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Leadership Lesson: The Difference Between Google and Apple

Leadership Lesson: The Difference Between Google and Apple | Change Leadership Watch | Scoop.it

Google and Apple - what makes for innovation and what are the lessons learned?

 

...Google could have made the decision to stay solely focused on search, but they had the foresight to move beyond the certainty of what is to pursue new opportunity by focusing on what if.


Apple on the other hand, while once the leading innovator in their space, has ceded that position to other more aggressive players like Samsung, HTC , and yes, Google.


Where Apple went wrong is they began to confuse version releases and feature improvements with innovation.  


Via Dr. Susan Bainbridge
Deb Nystrom, REVELN's insight:

Confusing version releases with innovation Apple?  Mike Myatt takes on "offense and defense."  And so goes the comparisons of two very different cultures and the leaders at the top.  ~  D

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Deb Nystrom, REVELN's curator insight, May 17, 2013 4:29 PM

How innovation wasn't, via Mike Myatt, at Apple vs. Google.  Interesting take worth a look.  ~  D

Ante Lauc's curator insight, May 18, 2013 2:56 AM

I would like that a new firm create their synthesis.

Denize Piccolotto Carvalho's curator insight, May 20, 2013 11:15 AM

Interesting...

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What Nassim Taleb Misses About Technology and Innovation

What Nassim Taleb Misses About Technology and Innovation | Change Leadership Watch | Scoop.it

"What Nassim Taleb misses about technology and innovation is that its purpose is not to entertain the delicate tastes of the chattering classes, but to improve the lives of us all.  ...What’s more, most of technology’s black swans are positive ones."


Excerpts: The Usefulness Of Useless Things


What Mr. Taleb fails to understand is that technologists are supremely aware that most of their efforts will come to nothing


_________________________



What, I wonder, would Mr. Taleb make of Edison’s 9,999th try?  

_________________________



...They are, in fact, searching out black swans (to use Mr. Taleb’s own parlance), in full knowledge that they will spend most of their time rushing up blind alleys.  


What, I wonder, would Mr. Taleb make of Edison’s 9,999th try?

The truth is that useless things often end up very useful indeed.  Modern information technology did not originate with engineers, but has its roots in an obscure academic crisis, whose major figures, such as Cantor, Frege, Russell, Wittgenstein, Gödel and others never dreamed that their work would have important practical consequences.


...What Mr. Taleb seems to miss is that these are ...people dedicated to following their dreams and willing to put their own skin in the game to do so.


What’s more, most of technology’s black swans are positive ones. 

As [Greg Satell] recently wrote in the Harvard Business Review, “Innovation is a particularly sticky problem because it so often remains undefined.”  You can’t simply focus on the technologies that are sure bets, but must take into account the entire matrix (pictured in the article, four quadrants.)

 

... the logical consequence of his argument) is that we should remain in the upper right quadrant, where both the problem and the domain are well defined and he would presumably assign the lowest value on basic research and disruptive innovation, which have no clear applicability.


Yet it is there that we break truly new ground.


Other antifragile Scoops:

    

         
         

    Deb's related posts:

         

        


    Deb Nystrom, REVELN's insight:

    This is a follow-up on the "Anti-Fragile" post below.  The author discusses failure is an important part of the process leading to success, as author Greg Satell explains via the nature of innovation.  


    This seems to be a worthy new perspective and critique of Taleb's work, also listed in our Innovation and Institutions curation stream.  ~  Deb

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    Deb Nystrom, REVELN's curator insight, April 28, 2013 11:25 AM

    I've shared news about Taleb's perspective on Change Leadership Watch. It's now paired with this innovation perspective about the place of failure! a compelling view.  ~ D

    Bill LeGray's comment, April 29, 2013 11:26 AM
    Good thoughts verey deeply buried within the Social Media mileau. BUT not so deep I will not try to follow the Change Leadership Watch, and other excellent Forums provided by Scoop It. In fact, while quite broad, the entire Innovatioon and Institutions stream may be worth a look now and then. Deb; "Thanks for leading the way for creativity, process changes, and obtaining "better" innovations and institutions with more properly responsive institutional outcomes."
    Deb Nystrom, REVELN's comment, April 30, 2013 3:37 PM
    Thanks for the comment Bill. Best to you.
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    Marissa Mayer breaks her silence on Yahoo's telecommuting policy - Fortune Tech

    Marissa Mayer breaks her silence on Yahoo's telecommuting policy - Fortune Tech | Change Leadership Watch | Scoop.it

    Mayer defended her decision by first acknowledging that "people are more productive when they're alone," and then stressed "but they're more collaborative and innovative when they're together. Some of the best ideas come from pulling two different ideas together." 


