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
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.
Founders need lieutenants they can trust to help grow their businesses. The best way to find them is to train them yourself.
Move # 1 down in the list. It focuses on managing. Managing is great, but it is not leadership.
Only a fool (or a brand with billions to spend on media) tries to be all things to all people.That's why Adweek's Watch Awards honor the year's top online videos across a wide range of specific genres and targeted audiences. This year's crop of winners show that success is about building a connection with the right viewers, not necessarily everyone with eyeballs.Check out the Watch Awards winners across each of our programming categories below:
Stop trying to be all things to all people. Discover the importance of targeting your message for the right audience.
Toshiba's chief executive and president Hisao Tanaka resigned Tuesday over an accounting scandal that has rocked the company. Eight board members, including vice chairman Norio Sasaki, have also resigned their posts as part of a major management reshuffle.
Report: The corporate culture is to blame!
Know what you want and be able to communicate it to your boss.
From a manager’s perspective, a new hire can’t come up to speed fast enough. Set expectations early on.
This is good advice for what to do when bringing a new employee into your organization. I would expand the article to include the types of steps you should take when on-boarding a contractor or consultant.
An important note, a consultant is different from a contractor that is hired to perform a limited, well-defined task. A consultant is hired to observe, provide opinions and guide some type of change.
There will be times that a great deal of thought should be put into hiring contractors as well. For example, if your organization enters into an outsourcing arrangement expect tempers to run hot due to organizational change and the loss of jobs to outsiders.
Outsourced contractors will come and go. It is in your best interests to standardize the on-boarding process. Yes, your outsourcer will promise to do this for you. Do not believe they can or will orient contractors to your satisfaction.
Companies hire and expect consultants and contractors to start providing value right away. Just as when hiring a new employee, this expectation is unlikely to be satisfied. There are steps that you can take to make the on-boarding process easier though.
Put effort into gathering key facts about what the consultant should know about the company. Many consultants will perform some level of due diligence, or research before and during the hiring process.
What they learn is likely to be gleaned from the annual report, news stories and web sites such as Glassdoor.com.
For a consultant to help an organization, you will want to provide some information about the company and situation from the inside. Help them to help you.
I recall a consulting position with a Big Four organization. The particulars of the role are unimportant here. What did matter was that the description of the customer, situation and goals were written for an automobile parts manufacturer.
When I arrived onsite, I thought I was at the wrong place. The customer manufactured eye-wear and the business situation revolved around the aftermath of an international merger. That was not just a job. It was an adventure!
Remember, this is your company and your customers at stake. The employee, contractor or consultant’s level of engagement will directly affect your wallet.
More importantly, every workers engagement will directly affect your customers’ experience.
One little conjunction could be getting in the way of what you want to say.
The moral of today's lesson: Be careful where you put your but. In fact, you may want to keep your but out of it completely.