Tag Archives: leadership

Leadership: What You Do vs. What They Expect (infographic)

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Management Styles Are Shifting

In his book Leading The Charge, retired U.S. Marine General Anthony Zini described the progression of organizations. A generation or two ago, the organization could be like a rigid machine where the movement of one component directly affects the other part in a standard uniform manner. Today’s companies are increasingly like living organisms moving fluidly in an ever changing pattern.

Young managers and people who will be in positions of importance may reflect this style in their managerial approach. Younger generations that grew up with the internet and technology recognize the importance of communication and transparency in business functions.  Their methodology of thought can do well when innovation and responding to rapid change is needed.

Staying Connected

A recent survey by the company Cisco found that connectivity and greater flexibility are becoming more important. The survey of 2800 college students and young professionals found that:

•One of every three college students and young employees believes the Internet is as important as air, water, food, and shelter.
•Two of five said they would accept a lower-paying job that had more flexibility with regard to device choice, social media access, and mobility than a higher-paying job with less flexibility.
•Regarding security-related issues in the workplace, seven of ten employees admitted to knowingly breaking IT policies on a regular basis, and three of five believe they are not responsible for protecting corporate information and devices.

Communication Shifts

Social media is becoming an important aspect in communication both personally and professionally. It provides the ability to collaborate instantaneously with brainstorming and decision making to another level. As important as social media is, it is just as important to implement policies  that make them effective. 

Changing Culture

Some organizations may have more difficulty making change in leadership style that others. Forbes magazine provides three historic mistakes that should be avoided:

1. Overuse of power and underuse of leadership.
2. Begin with a vision but failing to put the pieces in place for effective change.
3. Start to build a program without a clear plan.

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Employee Mobility Important in Small to Mid-Sized Companies

According to a study published by Portfolio.com, 71% of small and mid-sized businesses (SMB) are “mobile businesses” adopting wireless technology to allow their employees to work effectively outside of the office.  

The findings point to the business habits of the rising number of SMB mobile professionals – those who work outside of the office more than 30% of the time.  

“It’s no surprise that advancements in technology are moving at a fast clip. What is a surprise is how much more successful those business owners are who can be rightly called mobile professionals,” says J. Jennings Moss, Portfolio.com’s editor.  

“This tech-savvy group is spending more time doing business outside of a traditional office by staying connected via smartphones or tablets, and are already looking ahead to the next step – cloud computing.”  

  • 64% of small business owners who are considered mobile professionals spend 8+ hours connected to their business via computer, smart phone, or iPad.
  • 88% use social networks, including 60% who leverage social media platforms to market their businesses on a regular basis.  

Obviously with more business managers traveling for sales, and generally working while on the go, there is a valued perk of work mobility for future talent in the workforce. More business professionals are looking for careers that allow them to work effectively out of the office.  

Read the Mobile Enterprise news article

Image: Salvatore Vuono / FreeDigitalPhotos.net

 

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Zappos CEO Urges That Company Culture Is More Important Than Ever

The value of employee culture is more important than ever in a time of economic recovery. At Zappos, their CEO has evolved their corporate mission to include a stronger and richer work culture.

“Our number one priority is company culture,” says Zappos CEO Tony Hsieh explained. “If we get the company culture right, then . . . delivering great customers service or building a long term brand or business will follow.”

Their goals in improving company culture included two major efforts:

  • Improving their recruiting/interviewing process, so that incoming employees would be a good fit for the culture
  • Having employees suggest core values to add to the company’s mission, which were implemented after one year  

Read the Employee Benefits News article

Image: Vlado / FreeDigitalPhotos.net

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Zappos CEO Urges That Company Culture Is More Important Than Ever

The value of employee culture is more important than ever in a time of economic recovery. At Zappos, their CEO has evolved their corporate mission to include a stronger and richer work culture.

“Our number one priority is company culture,” says Zappos CEO Tony Hsieh explained. “If we get the company culture right, then . . . delivering great customers service or building a long term brand or business will follow.”

Their goals in improving company culture included two major efforts:

  • Improving their recruiting/interviewing process, so that incoming employees would be a good fit for the culture
  • Having employees suggest core values to add to the company’s mission, which were implemented after one year  

Read the Employee Benefits News article

Image: Vlado / FreeDigitalPhotos.net

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An Inspired Success Story: Democracy in the Workplace

Innovative organizations are starting to reshape their leadership model and the workforce dynamic for their employees. According to the CEO of engineering firm Namaste Solar: “One person, one vote is the best way to make decisions and the right way.”  

Currently an employee-owned company, Namaste Solar employs a core cultural value centered on democracy that extends beyond the company stock. CEO Blake Jones just sees himself as another employee with a vote, and not the CEO.

For example:

  • A colleague, peer-to-peer environment exists in place of the traditional corporate hierarchy  
  • All company decisions were made by employee consensus
  • Only on rare occasions does the Board make decisions (e.g., layoffs, pay cuts)
  • Decisions affecting employees were announced at their bi-monthly Big Picture Meetings
  • Membership isn’t restrict by role (e.g., an engineer can sit on the Marketing Committee, or an interested marketer can sit in on the HR Committee)

Employee democracy, much like government democracy, requires patience and time. For Namaste and other innovative companies like it, the strength of employee consensus improves office morale, overall productivity, and support needed to drive a company in a forward motion.  

Read the Inc Magazine article

Image: Jeroen van Oostrom / FreeDigitalPhotos.net

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What Do Talented Finance Staffers Want, and How Can I Recruit Them?

High performers in the finance field know what they want in a career. How can you bring in some of the great talent there is in new finance staffers and managers?  

From a 2011 Corporate Executive Board survey, 43% of participating high performers claimed that compensation was important to them. However, it may surprise many to learn that competitive finance staffers desire leadership and career growth more than a higher salary.  

“Compensation may play an important role in recruiting, but CFOs tend to overestimate its impact on retention,” says Michael Griffin, executive director of the CEB’s finance and strategy practice. “There are other levers they should be pulling to retain their high-performing staffers.”  

983 high-performing finance professionals took part in the CEB survey. Some of the key findings:  

  • “Manager Quality” ranked #9 as an important attributes of the job and the #1 retention driver
  • The majority agree that senior leadership reputation and empowerment are important
  • Work-life balance, recognition, and job interest alignment still rank higher than compensation  

Read the full CFO Magazine article

Image: jscreationzs / FreeDigitalPhotos.net

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