    The shift in policy affects roughly 200 of Yahoo's 12,000 employees.


    As an example of that collaboration, Mayer touted the newly-launched Yahoo Weather app for iOS, which uses built-in geolocation technology in Flickr photo albums to help users get a more accurate image of local weather -- an idea, she explained, originated by two software engineers who work in the same office.


    By using the image of a purple elephant in her presentation, Mayer poked fun at her own management gaffe, which, as Fortune's Pattie Sellers argued, wasn't the policy itself but how it was unveiled to the public.

    Deb Nystrom, REVELN's insight:

    Is it irony or humor that Mayer is sharing her "purple elephant" as the closing keynote at the Great Place to Work conference at the Hyatt Regency Century City in Los Angeles Thursday?   ~  D

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    Strengths from Chaos, Uncertainty, Resistance & Stress = Antifragile

    Strengths from Chaos, Uncertainty, Resistance & Stress = Antifragile | Change Leadership Watch | Scoop.it

    "Nassim Taleb's third book argues that we can benefit from chaos, uncertainty, resistance and stress. In an antifragile system, randomness is your best friend."


    The Lebanese-American thinker Nassim Taleb argues in his new book Antifragile that there also exist things that are the exact opposite of fragile.


    Things that are not merely robust [or resilient], but beyond robustness, such that accidents and chance events tend to make them better and stronger – much like a glass that becomes harder to break every time you drop it on the floor.


    You see the same phenomenon in industries where the level of competition and entrepreneurship is high. The nightlife in your city gets better for every restaurant that goes bankrupt. The bankruptcy itself is a sad event, and negative for those concerned, but the overall result of bankruptcies is to improve the quality of those that survive.


    Nassim Taleb’s new word for this opposite of fragility is antifragility....


    Related posts by Deb:

       




    Via Philippe Vallat
    Deb Nystrom, REVELN's insight:

    The next post I'll be adding is how Antifragility relates to the ebb and flow in our cities and their leaders, investors in the USA.  ~  Deb

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    Deb Nystrom, REVELN's comment, April 14, 2013 3:12 PM
    Quite intrigued by this concept, as you already know. ~ D
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    Competition Powers Creativity: Cisco's "BIG" Jolt For Startups ~ Fast Company

    Competition Powers Creativity: Cisco's "BIG" Jolt For Startups ~ Fast Company | Change Leadership Watch | Scoop.it

    "How Jenny Griffiths inspired winning innovation in her futurefacing clothesbuying company Snap Fashion."


    Griffiths's "BIG" Moment


    In April 2012, Cisco announced the inaugural British Innovation Gateway, or “BIG” Awards, an annual contest offering $135,000 in prize money, an additional $75,000 in marketing, public relations, and legal support, plus a 12-month mentorship with Cisco’s own in-house business coaches for a company working in an undiscovered, tech-savvy niche.

    In September, Griffiths won it all with a pretty basic message. As her 60-second spot put it: See something you love, want, need? Get your phone out… 


    That’s led to some of the more widespread attention she’s been seeking. The U.K. Apple app store made Snap Fashion a featured download, which helped boost user traffic: The app has since had more than 10,000 downloads and the site attracts tens of thousands of users.


    Mega-retailers that seemed unreachable before (think: Net-A-Porter) now cold call her to get more involved with the service. 


    Griffiths plans to use the CISCO contest windfall and mentorship to expand. This year, she is releasing an Android app, building better platform compatibility with likes of iPads and iPad Minis, recruiting local designers to the site, and unveiling a men’s section.


    ...Cisco hasn’t offered to buy the company--at least, not yet. They seem to be betting that the example of a homegrown startup making it on its own in London will be more powerful encouragement to the legions of startups now sprouting in East London.

