For many people, managers included, one of the most difficult times is when you have to speak in public. For some people, this is not a major problem, but you will not succeed as a manager if you are unable to speak confidently in front of a group. You don't have to enjoy it, but you do have to be able to do it well.

Like so many other things, public speaking gets easier with practice. You just go out and do it and each time it gets easier. To get you started, here are the 10 steps that show you How To Speak In Public To A Group. It gives you the tips you need to be an effective public speaker. They will help you whether you are speaking to your first handful of subordinates or addressing a major industry conference.

Here's a good article from MSN.com about What Makes a Good Boss. Personally, I think the most important comment in the article is in the second section where Wayne Botha is quoted as saying "good bosses focus on getting the job done, not on measuring the hours that a subordinate sits in the chair."

We've had a discussion going about best bosses for some time on this site. Here's a sampling of what your peers have said here about "best bosses". At the bottom is a place for you to submit your choice.

We all have a little voice inside us that tells us when something isn't right. Sometimes we can ignore it, but it's always there. Managers are well advised to listen to their inner voice. It can keep them out of trouble and make them more effective. Read Scruples Are A Good Thing to learn more. As times get tough, you may be tempted to do things you know you shouldn't. Listen to your inner voice. It can keep you out of trouble.

In a recession it is even more important than usual to stay connected to your customers. Do you know what your customers think of you and your products? Can you hear the "voice of your customers"? Do you listen to it? You should.

The best way to find out whether your customers are satisfied is to ask them. What you ask and how you ask are important. However, the most important thing is what you do with their answers. Read Customer Satisfaction Surveys to learn how to do a customer satisfaction survey that works.

Managers are often faced with hard financial decisions. Is the cost of a new production machine justified by the benefit received? Is it cheaper to buy a customer management software package or build one ourselves? Should we close one location or cut all locations by 15%? The easiest way to answer those questions is with a cost benefit analysis. Here's how to do a cost benefit analysis and to avoid some of the common mistakes.

Although a cost benefit analysis is most commonly done on financial questions it can be used for almost anything. Not sure whether that proposed marketing campaign is a good idea? Do a cost benefit analysis. Worried about which health care plan to select for your employees? Do a cost benefit analysis. Should we outsource our call center to India, Jamaica, or Canada? Do a cost benefit analysis. It's a great tool. This article tells you how to do a cost benefit analysis right.

These are tough times. People are worried about their jobs and their companies. So it is not surprising that some may be discouraged. Does someone on your team seem "down"? It is important for a manager to know how to recognize a discouraged employee and to know what to do to help them return to their former level of production.

An employee who has become discouraged will not perform at the level he or she is capable of achieving. In addition, they can begin to draw others down to their level.

Read Helping A Discouraged Employee to find out how you can help the employee, your team, and yourself get through this difficult period.

It is important to be able to communicate clearly, to be able to convey information to others. As managers, we have to do this throughout the day. However, it is equally important to be able to receive information - from your employees as well as your superiors. Most of us have learned that you can't hear if you are talking, so we let others talk and we listen to what they say.

Yet what your employees do not say is as important as what they do say. You have to develop the ability to listen to what they are not saying and dig through that to get to the truth. Otherwise you will have the false perception that you are doing fine - right up to the minute you are fired and replaced by someone who can be effective. So Listen To What They Are Not Saying and you will be a better manager.

I have commented frequently on how out of balance CEO compensation is with that of their employees in many US companies. In CEO Bonuses: Necessary or Greed? I expressed my astonishment in the excuse used for these bonuses as "we need them to keep top talent" when that "top talent" has proven incapable of anticipating, and in many ways causing, the greatest depression in this country in almost a century.

Finally someone in Washington is doing something about it. U.S. pay czar Kenneth Feinberg cut the pay for the final two months of the year of the top 25 earners at seven companies the U.S. government bailed out financially earlier this year.

While American International Group Inc, Citigroup Inc, General Motors Co, Chrysler, GMAC and Chrysler Financial finally seemed to "get it", Bank of America trotted out the old concern about losing their "top talent" as a result of this.

What do you think? Did the government go too far? Is Bank of America right? Or does more still need to be done? Use the comment link below to share your thoughts with your peers.

In a poor economy, employees are reluctant to give up their jobs because they worry more about finding a new one. However, this does not mean that you can just assume they will stay regardless of what you do. Nor does it mean you don't need to recognize their performance and reward it. Good employees are what will get you through a bad economy and make you stronger than your competitors when it is over.

And it's not enough to ask for feedback and innovative ideas from your employees. You need to find ways to help your employees implement their good ideas and help them perform at their best. That's how you'll keep your employees.

So how do you motivate employees to continue to perform at the levels you need? How do you reward and provide recognition? Here are some ideas:

• Give Positive Feedback
  Something as simple as telling someone when they have done something right can be a powerful motivator.
• Lunch with the CEO
  This article focuses on communication, but the opportunity for a top performer to have lunch with the CEO and "talk business" is the sort of thing that will motivate your top performers.
• You Can't Listen With Your Mouth Open
  Another excellent motivator is to actively listen to an employee. Give them your undivided attention for a few minutes and listen to them without interrupting.
• Delegate, Don't Just Dump
  Many employees like to do good work so they will be given better assignments and harder tasks. If you use this technique to motivate and reward, make sure you understand the difference between delegating (good) versus dumping (bad).

October 16th is celebrated as Boss's Day in the US. Reportedly, it was started in 1958 by a woman, Patricia Bays Haroski, who felt the company for which she worked didn't do enough to recognize good bosses.

Robert Frost once said, "By working faithfully eight hours a day you may eventually get to be boss and work twelve hours a day." Despite that, many of us have chosen a managerial career and enjoy what we do. Even if your employees don't do something for you on Boss's Day you can use the time to reflect on what it means to be a good boss. Here are some resources:

• How To Be A Better Manager
• Does Your Boss Know You Have a Life?
• The Toxic Boss Syndrome
• Hire, Inspire, Admire, Retire