Culture

Culture, Talent Management

3 Critical Lessons For Top Brass From the Market Basket Meltdown

marketbasket

A billion dollar family business has been rocked by the voting out of the “enemy” relative who all employees love.

That’s the story of Market Basket, the Tewksbury, Massachusetts-based grocery chain of 71 stores with some 25,000 employees throughout the Northeast.

A groundswell of popular support — rallies, strikes, and protests attended by thousands of loyalty workers — has followed the firing of Arthur T. Demoulas, its former beloved CEO. Demoulas was replaced in June by a board now controlled by his cousin, Arthur S. Demoulas, a rival heir to the company built by their Greek immigrant grandparents, who opened their first store in 1916.

Although the stores remain open, shelves are sparse because warehouse drivers as well as outside vendors have refused to make deliveries. Customers have taken to social media to show their support for the employees trying to get their boss back. The company is losing millions of dollars a day. Read more…

Culture

Improving Engagement: It’s About Pumping Up Your Culture Muscle

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Leaders often struggle with managing approaches to improve engagement and ownership as part of a process that directly impacts results.

Company meetings, one-off engagement activities, and other approaches might work but there is a technique you should build into the fabric of your organization. It’s a relatively simple but powerful process that supports improved engagement, ownership, accountability, and results but requires some discipline and consistency.

The building culture muscle process

The concept of “building culture muscle” is extremely powerful and includes four very basic steps: Read more…

Culture, Talent Management

Hiring For Core Values Is a Good Start, But There’s More to It Than That

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This won’t be surprising to regular readers of this blog, but I am a firm believer in the importance of hiring people who personally reflect your organization’s core values.

Why? Because it makes it that much easier to embed your values into the way they work every day.

Of course, I’m not unique in my thinking. I’m sure many of you agree with the approach. Read more…

Culture, HR Insights

A Message From the Mountaintop on the Value of Work-Life Balance

Photo illustration by Dreamstime

“Work efficiently during office hours and leave on time. Give the required time to your family, friends, and get proper rest. 

Value has a value only if its value is valued.”

I came across parts of this speech the other day and was floored by its simplicity. The main object of my excitement in reading this was that it came not from someone down in the depths of the organization, but from the CEO of a major company.

In other words, it came from on the top of the mountain. Read more…

Culture, Leadership

Is Teamwork Overrated? Only When Leaders Aren’t Really on the Team

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There’s no ‘I’ in team.”

“We appreciate you taking one for the team.”

“You’re not a team player.”

If the corporate realm has given birth to a more odious, misused, and abused word than “team,” I must confess that I don’t know what that is. Read more…

Culture, Talent Management

Finding Change Agents: It’s the Critical Part of Change Management

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Change. It’s inevitable. Chances are you’re in the middle of a change initiative of some kind in your organization at this very moment.

What’s your attitude towards change? Excitement? Concern? Avoidance? Trepidation?

All of those are valuable and I can guarantee all are felt to one degree or another by every person in your organization.

But change is necessary. We cannot always remain as we are and continue to grow, develop and mature. Read more…

Culture

Building a Strong Team: It Really Takes an Emphasis on Trust

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To build a strong team, there has to be a high level of trust. Trust is the glue that holds people together and the lubricant that allows energy and passion to flow. Trust builds internal cohesion. The ability to display and engender trust corresponds to the fifth level of personal consciousness. Trust increases the speed at which the group is able to accomplish tasks and takes the bureaucracy out of communication. The principal components of trust are character and competence. Read more…

Culture, Talent Management

Your Talent Is Your Brand, So Why Do So Many Treat Talent So Badly?

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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…

Culture, Talent Management

Managing the Workplace “Noise” Surrounding a Cultural Change

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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…

Culture, Global HR, Webinars

TLNT Webinar – Think Globally, Onboard Locally: Tips for Designing a Global New Hire Experience Program

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

Sponsor:  Docusign