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    Deb Nystrom, REVELN's curator insight, April 12, 2013 12:02 AM

    Cisco's contests within a contest serve important roles in innovation and entrepreneurship internationally, including showcasing examples like Jenny Griffiths.  ~  Deb

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    Start with Why: How great leaders inspire action | Classic, Video TED.com

    "People don't buy what you do, but buy why you believe it."


    Simon Sinek has a simple but powerful model for inspirational leadership all starting with a golden circle and the question "Why?" His examples include Apple, Martin Luther King, and the Wright brothers ...


    Belief...  


    The law of diffusion of innovation:  TIVO, the single highest quality product on the market, great market conditions.  Yet a commercial failure.

    For Dr. King's "I have a dream" speech, there where no invitations.  The focus was on belief.  250,000 people showed up to hear him speak.  They showed up for themselves for what they believed for America.  25% of the audience was white. 

    “[Martin Luther King, Jr.] gave the ‘I have a dream’ speech, not the ‘I have a plan’ speech.” 

    Deb Nystrom, REVELN's insight:

    From one of the comments:  "Therefore, good leadership is not pushing and/or pulling people (normally done by top management) but acting so that people do it for themselves and by themselves."   - Deb

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    Solid Systems: A Michigan Muffin Mix's 21st Century Vision and Values

    Solid Systems:  A Michigan Muffin Mix's 21st Century Vision and Values | Change Leadership Watch | Scoop.it

    "A rare CEO personal phone call:  After making a customer complaint, I received a phone call from the CEO of Jiffy mix, the top producer of baking mixes in America."


    While Jiffy competes by selling quality products at the lowest price (40 to 60 cents for corn muffins, for example), most American companies now try to sell their products by making people feel inadequate. 


    Many of our best and brightest minds shuffle paper and money ...to earn big salaries, while the real creators of wealth — bakers, builders, farmers, inventors, teachers, designers, and doctors are loaded down by debt.

    Jiffy mix is a welcome trend-breaker.

    According to CEO Holmes, "Our staff puts more emphasis on internal and external relationships than we do on completing tasks. This is very different from most companies ... Our dedication to strong family business values, combined with real world professionalism has us uniquely situated for the 21st Century."


    Related posts by Deb:


        
        
    Deb Nystrom, REVELN's insight:

    Michigan based Jiffy Mix will have to fend with GMO issues & carb reduction in the future.  Yet today they know where their core audience is and where they are going.  In the end, business is still all about sustainability, relationships and not just the short term bottom line. ~  Deb

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    How Rejection Can Inspire Great Movements: The Story Of MAKERS

    How Rejection Can Inspire Great Movements: The Story Of MAKERS | Change Leadership Watch | Scoop.it

    "You can’t tell the story of the women’s movement through one person," Gloria Steinhem.

    Veteran documentary producer Dyllan McGee has worked on more than a dozen films for PBS and HBO, but MAKERS is unlike anything she’s ever created.


    First of its kind...the entire idea was born out rejection.


    What came out of that first roadblock flipped the script ...


    MAKERS evolved into a “digital first” online platform for archiving dozens of interviews with feminist trailblazers, an approach that the Washington Post called a “sweeping documentary covering 50 years of feminism, pro and con, from the days when highly educated women were expected to live happily ever after as wives and mothers.”


    Interview subjects include well-known women leaders like Condoleezza RiceSheryl Sandberg, and Ruth Bader Ginsburg alongside lesser-known women with powerful stories like Brenda Berkman, the first NYC firefighter, and Kathrine Switzer, the first woman to run the Boston marathon.


    Related posts by Deb:  

        

      

    Deb Nystrom, REVELN's insight:

    MAKERS is a powerful documentary and series.  I've posted one of my own "rejection" stories (Entre-Slam) that made a big difference in my career and launched my work as a consultant back in the 80's.  


    MAKERS is about listening to a persistent inner voice and turning points, as well as "resistance as a resource."  ~ Deb

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    J.P. Morgan: Change at the Top & SEC Shortsightedness

    J.P. Morgan: Change at the Top & SEC Shortsightedness | Change Leadership Watch | Scoop.it
    A Senate report on the London Whale trading losses shows that J.P. Morgan needs to make major shifts at the top to move past this mess. (RT @FortuneMagazine: J.P.


