Deloitte Touche Tohmatsu Limited (DTTL) have provided a set of interesting results from a survey of the world’s future leaders and what they think about innovation, which was released for the World Economic Forum, held in January 2013.
Tom Hood's insight:
Generational Issues are the #1 issues affecting the CPA Profession and Business in general, according to the research done by the AICPA and the CPA Horizons 2025 Report. This report puts it in the context of innovation but I think it is much broader and deeper (it is also by one of the Big Four Accounting firms).
This summary and quote capture it well,
The critical message – can we wait or shift leaders aside who don’t get it?
“A generational shift is taking place in business as baby boomers, many of whom may have been wedded to the ‘old way’ of doing business, begin to step down from their leadership roles to retire,” said Salzberg. “Real opportunity exists for organizations to step up and create the conditions and commitment needed to encourage and foster innovation in their work environments. And there’s a tremendous upside if we get this right: we can better retain talent, remain more competitive into the future, and more positively impact society.”
Reason #267 why you should be joiing us (and sending your millenials) to our MACPA Innovation Summit this Friday http://cpa.tc/summit2013
In our five years working with the CPA Profession's best and brightest young leaders (AICPA, MACPA, UACPA, LSCPA Leadership Academies), I worry that many of our current leaders are not taking the responsibility to develop new leaders fast enough. Yet when you get these young leaders in a room, it is easy to pull their greatness out of them.
What can we do to develop more leaders fast enough as two baby boomers will retire for every Gen-Xer available to replace them?
Love the curator insights:
"I think this is the greatest sentence ever written on leadership: “The task of a leader is not to put greatness into people, but to draw it out, because the greatness is there already.” That’s what a true leader thinks. We have a responsibility to the world to play a leading part in growing and developing good leaders and leaders for good."
And (From the article):
Half the world’s population is 25 years or under, so we have an immense job of sowing the seeds for the next generation of leaders.- John Adair
Being in charge means being relevant, including to younger generations.
Tom Hood's insight:
I think this piece captures the essence of our experience and research. This generational "gap"is oneo f the biggest challeneges identified in our trends research. It is also one of our big inititaives at MACPA & BLI.
"So it's the millennials who need to get in line — right?
Not so fast. I believe it's the leaders, not the millennials, who should be trying harder to bridge the generational gap. As we approach the inevitable crossroads of old and new leadership, it's our job to develop the people we expect to carry the torch forward."
Capital is only one key resource of an organization and is by no means the scarcest one. The scarcest resource in any organization is performing people. -- Peter DruckerToday’s hottest growth companies become tomorrow’s failures all the time.
I liked the risk of not doing social in the article, "On the flip side, almost half of respondents said CEOs who did not engage on social channels risked becoming out of touch with their customers—an indication that, over time, not engaging on social media will be considered a liability more than a choice."
The Deloitte / MIT Sloan survey said the tthe tipping point for social media in business (incuding CEOs) will hit in three years. And the yarticulated the benefits beyond marketing, like innoavtion, learning, communication, and collaboration.
If Wes Anderson ever conjures up a hipster mad scientist, he'll look a lot like Aaron Levie, the cofounder and CEO of an Internet company called Box. Levie's a mess of jangly nerves, topped by a wild mop of hair that he frets as he talks.
Tom Hood's insight:
"YOU HAVE TO BUILD AN ORGANIZATION THAT IS CAPABLE OF ACTING LIKE A STARTUP BUT CAN OPERATE AT LARGE SCALE SIMULTANEOUSLY."
Business today is nothing if not as paradoxical. We require efficiency and openness, thrift and mind-blowing ambition, nimbleness and a workplace that fosters creativity. Organizational systems based on the Newtonian model are not equipped for these dualities.
Generation Flux leaders are the ones who will steer their companies, and modern business, toward more sophisticated models. In today's chaos, leadership is more critical than ever--but a different kind of leadership.
I think this article captures the leadership challenge very well. The reality is we are in new territory. What got us here won't (most likely) get us there (with homage to friend and author Emmanuel Gobillot). Leadership is about engaging people to rally around a compelling "Why", inspired by a shared Vision (that they have weighed in on), taking risks and using creativity to sense and respond to emerging needs in te market, and then shifting, pivoting, or tacking your way to the Vision as you go.
It is like changing an airplace engibe in mid-flight or building a bridge as you drive over it in the fog. It is about embracing the ambiguity.
It is much more about connect and collabroate than command and control, more of a network than a hierarchy, more human than mechanistic.
“Being able to be truly happy at work is one of the keys to being happy in life,” says Heidi Golledge, CEO and cofounder of CareerBliss, an online career database. And what company couldn’t use a little more joy among its ranks?
Insight from John Kotter about the difference between leadership and management.
The mistakes people make on the issue are threefold:
Mistake #1: People use the terms "management" and "leadership" interchangeably. This shows that they don't see the crucial difference between the two and the vital functions that each role plays.
Mistake #2: People use the term "leadership" to refer to the people at the very top of hierarchies. They then call the people in the layers below them in the organization "management." And then all the rest are workers, specialists, and individual contributors. This is also a mistake and very misleading.
Mistake #3: People often think of "leadership" in terms of personality characteristics, usually as something they call charisma. Since few people have great charisma, this leads logically to the conclusion that few people can provide leadership, which gets us into increasing trouble.
The International Positive Psychology Association works to further the science of positive psychology across the globe and to ensure that the field continues to rest on this science; works for the effective and responsible application of positive...
Engaged employees are involved, enthusiastic, and further their organization’s interests. Survey research finds that the majority of employees are disconnected or disengaged from their work. Disengagement leads to poor performance and lower productivity while employee engagement leads to higher performance and productivity. A 3-year analysis of employee engagement by Crabb (2011) found that one of the primary drivers of employee engagement in organizations is the deployment of character strengths. Crabb refers to the practice asfocusing strengths and explains that the key strategies for employers are to assess employee strengths, have a conversation with the employee regarding their agreement or disagreement with the findings, find ways for the employee to use their strengths in the organization, and create ongoing support in the organization. Employers are encouraged to ask the question: "What opportunities are there within the employee’s job and the organization to foster his or her character strengths further?"
Sharing your scoops to your social media accounts is a must to distribute your curated content. Not only will it drive traffic and leads through your content, but it will help show your expertise with your followers.
How to integrate my topics' content to my website?
Integrating your curated content to your website or blog will allow you to increase your website visitors’ engagement, boost SEO and acquire new visitors. By redirecting your social media traffic to your website, Scoop.it will also help you generate more qualified traffic and leads from your curation work.
Distributing your curated content through a newsletter is a great way to nurture and engage your email subscribers will developing your traffic and visibility.
Creating engaging newsletters with your curated content is really easy.