Many of my trainings with organizations on culture and employee engagement contain six tenants I consider to be universally critical. In today’s shifting landscape, they have become more relevant than ever.
For your teams to be at their best, lead your teams with your best. Invest like never before to help nurture and grow with your employees. Click here for a full blog article by John Spence.
We can rise above with great leadership in times of turbulence. Here is a great video by one of the leading speakers in leadership, John Spence who says to us all: “I hope these ideas help you feel better equipped as a leader in these difficult times and if so, please take a moment to share this webinar with any of your colleagues who you believe may find this useful as well. We are all in this and will get through it the same way; together. Don’t hesitate to get in touch with me if there is anything else I can do to assist you and your organization move successfully through this challenging situation. Stay safe and be strong.” Please click here for the full video.
During a crisis, the path between corporate denial and layoffs is often a short one. For weeks, our corporate clients and contacts waved off concerns about a potential economic impact from the Covid-19 outbreak. Then something changed around March 9. First, our contacts told us they were restricting visitors to their offices and encouraging remote work. Now, only a few days later, we are hearing that many them are considering layoffs to ensure they make it through the crisis — and a recent survey found that a vast majority of corporate leaders are considering some sort of financial action as a result of the pandemic. Click here for the full article.
When it comes to looking for a new job, do you find yourself just itching to take whatever you can get? Have you convinced yourself that it’s impossible to know if you’ll truly like a company until you start working there?
If you’re guilty, you’re not alone. Most people approach their job search the same way, and it’s the reason tons of people end up in jobs they don’t like. But it’s not because it’s impossible to find a company you will enjoy, it’s because you likely don’t know how to find it. Click here for the full article.
Most people at some point in their lives feel that they haven’t received the recognition they deserve. They might be asking the question, “What does it take to get promoted around here?” or “I am working harder and longer than others in my group, but how do I get my manager to notice?”
To better understand what managers are looking for on their teams, my colleague Jack Zenger and I gathered assessments from 9,356 leaders. Each assessed their direct reports on the 48 behaviors found to have a significant impact on performance outcomes. They also provided two ratings of performance: effort and overall performance. We selected those individual contributors who were rated by their manager as being in the top 10% on both items, which added up to 26% of the individual contributors. Click here for the full article.
If you’re reading this, I’m sure you experienced the consequences of not taking responsibility as a child. I’ve heard stories of parents throwing away a child’s favorite toy because it wasn’t picked up. Others were grounded or forced to miss a field trip because they didn’t ask their parents to sign the permission slip. Others who didn’t do their chores couldn’t earn an allowance or do something fun, like have a sleepover at a friend’s house. Click here for the full article.
The need for leadership development has never been more urgent. Companies of all sorts realize that to survive in today’s volatile, uncertain, complex, and ambiguous environment, they need leadership skills and organizational capabilities different from those that helped them succeed in the past. There is also a growing recognition that leadership development should not be restricted to the few who are in or close to the C-suite. With the proliferation of collaborative problem-solving platforms and digital “adhocracies” that emphasize individual initiative, employees across the board are increasingly expected to make consequential decisions that align with corporate strategy and culture. It’s important, therefore, that they be equipped with the relevant technical, relational, and communication skills. Click here for full article by Mihnea Moldoveanu and Das Narayandas
During a time of ongoing organizational disruption, I encourage leaders to explore how the rapid change can serve as a pointer and inspiration to help them envision futures that were not possible as recently as last year. Each disruption opens another door to opportunity across a broad range of industries.
This annual trend summary looks at what I think are the most important business drivers to consider over the next three to five years. Click here for full article by Maureen Metcalf
Traditionally, leadership was seen as very top-down, with CEOs and other executives in their corner office ivory towers. Leadership was telling people what to do, in a convincing way. It was about giving direction, and mostly, it was about leading in a non-collaborative fashion. Employees’ opinions were not considered important for input on company decisions or direction. Of course, there were boards of directors, executive committees, etc. so that one person wasn’t calling all the shots on their own, but leadership was traditionally reserved for a small group of people who had worked their way through the ranks. Leadership was about power. Click here for full article by Bas Kohnke.
When you scroll through Glassdoor’s list of the UK’s top companies for work-life balance, the reasons employees cite for their rating consistently are because of the culture, work environment and flexibility of their employer.
There are numerous studies that show the importance of employee happiness, and how this contributes to workplace productivity. In a Harvard Business Review article on the value of happiness, Shawn Anchor, a world-leading expert on the connection between happiness and success says that “Happy employees are more productive, more creative, and better at problem-solving than their unhappy peers.” Click here for full article by Danielle Brooker