    This is a sad chapter for the storied firm. And the episode taints not only Dimon but former Exxon Mobil (XOM) CEO Raymond's legacy, along with the other board members as well.


    The SEC also shares the blame. Why did the regulator not step up quickly to address the clear disclosure issues?


    ...This is a cultural issue at J.P. Morgan that must be fixed at the top.   ...Shareholders need to vote to split the roles of CEO and chair and to remove Dimon from the board. Congress and the regulators also need to address what is broken -- in the law and its enforcement.

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    Yahoo's Stock on Fire: Leadership Changes, Market Laggards & the Long Haul

    Yahoo's Stock on Fire:  Leadership Changes, Market Laggards & the Long Haul | Change Leadership Watch | Scoop.it
    I have always been amazed by the wrong or right CEO's impact on a company's fortunes and stock price.


    Marissa Mayer's appointment to head Yahoo (YHOO) is a perfect example of this. The stock has been a market laggard for years and a succession of CEOs had been unable to turn around the one-time internet juggernaut. Since the one time executive from Google (GOOG) came over to lead Yahoo in July, the stock has been on fire.

    The company successfully monetized a 20% stake in Alibaba in September which was already in progress for some time. The new leader has said all the right things to investors about the future direction of the company.

    Will Yahoo continue in its momentum?

    Deb Nystrom, REVELN's insight:

    This continues as an "it depends" regarding leadership (and followership) on this perspective of "at the top" change leadership and the long haul.  The blog writer rates Yahoo's stock as a "hold" for now.  ~  D

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    Tyranny of the Queen Bee

    Tyranny of the Queen Bee | Change Leadership Watch | Scoop.it

    "Is something is amiss in the professional sisterhood?"

    The term "queen bee syndrome" was coined in the 1970s, following a study led by researchers at the University of Michigan...who examined promotion rates and the impact of the women's movement on the workplace.


    _____________________

    ...the patriarchal culture of work encouraged the few women who rose to the top to become obsessed with maintaining their authority.

    _____________________

    ...They found that women who achieved success in male-dominated environments were at times likely to oppose the rise of other women.



    Four decades later, the syndrome still thrives... The very women who have complained for decades about unequal treatment now perpetuate many of the same problems by turning on their own.


    _____________________

    ...female bullies directed their hostilities toward other women 80% of the time—up 9% since 2007.

    _____________________


    In 2010, the Workplace Bullying Institute, a national education and advocacy group, reported that female bullies directed their hostilities toward other women 80% of the time—up 9% since 2007.


    Male bullies, by contrast, were generally equal-opportunity tormentors.



    Deb Nystrom, REVELN's insight:

    There was syncronicity here:  that the term "Queen Bee" originated at my alma mater, University of Michigan, where I ALSO experienced the term in use, as a young-un in my 20s in my first professional position.


    It's the stories and commentary here that move this post to Change Leader Watch.


    In the comments Susan Nierenberg writes:  “Leaders Pay It Forward,” debunks the Queen Bee myth. The findings show that women do indeed help other women get ahead.   In fact, the study found that women leaders are more likely to develop new female talent than men are!


    65% percent of women who received career development support are now developing new talent, compared to 56% percent of men—and 73% of the women developing new talent are developing other women, compared to 30 percent of men!   


    I still see the syndrome and bullying as a problem today from other sources.   However, Susan's references are worth a look.


    ~  Deb 

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    Yahoo's Marissa Mayer Is No Fool

    Yahoo's Marissa Mayer Is No Fool | Change Leadership Watch | Scoop.it

    "Like any good leader, she knows who creates real value, and how, in her company." She's seen and is acting on the performance results.

    ___________________

    ...she was predisposed to consider physical (co)presence as essential to digital innovation success...

    ___________________


    Blog author Michael Schrage says,


    "Mayer's Google background (and impact) suggested that she was predisposed to consider physical (co)presence as essential to digital innovation success as computational/design brilliance.


    …the Googleplex for its employees wasn't health food benevolence, it was to keep people on campus working together."

