Infosys has agreed a civil settlement with the US Department of Justice over the alleged misuse of immigration visas that includes a $34m penalty.
People Transform Organizations
Let's get engaged. Want to know more? Visit me on LinkedIn: www.linkedin.com/in/karlwabst/
Curated by Karl Wabst
You can't engage employees if you don't know what motivates them.
Each year, companies are spending nearly three-quarters of a billion dollars in an effort to improve employee engagement — yet you’ll get wildly inconsistent answers if you ask managers what that means.
For more, read"The Two Sides of Employee Engagement."
A new analysis shows these incidents occur in clusters
Pay attention. Do not leave desired behaviors to chance. Watch, listen and engage. Culture is contagious. For better or for worse.
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People are often unaware of about many networking truths. Networking is essential in the corporate world, but networking misconceptions are unfavorable.
The sheer number of social networks that exist make it likely that you can find one or five that interest you. Knowing how to engage, transform yourself and your organization.
If Facebook, Twitter, Instagram and Pinterest are all that come to mind when you hear the term social media do yourself a favor and explore The Conversation Prism from Brian Solis at https://conversationprism.com/.
Your company may also have its own internal social media sites. Understand the rules of engagement for each site. At first, listen more than you talk. When you do share your opinion, make it count.
For extra credit, check out these videos about part of your brain that may come into play while reading some of the opinions expressed.
You may wonder how people can be so amazingly stupid! The next thing you know, your anger spills out onto social media.
As you can imagine, this is not well received, or worse you may find some of the really angry people want to be your friend.
You may be the victim of an Amygdala Hijack. Do not post angry.
How anger goes out of control
Calm Down and Release the Amygdala
The actress behind one of today's most popular ad characters, AT&T's Lily, is taking on a new public role: an advocate for Syrian refugees.
With all of the unrest in the world, migration may be the new normal. If we are conditioned to see only threat, we become blind to potential upside. We need a way to see the opportunities too.
As much as a firm gains by hiring a superstar, it loses twice that much by hiring a toxic worker. This article details the troubles brought by creepy co-workers.
Here is what you need to know about the cost and benefits of hiring or keeping a toxic employee. They are not all bad. You need the right strategy to avoid a big mess.
Here are the 10 most-read advertising and branding stories published by Adweek in 2015:
Did any of these people or stories inspire you to change yourself or an organization this year?
Toy stores are no strangers to gender politics. But the new trend in science and tech toys for girls has brought the debate to an all-time low. Some common refrains: Why is the doll blonde? Isn’t it supposed to be the Anti-Barbie? Why are they so thin and what’s with the short skirts? Does everything...
Instead of a Talking Barbie, consider one of these toys for your girl for the holidays. Get a head start on raising one of tomorrow's leaders.
Leading change based on culture and small change circles helps to create the conditions that make organizational change successful.
There are some interesting ideas here that make this article worth a read. It isn't a cookbook approach. There are too many of these already. Check out the OCAI tool that the author shares.
If the idea of identifying culture types makes sense to you, check out "Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework" by Kim S. Cameron (Author), Robert E. Quinn (Author). Available on Amazon: http://www.amazon.com/Diagnosing-Changing-Organizational-Culture-Competing/dp/0470650265
Jean Jullien creates Eiffel Tower peace symbol in wake of Paris terrorist attacks.
It took about a minute of work with brush and ink in his sketchbook. A simple, emotional work brings people together when they need it most.
Employee trust in management and commitment to the company have been in decline for decades. Yet we know that trust and commitment are essential for high individual and corporate performance.
Copying the culture of other companies is a fool’s errand. What works for other companies only looks like what we do. We do what we do because we believe it is right for us.
This sounds simple, but getting there takes a lot of work and trust. Both seem to be in short supply in our workplaces.
It’s a culture thing. You would not understand.
How was your weekend? Do anything fun? When Monday rolls around, we often have have to pause and consider whether we actually did do anything worthy...
Get outside of your comfort zone, one step at a time.
Jeremy Scrivens presents three culture types and how Appreciative Inquiry can help to build a Culture of Kindness with engaged contributors.
We live in cynical times. Change management methodologies need to speak in terms of how adopting the change effects something that matters to your audience.
Speak to those effected by change in the language that makes sense to them. When speaking with management, speak about financial gain and efficiency. That is the best way to make the case to management.
If you want to lead corporations to a better place, answer this question. How can you present these ideas to the people whose behaviors you want to change?
Figure out how many different, unique audiences you want to address. Repeat the process 3- 5 times to each audience.
