even be less biased than human managers in some ways.
On the one hand, you have high-education, high-wage jobs like doctors and nurses, programmers and engineers, marketing and sales managers.
And so I got myself a job and I was working for a consultancy, and we would get in to these meetings, and these managers would come in, and they would say, "Well, what we're going to do here is really important, you know."
And let's get to the heart of what's been crippling our society from taking care of your responsibility to be better life managers.
We call them "middle managers," but it's a term I wish we could change because what they are is our pipeline of future talent for the C-suite, and they are starting to leave their dishes in the sink.
While organizations are hiring people like me to redevelop their senior leaders for the future, outdated leadership habits are forming right before our eyes among the middle managers who will one day take their place.
We need middle managers and senior leaders to work together, because this is a big problem.
We need middle managers and senior leaders to work together to define a new way of leading and develop each other to rise to the occasion.
These stories really get to me when it's the fast-track, high-potential managers like John because they're probably the most capable of making waves and redefining how leaders lead from the inside.
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