    Deb Nystrom, REVELN's insight:

    This is an opposing view to the last ScoopIt post.    Seven (7) months is still a short term view in light of this HBR blogger's view that Ms. Mayer is on the right track.


    Previous culture can also be a blind spot.  One culture's success does not always paste onto another's key needs.

    Change colleague Liz Guthridge, who specializes in change communication, suggests that leaders Avoid “taser” asks to get others to act, referencing Mayer's style of communicating the change.  I tend to agree with Liz.  Yet, there are bigger issues than communication mistakes.    


    Time will tell.  ~ Deb

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    The wisdom of Ai Weiwei

    The wisdom of Ai Weiwei | Change Leadership Watch | Scoop.it

    "Artist Ai Weiwei is perhaps China's foremost dissident, unafraid to confront the masters of Beijing, ...enduring prison, beatings and other tribulations." 


    Excerpts:


    Here is Ai, then, in his own words:


    "Without freedom of speech, there is no modern world, just a barbaric one."


    "Everything is art. Everything is politics."


    "Nothing. Jail is about nothing."


    "I was born radical."


    "I don't want the next generation to fight the same fight as I did."


    Deb Nystrom, REVELN's insight:

    Change leader, art and MUCH courage.  Enough said.  Support Ai Wei Wei and follow his work on twitter here:

    • https://twitter.com/aiww 


    My favorite quote today:

    "I don't want the next generation to fight the same fight as I did." 


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    30 Incredible Ways Technology Will Change Education By 2028

    30 Incredible Ways Technology Will Change Education By 2028 | Change Leadership Watch | Scoop.it
    30 Incredible Ways Technology Will Change Education By 2028


    Take a look at   2018


    Technology to promote early literacy habits is seeded by venture capitalists. This is the start of new government programs that start farming out literacy and educational programs to start-ups, entrepreneurs, app developers, and other private sector innovators.


    Digital literacy begins to outpace academic literacy in some fringe classrooms.


    ...Open Source learning models will grow faster than those closed, serving as a hotbed for innovation in learning.


    Via miracletrain 夢想驛站
    Deb Nystrom, REVELN's insight:

    Trend watching also goes with change leadership.  ~  D

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    Deb Nystrom, REVELN's comment, May 7, 2013 5:08 AM
    Great idea Audrey!
    Audrey's comment, May 7, 2013 6:39 PM
    Thank you.
    Dwayne L Thompson's curator insight, May 11, 2013 4:02 PM

    An educated consumer is our best customer! 

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    When Food Isn't the Answer to Hunger

    When Food Isn't the Answer to Hunger | Change Leadership Watch | Scoop.it
    The Obama Administration’s proposal to change an outdated food aid restriction would allow the United States to feed millions more people at the same cost.

       

    ________________________

    ...By strengthening and not undercutting local farmers, cash aid also helps countries to avoid hunger later.

    ________________________


       

    Excerpts:

    In many places, people go hungry because there is no food. But in a lot of places, food is available and the market is working — people are just too poor to buy it. In those places, giving individuals or charitable groups cash to buy food can make food aid cheaper, faster and fairer. By strengthening and not undercutting local farmers, cash aid also helps countries to avoid hunger later.


       

    ________________________

    ...giving individuals or groups cash to buy food can make food aid cheaper, faster and fairer....the United States, the largest donor, is still tied to sending [food]...

    ________________________



    With the exception of one country, every major supplier of humanitarian food aid enjoys the flexibility to use whatever form of aid works best — they can send food, buy food in the affected region, or just provide cash or vouchers. But the United States, the largest donor, is still tied to sending sacks of grain and legumes from America. Only 15 percent of American humanitarian food aid can be untied — bought outside the United States.


    Now the Obama administration proposes giving America more flexibility. In the 2014 budget it just submitted to Congress, it is upping the untied amount from 15 percent to 45 percent.


    The proposal also modernizes food aid by ending a second great inefficiency: a process known as monetization. And it is planning to ask American companies to provide not just commodities but also super-nutritious foods for the severely malnourished — in general modernizing food aid.


    Read the full article here, including the problem in Haiti - why our food donations are disrupting their ability to recover.


