Every day we see or read about superb acts of leadership. The ones that occupy an indelible place in our minds are often characterized by unexpected high-pressure, traumatic conditions and courageous acts taken within a very limited amount of time – a cabbie delivering a baby, a mayor calming a city after one of the worst terrorist attack in the history of mankind, a pilot making the call to land a powerless 65 ton piece of steel on a river in the middle of a major metropolis, a primary school teacher protecting her class from a gun-wielding madman.
Posts Tagged Business Strategy
Smart companies engage in succession planning. Exceptional companies focus on legacy creating.
Bank of America and Citigroup
When Bank of America CEO Ken Lewis and Citigroup CEO Vikram Pandit announced their departures unexpectedly and with little warning in 2009 and 2012, respectively, each organization scrambled to identify a replacement. As a result of such unpreparedness, stock prices fell, the executive team became unnecessary distracted, initiatives stalled, growth stagnated, and employees felt uneasy and uncertain.
I embolden job seekers on a daily basis to make sure they have a tailored job search strategy. Rather than just go about their job search randomly, I preach the importance of a strategy that is targeted, reviewed and adjusted on a daily basis. Ironically, those on the other side of the hiring line do not always seem to have the same focus.
On April 3, @weknownext chatted with Joey Price (@JVPSaid) about "HR, What's the ROI on your RBI?"
In case you missed it, here are all the great tweets from the chat ...
I’ve Gotta Measure It, Too?
A Q&A with Appature CEO, Kabir Shahani
After my recent post about young leaders, I had a chance to catch-up with Kabir Shahani of Appature.
Facebook COO Sheryl Sandberg is catching a lot of grief for her new book, “Lean In,” and for her public appearances suggesting that women need to be more aggressive in the workplace. Her recent interview on “60 Minutes” seemed to raise the level of criticism to historic heights.
Today’s companies recognize that every individual on their team is important and that their contributions have an impact on the company as a whole. At the same time, in the age of big data, more information is widely available to all stakeholders, shaking up the traditional, top-down communication style. These changes bring about a state of collective leadership – where individuals can easily collaborate to make decisions that improve performance, at both the personal and business-wide level.
Human capital concerns, building global brand recognition, anticipating and meeting diverse consumer needs, engaging audiences and advertisers, and ensuring business integrity and trust are key to capitalizing on emerging global market opportunities, business leaders said recently.
Leaders in communications, finance, media and technology shared strategies and challenges they’re facing in emerging global markets at the 2013 Global Diversity Leadership Exchange, held Feb. 6, 2013, at the New York Stock Exchange here.
Who among us hasn’t dealt with the need to implement and manage change? Whether focusing on a large-scale organizational change or a small-scale “in my department” adjustment, every leader is faced with the responsibility to execute and manage change.
Talent management strategy needs to be customized and aligned with an organization’s business challenges and unique operating environment to ensure its positive impact on the bottom line, said several experts speaking at a conference here Feb. 13, 2013.
“There really is not a cookie-cutter approach to installing a workforce strategy,” said Michael Haid, Right Management’s executive vice president for talent management, at The Conference Board’s Talent Management Strategies Conference.
A majority of business leaders polled said they believe that identifying the right talent is critical to success, but more than half of respondents said there is a shortage of talent in their industry, according to survey results released Feb. 6, 2013, by HR services provider NorthgateArinso (NGA).
That’s right - Sharing. Not sharing staplers or a filing cabinet drawer. I’m talking about sharing information.
In his book The Collaborative Organization, author Jacob Morgan says collaboration efforts have a direct impact on business performance. The results show as high as 36 percent. Morgan explains the result is linked to the role collaboration plays in helping employees solve company problems.
Remember when companies were run as dictatorships? We simply cannot do that anymore. There are too many people in too many places with too much work to be done. Nowadays, one man or woman cannot run a start-up -- let alone a global corporation.
In the past, while formulating an employee engagement strategy I would often hear, "The CEO wants it that way, so that's the way we are going to do it." Today, the CEO-centric program may be the very thing that drives tomorrow's talent away.
When interviewing candidates for a new Head of HR position at HireVue, I had a simple question for each applicant: If you could have a clean slate and start the talent acquisition process totally anew, what would you do? Surprisingly, the majority of candidates were unable to provide a good answer. Most just talked about doing things the old way, but using new tools.
Face it: Most HR consultants are not natural salespeople. But in order to nurture and maintain a thriving practice, they must continue to feed the pipeline with prospects and work to turn those prospects into customers. Here’s how.
Building a Network
There’s been a lot of conversation lately about the role of social media in today’s workplace. While we’ve pretty much established that social media is here to stay, there are still many workplaces that discourage -- if not totally prohibit -- the use of social media (or any internet activity) at work.