Be scared, be very scared, advised the late Andy Grove. “Business success contains the seeds of its own destruction. Success breeds complacency. Complacency breeds failure. Only the paranoid survive.” Grove’s words, recalled worldwide in the wake of
Adopt fluid and situational hierarchies Fluid, situational hierarchies can quickly adapt to fast-changing environments, morphing to fit tomorrow's needs instead of forcing organizations to constantly play catch-up with structures designed to meet the needs of yesterday. At Egon Zehnder, one of the largest executive search firms in the world, with annual billings of more than $300 million, the rigid hierarchy typical of a large, international firm has been supplanted by a fluid organization that emphasizes high levels of cooperation, communication, and teamwork, resulting in productivity that is 60 percent higher than the industry average.
This post is inspired by my conversation with Karissa Thacker author of, The Art of Authenticity. Authenticity is not one thing. It is at least four. #1. Selves-Awareness: Know who you are. Self-awareness is the heart of authentic leadership. Karissa likes to use the term "selves awareness." You need to work on your selves-awareness, not…
All leaders can change poor behaviors. As adults personal change may seem difficult, but it’s absolutely possible when there is:
Insight by the leader that they have a behavior that is damaging to them and to others. You can’t change what you don’t know about. We all have blind spots and behavior that we choose to dismiss as “just who we are”. Personal change begins with knowing that something we do has a negative impact on our ability to lead at our best. Getting feedback is a start.
Drive to make a change. Leaders who emotionally grasp that their unseemly behavior is impacting others and their organization have the best chance of becoming motivated to make positive personal changes. When they can also picture a positive future that is different based on the changes they make, chances are that they’ll be driven to move forward.
An economic consulting firm that I used to work for made a brand promise of "Unravelling complexity. Revealing simplicity". This served as a very powerful driver of our internal behaviour - from the structuring of spreadsheet workbooks to the construction of arguments for use in court, in front of the European Commission etc. My sense is that in many organisations, the people in the middle of the hierarchy honesty believe that complexity is good - perhaps partly because they have a belief that managing such complexity provides them with more job opportunities .....
“If you don’t stand up for your values when they are tested, then they aren’t values, they are hobbies” Jon Stewart. There are lots of ways of modif
The focuses on action and responsibility (inc. to broader society) resonate well with my experience. I would also emphasise a responsibility for opening doors to people at all levels to opportunities that will help them develop as Leaders.
Research shows that organizations with high performance over a sustained period of time achieve their success because their people are coming to work each day to do more than punch the clock. Organizations are great not just because a leader is doing something great, organizations are great because lots of people are going above and […]
The Subject Of Culture Organisational Culture has been a focus for business for more than three decades and demands attention as organisations try to attract talent, overcome low engagement levels, and build their reputations and sustainability. Culture (including organisational culture) reflects in shared meaning, characteristics and behaviour (internally and with the outside world). A workable […]
Sometimes when I start blabbing about authentic storytelling, I get interrupted (when it’s offline) or people start commenting and responding (when it’s online): “Oh yea, storytelling. It’s the latest buzzword.” Sometimes people will start a debate on “what’s wrong with the way people used to share their message?” And even: “Why do we now have …
In a move for a better culture at Zappos, CEO Tony Hsieh has watched great employees leave. That's bad culture management.
What level of unmanaged attrition is optimum? Whilst the headline level of departures at Zappos looks concerning, on reflection my sense is that it may be OK ....... on the basis that a danger of very tight cultures can be a lack of diverse insights, turnover at the level mentioned in this article may actually be good for the corporate DNA.
Authentic leaders constitute the vast majority of people chosen today for the key roles in business and nonprofits. Their emergence as the predominant way of leading has resulted from all we have discovered about leadership in the past decade.
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.