    Photo:  By Feed My Starving Children (FMSC), Flickr

     

    Deb Nystrom, REVELN's insight:

    Smart intervention into the food, market & hunger system seems to be the answer.  The US system of subsidy seems to be part of the problem, especially for Haiti and other very poor countries.  ~  D

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    Robin Martin's comment, May 18, 2013 10:57 AM
    Thanks for sharing Deb...I'm rescooping this one to "leadership." I guess I need the premium version of Scoop.it so I can create more topics!! ; )
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    Taking the Bet: Dan Gilbert’s Investment Gamble on Downtown Detroit

    Taking the Bet:  Dan Gilbert’s Investment Gamble on Downtown Detroit | Change Leadership Watch | Scoop.it
    Against tall odds, Dan Gilbert, the Quicken Loans chairman, is putting down money to revive a two-square-mile area that was once Detroit’s core.


    ...His plans, according to academics like Brent D. Ryan, author of “Design After Decline: How America Rebuilds Shrinking Cities,” amount to one of the most ambitious privately financed urban reclamation projects in American history.


    Opportunity Detroit, as Mr. Gilbert has branded it, is both a rescue mission and a business venture....   When he started buying in 2011, the city was having what he has described as a “skyscraper sale.”

    Related posts by Deb:

        

    Deb Nystrom, REVELN's insight:

    I've covered some of Dan's Gilbert's 2011 intentions about downtown Detroit at FutureMidwest, 2011, a photo essay here.   Our cities could be the Amazon rain-forests are to the earth, regulating our air, our weather, our ocean health, as well as our own economic & community future shared with the region and state.  

    What I shared on twitter as I listened to Dan Gilbert at FutureMidwest 2011:

    • 25 Things I Learned in 25 Years of Business by Dan Gilbert @quickenloans: #5 Building anything great is messy.  ~  D
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    ‘Queen Bee’ CEOs get scrutiny and flak while ‘King Wasps’ get a free pass

    ‘Queen Bee’ CEOs get scrutiny and flak while ‘King Wasps’ get a free pass | Change Leadership Watch | Scoop.it
    When a female CEO outlaws telework, a firestorm ensues. A male CEO does so — and goes unnoticed.


    Joly, the new chief executive officer of Best Buy, announced recently that he was ending the innovative, flexible work style the company pioneered — Results Only Work Environment, or ROWE.

    Deb Nystrom, REVELN's insight:

    Actually, I've Scooped Joly and ROWE earlier on Change Leadership Watch, alongside Yahoo's changes.  It's significant it's in the news again from  gender perspective, to help us notice our blind spots and gender bias.  


    Perhaps I'll need to add "King Wasps" to my Queen Bee posts on Reveln.com tho' it really depends on the longer term view.  A companion article about success at Costco seems to argue against what Joly has decided to do.  ~  D

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    Tim Pernetti, Rutgers Athletic Director, Resigns

    Tim Pernetti, Rutgers Athletic Director, Resigns | Change Leadership Watch | Scoop.it
    The circle of those who saw video of a coach’s abusive acts as soon as December was wider than had been understood.


    On Friday morning, two days after Mr. Rice was fired, Athletic Director Tim Pernetti resigned, and implied that he was being made a scapegoat.


    • He said his initial inclination when he saw the videos last fall was to fire Mr. Rice, but “Rutgers decided to follow a process involving university lawyers, human resources professionals, and outside counsel.”

        

    Robert L. Barchi, the president of Rutgers, placed the blame on Mr. Pernetti and other senior officials who he said recommended that Mr. Rice be suspended rather than fired.

        

    The contradictory accounts signaled a deepening discord in the fallout over a decision that has outraged state lawmakers, faculty and students.

    Deb Nystrom, REVELN's insight:

    A lawyer's report, HR directors, personnel process and administrators aren't enough to balance out the public impact of this coaches behavior on video, now becoming a cautionary tale. ~ Deb

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    What Makes Costco One of America’s Best Companies

    What Makes Costco One of America’s Best Companies | Change Leadership Watch | Scoop.it
    The Motley Fool - Costco is one of the 25 Best Companies in America.


    The case for Costco
    Costco has been lionized as "the Anti-Walmart" for its long policy of paying all employees a living wage and good benefits, including health coverage. In 2005, The New York Times claimed the average pay for Costco employees was 42% higher than Wal-mart's Sam's Club warehouse.


