Executives need to get smarter about when to open up and when to withhold information so they can enjoy the benefits of organizational transparency while mitigating its unintended consequences.
A poorly designed job can work against even the most dedicated employee, setting the person up to fail. Robert Simons explains how to gauge whether an employee’s position offers the right mix of organizational support and responsibility.
Startups and established pollsters alike are working to bring the employee-engagement survey into the age of smartphones and big data.
Executives can view political moves as dirty and will try to distance themselves from those activities. However, what they find hard to acknowledge is that such activities can be for the welfare of the organization and its members. Thus, the first step to feeling comfortable with politics requires that executives are equipped with a reliable map of the political landscape and an understanding of the … [ Read more ]
A strong sense of conviction can both encourage and discourage people from speaking out.
Yes, but not by playing it safe. Set big goals, insist on a cultural shift, and model from the top.
During my 15 years of managing talent as dean of the Rotman School of Management, and previously as cohead of Monitor, I have managed some of the best and brightest in professorial talent and the strategy consulting industry worldwide. Over this combined quarter-century of experience, I developed three rules for managing top-end talent.
Questions are a great management tool.
Asking questions elicits information, of course. Asking questions creates the space for people to raise issues they are worried about that a boss, or colleagues, may not know about. Asking questions lets people tell a different story than the one you’re expecting. Most important from my perspective, asking questions means people have to make their case for the way they … [ Read more ]
Under nearly any circumstance, reorganizations consume a great deal of time and energy, including emotional energy. When proper communication plans are in place, though, leaders can at least reduce unnecessary anxiety and unproductive wheel-spinning. Planning should start long before employees get word of the changes, include constituents well outside the boundaries of the company, and extend far beyond the announcement of the concept design to … [ Read more ]
Most leadership advice is based on anecdotal observation and basic common sense. Stanford Graduate School of Business professor Kathryn Shaw tried a different tack: data-driven analysis.
Appcelerator was not my first startup and certainly I hope not the last. We learned a ton from it and we made a lot of great decisions and certainly a share of bad ones — like all startups.
Here’s some of things I’d like to do different for my next startup and hopefully some lessons learned that you might find helpful. (Obviously, each startup is different so this … [ Read more ]
Some incentive schemes encourage hard work—others reward those who game the system.
No matter how strong their ingoing balance sheets and market share—and sometimes because of those very factors—incumbents can’t seem to hold back the digital disruption tide. The champions of disruption are far more often the attackers than the established incumbent. The good news for incumbents is that many industries are still in the early days of digital disruption. Print media, travel, and lodging provide valuable … [ Read more ]
Every business leader agrees that accountability is an essential ingredient in a healthy organizational culture. Which makes it all the more striking how little training there is out for leaders and managers on how to do it well. Employees are left carrying the bag—working for managers who don’t have the relationship skills or emotional confidence to give them direct, early feedback with supportive guidance on … [ Read more ]
Effective teams don’t just happen — you design them. And two of the most important elements of that design are a) the degree to which team members are interdependent — where they need to rely on each other to accomplish the team task, and b) how you’ll actually coordinate that interdependence.
A supply-and-demand guide to digital disruption.
The holy grail of today’s workplace is high employee engagement. Many companies are investing heavily to identify what leads to high engagement in order to motivate employees, thereby increasing their happiness and productivity.We think this is important. But based on our research with several large companies, we want to offer a word of caution: senior leadership needs to invest more into creating a culture of … [ Read more ]
What happens after companies jettison traditional year-end evaluations?
Companies have perfected collecting data on consumers to boost sales and customer loyalty. But to date, they have had little insight into how employees interact with each other and what makes them happy or successful at work. A new generation of emerging technologies promises to change that. Boosting EQ as well as IQ. Resulting in a much more engaged, more productive workplace.
How the people behind the roles that shape your world think.
Editor’s Note: I fail to see the need for this distinction or the need (or even the desire) to separate how and what, but I still found the article to be an interesting read.