Every company wants talent. But not every company is bestowed with the leadership that unleashes talent’s power. Talent without leadership is as good as spitting into a gale-force wind.
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All around us are thought leaders who know that being “human first” must be a core characteristic. That focusing on building a positive, enabling work environment makes us far more productive. That engaging with employees and customers – as fellow humans worthy of respect – pays huge dividends. And that leading from a motivating, empathetic position is good for both our people and our profits.
It is those thought leaders we honor now.
The only way you can ever expect to be more and do more with your life is to understand that sometimes, you have to be willing to go above and beyond what others are doing around you. Taking the path of least resistance or settling for “good enough” just because that’s what everyone else is doing just won’t bring home the bananas.
It used to be that customers relied on a company to provide information to help solve a problem. Now, according to Blasingame, customers have the necessary information needed to decide how best to solve their problem. The internet and social media are at the heart of this shift.
We are honored to serve alongside other thinkers and doers who are pioneering a new way in business and leadership. Here are a few we don’t want you to miss.
There is a movement toward a kinder, gentler corporate environment that focuses on appreciation of the contributions of employees. I think it’s a great idea that’s time has come.
First, I think it’s important for everyone to understand what a flat hierarchy really is. Essentially, what it means is that everyone is on the same level. In a traditional hierarchy, there are multiple levels of authority, and usually the hierarchy will dictate who to report to, who makes the decisions, etc. A flat hierarchy is a complete restructuring of this way of thinking – it’s not a simple change.
Feminine values aren’t about gender, but guide the way we relate to people. They are the wellspring that shapes one’s leadership – male or female. Given the destructive nature of “thinking that have contributed to many of the problems we face today, from wars and income inequality to reckless risk-taking and scandal,” masculine-based values are depleting the sources of inspiration and crippling workplace cultures.
It’s perhaps the worst kept secret in the business world that what you know is worth only about 25% as a predictor of whether or not you will succeed. The rest is based on fit – how you fit with your boss, your team, your customers and your organization’s culture.
The science of strategy may give the organization some clarity about its moves in the marketplace. However, the art of strategy needed to implement the ideas eludes many managers.
John (that’s not his real name) was a CEO. He ran a large global business with outposts in over 40 countries, thousands of clients, and billions of dollars in revenue. He’s a storyteller. One of those people whose presence lights up the room. He can convince, persuade, cajole and charm with the best of them — it’s one of the many talents that helped him make it to the top.
John had a problem. He had a strategy.
Most employers still ask for a resume before a candidate can go through to the next round. And yet, their value is being questioned across the spectrum. Does a static document, which can be a hinderance in the world of four year careers, really tell people what you bring to the table?
Management needs to dramatically improve how to listen to employees’ ideas to improve the workplace....
Executives and leaders are critically important in engaging and focusing their teams. The best leaders in organizations help lead their teams and colleagues out from under the cloud of a layoff and use the event to challenge the old ways of working and thinking.
Here is what we’ve seen leaders do amidst a layoff:
Thank God for this week’s guest, Tim Kuppler, former president of Dennison Consulting, author of The Culture Advantage and founder of Culture University. Not only does Tim get it, but he’s been studying it for most of his career. He wrote a book on it, a collaborative effort with four other experts, and he’s built an insight-delivery vehicle for leaders to access the true significance of this all-important aspect of business.
The subject of workplace culture was once again in the limelight with the media and political circus surrounding the massive General Motors ignition switch recall crisis that led to at least 13 deaths. I started the research for this post thinking I would share some fundamentals about true culture change and connect them to GM’s management of this safety crisis. I now believe Mary Barra, the new GM CEO, will successfully lead one of the most significant culture transformations in history. We should all watch as this live case study unfolds because the insights will be meaningful for any organization.
“The first principle is that you must not fool yourself and you are the easiest person to fool.” The article noted that the actions of many of the actors in these unfortunate events “rarely seem to have recognized the path they were going down because they decided to fool themselves.” So how do we, as leaders, avoid fooling the “easiest person to fool”?
If you’ve spent any time around here, you’re bound to know my favorite business book of all time, which we affectionately refer to as “The unofficial manifesto of Switch and Shift:” Give and Take, by Adam Grant.
Yes, it’s that good.