    In 2008, Slate reported that after five years, a cashier makes about $40,000, and that workers pay only about 12% of health care costs out of pocket.


    Any kind of job at Costco can also turn into a career thanks to the company's policy of hiring from within.


    Wall Street, predictably, hates this. According to them, employees should be paid the least possible so that returns can accrue to shareholders.


    In 2004, Deustche Bank analyst Bill Dreher famously complained that at Costco, it's better to be an employee than a shareholder.


    Well, if Bill Dreher was a shareholder in 2004, I hope he didn't sell. Between January of 2004 and 2013, Costco shares more than quadrupled market returns, returning 180% to the S&P 500's 40%.


    ...The Foolish bottom line
    Over 30 years, ...Costco has defied Wall Street "wisdom" through generosity to employees and devotion to customers, making investors rich along the way.

    Deb Nystrom, REVELN's insight:

    Visit Sam's Club & visit Costco. Notice the difference in the vibe from the staff. ~ Deb

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    Obama to name Julia Pierson as new Secret Service director

    Obama to name Julia Pierson as new Secret Service director | Change Leadership Watch | Scoop.it
    Pierson is a veteran agent and agency’s chief of staff.


    She does not need Senate confirmation for the post, which White House officials said would be announced Tuesday afternoon.


    Obama’s selection of Pierson comes after an extraordinarily difficult year at the service, and amid calls that the next director make internal changes at the agency whose masculine culture was exposed during an overseas trip last year.

    Deb Nystrom, REVELN's insight:

    Now there's a switch that could be very timely.  Will she shift the culture in healthy ways?  Change Leadership Watch is on.  ~  D

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    China Leadership: New blood, no bloodshed

    China Leadership:  New blood, no bloodshed | Change Leadership Watch | Scoop.it
    China's change at the top ran smoothly - this time



    ...In the Western democracies of France and the United States voters endorsed both change and continuity respectively.


    Voters in Mexico demonstrated the vitality of their democracy, while the will of the voters in Russia is unclear.


    The people of Taiwan, Papua New Guinea, Japan and South Korea voted, mainly endorsing unchanged government.


    But another great change of leadership happened in 2012 without the unpredictability which arises from consulting the people. The leadership transition in China was predictable.


    For only the second time in its history the CCP had managed a transition of leadership, establishing an unambiguous, yet unwritten, set of guidelines for change.


    Leadership change in any one-party state is difficult.

    Read more: http://ow.ly/jkTbL ;

    Deb Nystrom, REVELN's insight:

    Change in China also skimmed through scandal, so perhaps it wasn't quite so predictable, even using the clear, unwritten guidelines for change.  Shifts do seem to be subtly happening.  ~  D

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    Nourishing state talent, a STEM education leadership & culture challenge in Colorado

    Nourishing state talent, a STEM education leadership & culture challenge in Colorado | Change Leadership Watch | Scoop.it

    A new generation of education leaders aims to change what has been dubbed the “Colorado Paradox” -- the inability of the education system to generate a native population of highly-skilled and educated professionals to meet the needs of local industry."


    Colorado imports most of its intellectual power. Reports indicate that Colorado has one of the highest number of college graduates per capita, yet it ranks 30th nationally in graduation rates — only 1 in 5 of its ninth-graders proceed to earn an associate or bachelor’s degree. 

    Deb Nystrom, REVELN's insight:

    I have family in Colorado.  They are educated in the sciences, and they are imports.  The culture of the state may also be a factor in what happens educationally. ~  D

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    University of Virginia Crisis Reflects Wider Leadership Conflicts

    University of Virginia Crisis Reflects Wider Leadership Conflicts | Change Leadership Watch | Scoop.it
    Conflict over governing the University of Virginia has become a proxy war in a much larger struggle over control of the nation’s public universities.


    _____________________

    “...these are very stressful times to be running a university,”
    ~ M. Peter McPherson, president of the Association of Public and Land-Grant Universities.

    _____________________

    Around the country, waning state support, rising tuition and the competitive threat of online education have raised fears about the future of public universities.

    Trustees and politicians in several states have increasingly flexed their muscles to influence university operations, leading to turf battles with presidents and chancellors who are largely used to having their way.


