Editor’s Note: Readers sometimes ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
This is not a deep psychology dive on ego and power in business leadership, which is a huge topic.
But I want to share some practical observations about how good leaders build a powerful team by sharing power, and how others build themselves up (falsely) by imagining they can hoard power personally. I am a fan of the former.
What I have found is that the people who imagine that they have more power than they do can’t distinguish between the fact that their role has power vs. that they are powerful personally. Read more…
Here’s one thing that’s good to remember: one highly engaged employee can make a world of difference.
Take the case of Frontier Airlines, a Colorado-based air carrier that earned dubious title of Second-Most-Complained-About-Carrier in 2013 (in fairness, Spirit Airlines, the No. 1 most-complained-about-carrier, outnumbered Frontier’s complaints by almost 8-to-1).
However, 2014 is looking brighter for Frontier, and they’ve enjoyed a boost in positive awareness since a story broke about an enterprising Frontier pilot teamed up with a Domino’s Pizza manager to deliver a customer experience his passengers won’t soon forget.
Sound like the plot to a new primetime drama? Wrong. It’s employee engagement at its finest. 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…
When you hear the word “good,” what do you think of? How do you define it?
The natural inclination is to describe “good” as the opposite of “bad,” but independent policy advisor Simon Anholt has another definition – “good” as the opposite of “selfish.” And that’s the definition he uses in his new Good Country Index.
Watch this brilliant TedX video given by Mr. Anholt for more details. It’s well worth your time. Read more…
Do you realize how important it is for you to have a resilient workforce?
Do you realize your company’s success depends on this?
And, do you recognize the answer to building resilience is not simply hosting a brown bag lunch session on stress management? Read more…
“She said to me… ‘you might be president of PepsiCo, you might be on the Board of Directors, but when you enter this house you’re the wife, you’re the daughter, you’re the daughter-in-law, you’re the mother… so leave that damn crown in the garage.’ “
You have to admire the older generation. They will always speak their mind. When I read this, I thought of my parents and how their plain-spoken ability to cut through all the BS and hit the bullseye with their message.
The above statement was from Indra Nooyi’s mother in reaction to her daughter’s election to the Pepsi Board of Directors. The 58-year old Chairman and CEO of PepsiCo and mother of two daughters delivered some surprisingly frank and candid insights on work-life balance in an interview with David Bradley, owner of the Atlantic Media Company, at the Aspen Ideas Festival this week. Read more…
New information about the inadequacies of leadership at the U.S. Veterans Affairs medical centers continues to be revealed daily.
The headlines are astounding, like this one from CNN.com: Bad VA care may have killed more than 1,000 veterans, senator’s report says.
In summary, for years the wait times reported by many VA medical centers in the department’s management system for measuring effectiveness were simply false. As a result, veterans have not been served well and most everyone is outraged. Read more…
Valve, the software giant responsible for hit video game franchises like Portal and Half-Life, has made headlines in the past for its “flat hierarchy,” which is a fancy way of saying Valve employees have no bosses, sit wherever they want, and decide salaries together.
Sound crazy? Valve isn’t alone.
Online retailer Zappos has promised to flatten their hierarchy by the end of 2014 with something they call a “Holacracy,” which is another fancy buzzword that means essentially the same thing: everyone manages themselves. W.L. Gore, an enterprise technology company, is infamous for its flat hierarchy and their democratic CEO election process. Read more…
“No problem can withstand the assault of sustained thinking.”— Voltaire, French writer and philosopher
While perfection may not be possible, there’s no reason not to strive for it — as long as you don’t focus so tightly on that goal you can’t actually accomplish anything.
Instead, by continually improving your systems, processes, and productivity over time, you’ll go from mediocre to superior.
I realize some readers might look askance at this idea, since just about every CEO in America has read Jim Collins’ 2001 book Good to Great. If upgrading from good to great were easy, then why do every day companies still outnumber the great by a factor of hundreds to one? Read more…