There is a discussion on LinkedIn titled As a Leader, do you hear less of the truth from your team?
As I am writing this, there are 105 responses. I have been seeing this on my weekly feed for some time, and each time I see it, it bothers me. Perhaps it’s time to explore why.
Fundamentally I am bothered by a sense that truth is growing more and more elusive. Read more…
Editor’s Note: Sometimes readers ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday
As I am preparing for a session next week with an executive team on Leading Transformation, I got thinking about what blocks organizations from getting done what they intend.
What blocks their business growth? What keeps them from executing decisively on new things?
Very often it’s a realization that the people you have sitting around the table are not the ones you need to take the business where it needs to go. Read more…
Here are “Nine Things Your Employees Won’t Tell You That You Need to Know Anyway.” How many of them apply to you?
1. “If you can’t be a good boss to me, nothing else matters.”
Regardless of what else you and I may have in common — hobbies, educational background, sense of humor, political party, general world view, or even religion — if you can’t manage me well, I don’t give a damn about it. Read more…
Culture is a hot workplace topic but remains a tremendous opportunity for most organizations to further support their purpose, solve problems, and improve performance.
One of the foremost authorities on the subject of culture is Edgar Schein, Professor Emeritus with MIT Sloan School of Management, and author of many best sellers including the Corporate Culture Survival Guide and, his most recent book, Humble Inquiry – The Art of Asking and Not Telling.
He was recently interviewed for the launch of CultureUniversity.com and a number of important culture insights were captured to help bring some clarity to this deep topic. Read more…
This story isn’t new, but the lessons to be learned, sadly, still plague us.
Benjamin Moore, one of the companies in Berkshire Hathaway’s stable, made headlines for something that could have very easily been avoided.
Berkshire Hathaway officials came to Benjamin Moore’s headquarters, gave the CEO Denis Abrams his walking papers, and escorted him from the building. It was newsworthy enough that it was reported in the New York Post and other media Read more…
“Mr. Ron, we would like your insights on this issue.”
This happened throughout the conference until it got a point that I just wanted to be left alone to listen. “Let me just take it all in,” was my thought.
Last week, I was a keynote speaker at the 2nd Annual Human Resources Summit in Riyadh, Saudi Arabia. My topic: HR at the Crossroads of Business & Leadership.
One of the main pieces of advice I have for any expat is to get involved right away in your industry. The learning experiences that I have gotten from attending these conference are incalculable. Attend as many conference as possible and learn, learn and learn some more. Read more…
This is a real-talk forum. I’m not about to list leadership competencies or some empirical data I happened upon in my latest internet search on where Chief Human Resource Officers and leaders in general go wrong.
As a CHRO, you are the figurehead and face of Human Resources. The success and failure of HR’s programs and initiatives rest on your shoulders.
The obvious strategy ( assuming you still need to assert the value of HR in the organization) is to align at the top and do whatever they ask of you- even if it undermines the very essence of what HR contributes to the organization. It takes a vision, business savvy, strategy, and the ability to advocate and raise the important issues/discussions about employing people. Read more…
My mother, God rest her soul, once cautioned me to understand that not everyone takes work as seriously as I do.
I was telling her about some workplace injustice, and then I got good and mad, as I tend to do. And this is truly my cross to bear — the cross of caring too much. It sucks, honestly.
But then again, I can’t imagine not caring. Read more…
I’ve been reflecting lately on who is actually responsible for employee engagement.
At first, it might seem like a pretty straightforward answer. After all, if a company wants employees more engaged, isn’t it the company’s responsibility?
But after some recent conversations with a few colleagues, it occurred to me that it might be worthwhile delving into this a bit more. Read more…
The more resilient your workforce, the greater your ability to:
- Adapt nimbly to marketplace changes.
- Provide friendly, alert, loyalty-generating customer service.
- Implement change rapidly, with minimal resistance.
- Get maximum productivity from your employees without burning them out. Read more…