Nobody said it was easy. What is common sense to you may sound like nonsense to others. To change others, it is likely that you must be ready to change first.
Women with two years or less of work experience slightly led men in ambition. But for women who had more than two years on the job, aspiration and confidence plummeted 60% and nearly 50%, respectively.
To soar we need more people with aspirations, not fewer.
Do you know what your people know that management does not? You need to understand this and stop leaving free money on the table.
In trying to disperse a crowd following a fight in Washington, D.C., a District police officer challenged a 17-year-old girl to a dance-off, part of which is captured in a video that has gone viral.
The police need more battles like this one with teenagers.
The way you treat your employees, the kind of conversations you have with them at work, extend to the kitchen tables at home. Do you really want them to talk with their spouses over supper about their miserable boss and their lousy day?
Change is about leadership, not management. To succeed, approach change as a people issue. People, not policy and procedure, are the components of a successful business.
Employees who do not feel a connection with your company will not care about driving your business forward.
Facilitate positive change in your people. The old model, where the boss says, “jump!” and the employee asks “how high, sir?” are a distant memory. I know, Snidely Whiplash, it is sad but true.
Many old school bosses ask, what is in it for me.
Engaged employees are more likely to engage with your customers. Engaged customers tend to buy more and more often. I assume that is your goal.
Do you want to bond with the family and have a memorable holiday season? Join REI CEO Jerry Stritzke by spending the day in his office instead of shopping.
A new report says employers can keep most issues in house by encouraging a "speak-up culture" in the workplace.
Study finds most whistleblowers are not disgruntled employees. Many people want to help, not cause trouble. You may find opportunities to do the thing right while you ensure you are doing the right thing.
We all know that here in the Bay Area tech is booming more than ever. This is particularly true "in the cloud." It is also true that as a result of t
People make a difference if they are smart enough to know and are willing to go toward what drives them. What is driving the technology industry? Are the actions meeting the promises?
What makes a great leader? These TED Talks offer surprising, nuanced approaches on how to inspire and empower others to do their very best.
There is no one size fits all leadership style. Begin your Hero’s Journey. Watch these 12 different viewpoints on leadership and find the leader in yourself. If it were easy, it would not be a quest.
The New York Police Department released surveillance video Friday of retired tennis star James Blake's mistaken arrest on Wednesday. The officer, was looking for suspects in an investigation into a credit card fraud ring. He rushed Mr. Blake on Wednesday after a courier outside the hotel identified him as having used false credit card information to make purchases.
Fair or not, people judge our organizations by the actions of our employees. Think about the how much time and money it will take to counter these images.
The lack of a crowd of onlookers tells you something about living there. No, I am not hating on NYC. I grew up there. I am surprised at how seriously the NYC PD takes credit card fraud.
When the Great Recession hit in late 2008, Honeywell, like all diversified manufacturers, experienced a drop off in new orders. Company executives would have to make a choice of whether and how to cut their workforce costs—either through mass layoffs or furloughs.
The Great Recession generated a sense of urgency in most corporations and governments. The decisions and lessons learned at Honeywell may come in handy for you as the economy teeters between recovery and recession.
It is better not to try to make critical decisions on a burning platform unless you have no other choice. CEO Dave Cote made an interesting decision, unusual in the US. Would it be right for you?
Why should you care? Now, that we all know it can happen here is a good time to start discussing how to lead and manage our firms.
Learn more about what Honeywell did in this article and collection of videos. Start a discussion at your firm to start preparing for the next crisis. You do not have to be a Harvard MBA student to benefit.
The business case is available here:
Which of two customer loyalty strategies delivered greater ROI? Is it a customer service experience, or is it technology that integrates ease, simplicity and speed into the product? My answer to this is simple: Both!
Fair or not, customers expect to have it all. If they do not feel cared about and cared for, they will be lured away by your competition. Yes, the lack of customer loyalty astonishes you, but that is probably how you acquired that customer in the first place.
Today, customers talk to each other about you. They are learning to play the game too. They can have it all, or believe they can, by switching to another company that offers a similar product or service.
The game has changed. It always does! Human beliefs and expectations may be one of the few things that can outrace technology. It is a human thing. If you still offer only two of the three choices, you obviously do not understand people.
Thinking like an owner is great advice if you work in a company like the one in this article. There was a cultural expectation. People accepted the added responsibility and empowered themselves to do more than just their job. That was how they did things around there.
Is this the environment where you work? If not, proceed with caution. Many companies are full of employees who only want to do their job. Company culture can be a tough hurdle to jump.