A friend of mine posted this blurb on Facebook from an audio book he was listening to (note: I don’t know the name of said audio book):
Numerous studies have shown us that those given authority are more likely to lie, cheat and steal, while also being harsher in their judgments of others for doing these same things. Science tells us people with power feel less compassion for the suffering of others.
Previous experiments also show us that those who are obedient to authority are capable of the worst forms of murder, and tolerant of the worst forms of abuse. They will even chastise those of us who resist corrupt authority. They become facilitators of evil, believing that obedience to authority absolves them of personal responsibility. “ Read more…
At the time you announce a new strategy, reorganization, acquisition, or any significant change in your organization, the conversations are likely already underway everywhere.
It is human nature, and brain science has verified, that we want to eliminate uncertainty in our lives; therefore, we talk to each other about what is happening around us.
If we are not talking, then you can be certain that we are thinking about what is going on around us and not focused on the task at hand resulting in less than normal productivity.
Stated another way, the amount of alignment and clarity in your organization is decreasing. Read more…
Don’t miss out on next weeks TLNT webinar! With the growth market conundrum hypothesizing that we are the cusp of a fundamental shift of economic power from the developed world to emerging markets, and with executives unable to manage global talent now is a better time than ever to start paying attention.
With only 30 percent of executives surveyed able to manage talent globally and an even lower 28 percent actively investing in expanding global management, everyone has a little bit of room to learn some tips and tricks. Please join host Nicole Dessain in this Docusign webinar as she shares the following:
- Understand impact of macroeconomic developments on global talent strategy;
- Learn about key elements of a “core” onboarding experience that allows for local customization;
- Receive tips and resources to get you started with designing a global onboarding program.
Missing out on an chance like this to broaden your global management skills at such a critical time as this will not be good for future business practice and/or sustainability. Don’t miss out and register today!
Date/Time: July 30, 2014 at 2 pm Eastern/11 am Pacific
Registration Link: https://cc.readytalk.com/r/wcbg6s4ws65k&eom
Call it a combination of ohhhhm and aha!
Those simple, powerful sounds sum up what my colleagues and I think is crucial for organizations when it comes to talent these days.
That is, companies need to be “Enlightened Organizations” in order to be great workplaces and to be successful.
We mean “Enlightened” in both the Eastern and Western senses of the term. Eastern in the sense of principles of wisdom, kindness and harmony. Western in the sense of the Age of Enlightenment, and its concepts of scientific inquiry, progress and analysis. Read more…
CEO’s continue to publicly proclaim their efforts to manage significant and meaningful culture change.
Some miss the mark and show their lack of understanding this critical topic. Others, like Satya Nadella of Microsoft, share a much clearer vision and appear like they truly “get it.”
What separates the visionary and capable culture champions from the vast majority of leaders that don’t understand the culture fundamentals? Read more…
With a majority of companies struggling to engage or connect with their workforce, now is the perfect time to familiarize yourself with some various ideas involving “Rewards Programs” for employees. Please join host Gwen Seeboth in this highly educational and eye-opening webinar sponsored by Michael C Fina.
The following and more will be covered:
- Exactly how employee “Reward Programs” are designed to engage your workforce
- How the program in turn generates better morale AND better referrals
- How effective leadership is required to really be the driving force behind a recognition program
Better to sign up and get registered for this event now as it shaping up to be a big hit, and how great would it be to receive a little recognition for helping to incorporate a “recognition program”.
Date/Time of Webinar: Aug, 13, 2014; 2 pm Eastern/11 am Pacific
Registration Link: https://cc.readytalk.com/r/ryziaydhkb35&eom
Sponsor: Michael C Fina
My fascination with culture began more than 40 years ago when another young industrial engineer named Jim Delaney and I started a process improvement consulting firm not long after graduating from UCLA.
I quickly discovered that it was easier to decide on change than to get people to change.
I observed that companies, like people, had personalities, and while some were healthy, most were like dysfunctional families. They had trust issues, turf issues and resistance to change. Read more…
Innovation – finding a better way of doing something or creating something new — that’s how Google, Apple, Microsoft, Amazon, and countless others became such well-known brands.
Rather than just “do what the Roman’s did,” they created something that no one else had, or at least delivered products and services in a way that their competitors had not done.
Innovation doesn’t just happen. Innovation requires key areas of your business running like a well-oiled machine. Read more…
The Conference Board CEO Challenge 2014 found that CEOs, presidents, and chairmen from more than 1,000 companies worldwide named “human capital” — developing, engaging, managing, and retaining talent — as their leading challenge.
So, what should these companies be doing to optimize their employees?
To engage employees organizations must create a culture that encourages them to thrive and allows them to realize their full potential.
This starts with leaders bringing the corporate vision to life and aligning environment, communication and emotional drivers to the company’s strategic vision and brand. Doing so means adjusting how the company interacts, trains, coaches, motivates, and incentivizes employees. Read more…
Years ago, NASA ran a series of experiments on the best way to make decisions.
They used a series of survival scenarios, and asked individuals in a large group to solve the challenge and rate themselves. Then they asked small groups to solve the problems and rate their performance.
About 98 percent of the time, the groups received better scores than the individuals. Read more…