Second of two parts
Yesterday I wrote about The Need For Speed and Why It Is Critical For Business Success, and how executives are beginning to realize that the need for speed may not just be a luxury; it is probably already a critical success factor for business survival.
Today, I have a list that contains the 10 foundation steps that HR must complete if it wants to play a major role in effectively managing workforce speed.
1. Develop the business case for “workforce speed”
The first critical action step within HR is to build a compelling business case for developing programs to manage and increase speed. Read more…
First of two parts
I work in the Silicon Valley, where we have a long-established mantra of “faster, cheaper and better.”
But now no matter where you work in the world, almost everyone can sense the fact that every aspect of global business now seems to move significantly faster than it did even 10 years ago. You could even label the 21st century as “the century when speed dominated.”
This increased speed means that new products and product features come to market at an amazing rate, copying is almost immediate, everything you rely on seems to become quickly obsolete, and long-established businesses routinely lose out to faster moving startups. Read more…
When the CEO of one of the nation’s largest pharmacy chains announced that the company would stop selling tobacco products in its 7,700 drug stores, he made headline news and set a powerful example for others to follow.
CVS Caremark (recently renamed CVS Health) President & CEO Larry Merlo put a firm stake in the ground by voluntarily forgoing a source of $2 billion a year in revenue.
So, you might be wondering, what was he thinking? Read more…
By Eric B. Meyer
I recently read this CareerBuilder poll, which found that the majority of workers don’t aspire to leadership roles. Here are the numbers:
- One in five (5) workers (20 percent) feel his or her organization has a glass ceiling — an unseen barrier preventing women and minorities from reaching higher job levels.
- However, when looking only at workers who aspire to management and senior management positions, the percentage increases to 24 percent and is even higher among females (33 percent), Hispanics (34 percent), African Americans (50 percent) and workers with disabilities (59 percent). Read more…
Editor’s Note: Readers frequently ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
Creating future “owners. That’s the job of a leader.
That means cultivating team members who “own” the vision like we do, not merely directing a group of people who “rent” the vision. If leaders fail to delegate responsibilities, they will never fully develop “owners.”
To put it in perspective of a leader, when “I” am unable to both delegate projects and develop people: Read more…
Many people split the world into dualities: You’re either this or that. Positive or negative. On or off. Black or white.
But in reality, human behavior occurs mostly in the shades of gray between any two extremes. So when it comes to leadership, I hate to say, “You’re either part of the problem or part of the solution.”
But it’s easy to see how it could be true. Read more…
Should we stop trying to transform culture?
During a recent keynote, Jeb Dasteel, Senior Vice President and Chief Customer Officer at Oracle Corporation, said something that gave me pause.
“Don’t try to change the culture,” Dasteel urged the hundreds of change agents gathered in a hotel conference room. “Exploit it.”
Dasteel went on to explain that, while building a customer experience strategy inside Oracle — a company that had historically valued its intellectual property more than its customers — he chose to leverage the prevailing engineering mindset, instead of trying to change the organizational culture, as so many of us might be tempted to do. Read more…
In a few weeks, I am going to talk with a local compensation association about pay transparency.
As I’ve been writing over the last few months, I think there’s a cultural shift underway, with pressure building from various angles to “out” employee pay.
It’s natural that employers in Silicon Valley are feeling the most pressure. Many of its company cultures strive to live up to open communications standards like “don’t be evil.” The rest scramble to lure talent away from these companies, even though their own devotion to core values is not as obvious to employees. Read more…
“The truth is, everything that has happened in my life, that I thought was a crushing event at the time, has turned out for the better. You learn that a temporary defeat is not a permanent one. In the end, it can be an opportunity.”
This was a statement from one of the wealthiest people in the world, Warren Buffett. It is also a very true statement.
When we stare defeat in the face, it sometimes frightens us. It completely shakes up our equilibrium, but eventually, we will realize that it all worked out. Read more…
For those who aren’t big Major League Baseball (MLB) fans you probably don’t know what the “September Call-Up” or “Expanded Rosters” mean.
Each year on September 1, as the MLB season goes into its final month, the league allows teams to invite players from their minor league teams to join the club and the roster number expands from 25 to 40.
For teams who are out of the playoff race, this allows them to give some younger guys an opportunity to perform on a larger stage. For those in playoff races, or teams that have already solidified a playoff berth, the extra players allow them to rest some regulars. For playoff teams these extra 15 players can’t play in actual playoff games, only in the final regular season games. Read more…