Development Dimensions International (DDI) and The Conference Board have recently released a report titled Global Leadership Forecast 2014|2015.
This report, the seventh of its kind published by DDI, includes survey responses from 13,124 leaders, 1,528 global human resource executives, and 2,031 participating organizations.
The volume of respondents allowed DDI to look at findings from a variety of perspectives – multi-national vs. local corporations, spans four leadership levels and leaders/HR professionals of different genders, ages, 48 countries, and 32 major industry categories. Read more…
We think there are millions of ways to engage, or disengage, employees but there aren’t.
Truly, there are only six. The six basic emotions we feel as humans, which are:
- Happiness; Read more…
Employee retention is a double-edged sword.
According to Merriam Webster, in addition to being a sword with two sharp edges, this is defined as something that can have both favorable and unfavorable consequences.
That’s about right. Read more…
Seth Godin is one of my favorite “short form” bloggers.
Generally, his posts offer pithy insight and advice in short, easily digested posts. Here’s a nugget from a recent such post:
The best way to change long-term behavior is with short-term feedback. The opposite is not true. We rarely change short-term behavior with long-term feedback… If you want to reward (or punish) short-term behavior, don’t do it down the road.” Read more…
Creating change in the workplace? Your employees better be engaged first.
Creating change within the work environment can be a difficult task. Often, the employees who most need to reassess their habits are the ones who are the most resistant to HR and management’s efforts to introduce some new energy and perspective into office operations.
What’s more, the need for change isn’t always on the micro level, with a single member or particular subset of staff. Companies occasionally find they need to reevaluate the entirety of their work cultures, and in those cases, the complexity of the undertaking becomes even greater. Read more…
Are you feeling uninspired and stuck at work? Perhaps it’s the people around you.
It’s nice to have colleagues who support us and are of like mind – they boost our confidence and allow us to relax. We develop a network of people with whom we like to work because we know their styles and they know ours.
It’s comfortable and expedient and it works. Read more…
“It seems to me that everything that happens to us is a disconcerting mix of choice and contingency.” — Dame Penelope Lively, British author.
On the morning of Feb. 15, 2013, a fireball ripped through the sky above the Russian city of Chelyabinsk, exploding 18 miles up after leaving a streak of fire tens of miles long.
The minor asteroid, which was about the size of an apartment building, was actually the second to have visited the Siberian region in a little over a century: 1908′s Tunguska meteor, which was about the same size, fortunately fell to Earth in an uninhabited wilderness, blowing down and charring 800 square miles of timber. Read more…
Max Shireson, the CEO of mongoDB, turned in his resignation this past week.
That announcement in itself isn’t really that big of a deal, CEOs turn in resignations every day. The reason he turned in his resignation is huge. I’ll let him tell it in his own words from a letter he sent to mongoDB’s workforce:
Earlier this summer, Matt Lauer asked Mary Barra, the CEO of GM, whether she could balance the demands of being a mom and being a CEO. The Atlantic asked similar questions of PepsiCo’s female CEO Indra Nooyi. As a male CEO, I have been asked what kind of car I drive and what type of music I like, but never how I balance the demands of being both a dad and a CEO. Read more…
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…
Several leading business journals recently have declared the job itself, as a vehicle for packaging work, to be on the endangered species list .
Commenting on the same phenomenon, Charles Savage describes “the rigor mortis of the industrial era” where the division of work and managerial supervision represented “structured distrust.” As the industrial era is replaced by the knowledge era, he predicts, both jobs and managers will be gone. Thus, making the need for the position description redundant.
While, this is, admittedly, a fairly radical stance, the Academy of Management Executive concurs: Read more…