    “In any sector that’s in the middle of stress and change, the relationships between C.E.O.’s and their boards gets more complicated, and these are very stressful times to be running a university,” said M. Peter McPherson, president of the Association of Public and Land-Grant Universities, who has held several high-level posts in business, government and academia, including president of Michigan State University and chairman of Dow Jones & Company.


    He said board members who are executives in their own right are tempted, especially in challenging times, to shift from overseeing to hands-on managing.


    Related posts by Deb:




    Via Keith Hampson PhD
    Deb Nystrom, REVELN's insight:

    This seems to be another sign of the deepening malaise in higher education~ the higher education bubble. Stress at the top may reflect stress all around in higher ed.


    In my own circles, there is persistent unhappiness among many I know connected to the university system.  ~ D

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    The End of "Results Only" at Best Buy, Theory X Returns?

    The End of "Results Only" at Best Buy, Theory X Returns? | Change Leadership Watch | Scoop.it

    "Best Buy CEO Hubert Joly axes flexible work. the original "Results-Only Work Environment" and why it is worse news than Yahoo's remote-worker roundup."  

    That is, if this Theory X style change ends up being  judged as short-sighted leadership decision.


    Excerpts via Professor Monique Valcour's post :


    Best Buy's flexible work program is ...the groundbreaking Results Only Work Environment (ROWE), one of the most innovative and celebrated examples of a company redesigning work to focus on results and boost performance through motivation-enhancing trust and autonomy.

    _______________________

         
    "In a turnaround transformation, you need to feel disposable as opposed to indispensable."


    _______________________


         

    The ROWE method has since been implemented in more than 40 companies.


    The culture of work-life support in a company is the most powerful predictor of employee work-life balance as well as a key element in job performance, organizational commitment, and intention to remain with the company.

    But top management exerts the strongest influence on culture...



    CEO Joly made a very revealing comment following an investors' meeting in November.


    • "In a turnaround transformation, you need to feel disposable as opposed to indispensable." 

    • He is far from the only "Theory X" leader who believes that stressing employees makes them perform better. 

    • This underlying belief persists despite enormous research evidence to the contrary ...

    Related posts by Deb:
       
    Deb Nystrom, REVELN's insight:
    • This provocative piece on ending flex work arrangements provides YIN to the YANG of change leadership watch.  We can watch to see what happens next at Best Buy on how effective this is in turning things around or, perhaps putting an end to things.  ~  D
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    Deb Nystrom, REVELN's comment, March 9, 2013 11:19 PM
    Indeed, Robin. Science is not on their side, CEOs Joly & Mayer.
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    Trending Down for years: Yahoo Investors Need to Worry About Marissa Mayer

    Trending Down for years:  Yahoo Investors Need to Worry About Marissa Mayer | Change Leadership Watch | Scoop.it

    "By fighting trends, like telecommuting, Ms. Mayer's focus on tactics further damages Yahoo - which desperately needs a CEO with vision to create a new strategy."


    Excerpts:


    __________________

    Yahoo has been a struggling company for several years
    .

    __________________


    ...Yahoo has lacked an effective strategy for a decade.  ..It has no technology advantage, no product advantage and no market advantage.  It is so weak in all markets that its only value has been as a second competitor that keeps the market leader from being attacked as a monopolist!


    A series of CEOs have been unable to develop a new strategy for Yahoo to make it more like Amazon or Apple and less like – well, Yahoo. 


    ...Ms. Mayer was brought into the flailing company from Google, which is a market leader, to turn around Yahoo.  But she’s been on the job 7 months, and there still is no apparent strategy to return Yahoo to greatness.


    Related posts by Deb:


         

       


    Deb Nystrom, REVELN's insight:

    Yahoo's spotlight in the news seems to now be a cautionary tale about how not to change. 


    Mayer's success at Google seems as if it is not translating into vision and right action (first steps), even after 7 months, at Yahoo.

    Leadership IS about followers and inspiration to adapt.  Yahoo seems to have chosen conventional communication (email) as well as traditional management techniques in a company that seems more and more old school in adapting to change. 


    If nothing else, Yahoo, note, the medium is the message, a quote from Marshall McLuhan.

    ~  Deb 

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