With 2017 nearly in the books, it’s time to start thinking about next year. Do you want to continue your momentum? Avoid 2017’s missteps? Create a stronger work-life balance?
Here are six tips to help you (and your business) thrive in 2018
Their work life has consisted of more recessions than the previous two generations. They’ve learned from Baby Boomers and are mentoring Millennials. And according to a recent study, the stress is exhausting them.
Actor Alan Alda’s new book If I Understood You, Would I Have This Look on My Face? My Adventures in the Art and Science of Relating and Communicating is a deep dive into what matters most in communication—empathy. Leaders, trainers, and interviewers will find valuable tips on how to build and sustain connection to others.
What does it really mean for employees to demonstrate ownership? Taking care of every detail? Stepping up to take blame and correct mistakes?
Amazon characterizes the best of employee ownership this way:
“Leaders are owners. They think long term and don’t sacrifice long-term value for short-term results. They act on behalf of the entire company, beyond just their own team. They never say “that’s not my job.”
The results of a recent Jobvite study of the workforce shows that one space where Americans are still somewhat unified is the workplace. The findings shed light on emerging trends and highlight some key areas where there are no surprises.
One key trend is that we are in the age of the “Hyper Hopper”—with job satisfaction rates on the decline (64% in 2017 vs. 74% in 2016), nearly half of job seekers are changing jobs at least every five years, particularly younger people, single people, and those who earn less than $25,000/year.
Amazon’s many financial and corporate accomplishments are almost too numerous to mention. A market cap twice its largest competitor – retail behemoth Walmart. 33% market share in all of eCommerce. Almost $150B in annual sales. Nearly $20B in operating cash flow.
These achievements are driven by a hard working culture guided by 14 leadership principles.
When was the last time you felt truly vulnerable at work? Are you a CEO who feels comfortable using the words “I don’t know” with your leadership team members? Have you shared some of your fears with them? Have you allowed yourself to be human?
Last week, I had the pleasure of attending the annual summit of the Small Giants Community in Detroit. For two days, 150 leaders committed to growing a business with purpose grappled with topics such as culture hacking, open book management, and leading from the behind.
I recently read an interesting article in Talent Economy magazine about how Artificial Intelligence is being used to reduce / get rid of mundane administrative tasks that often fall on HR personnel. There are two areas where AI will make a big impact on HR in the future – Recruiting and Employee Benefits.
After reading a blog post by Dale Robinette (thanks Dale!), we realized that we gave our readers advice on how to hire a new Chief Operating Officer, but gave no advice on when it is time for your company to find a new one.
Here are a few thoughts on when to hire a COO:
1) If your current COO leaves, you need to find a replacement. Most businesses benefit from having a COO, and trying to run a business without an operations leader is a risk most business owners should not take.
John Lankford, author of “The Answer is Leadership” wrote, “Values and norms are the building blocks of a company’s culture. Some companies constantly reinforce their defining principles by displaying them in strategic areas of the building. Other businesses treat them less formally, but no less seriously. In either case, every business – and, often, every team – has its unique “rules of the game” that ultimately define the overall culture. Whether formally displayed or tacitly acknowledged, though, if management approaches those values and norms as an afterthought, doing little or nothing at all to articulate them – the result will be deleterious. It cannot be overstated that your company’s culture is a reflection of its management team – always.”
Recently, I watched a documentary called “Happy” on Netflix. First, I really enjoyed it and do recommend it, but I wanted to share some important life lessons highlighted in the documentary.
People endeavor to become happy through either intrinsic or extrinsic factors.
The extrinsic factors include material things such as money or power.
As Chief Executive Officers, you attend a lot of meetings. Sometimes it can feel as if you attend too many. As a result, some meetings must be rescheduled because of time constraints.
Which meetings do you prioritize? The short answer is that you should always keep performance reviews on the calendar.
Reminiscent of its .com flopping predecessors, Nasty Gal filed for bankruptcy late last year after raising tens of millions in venture capital. It was a fantastic fall from grace for the company. Yet the brand of its founder Sophia Amoruso lives on - through her best selling book, a popular podcast, and a new Netflix TV series.
This divergence between company and founder success can teach entrepreneurial CEOs some important lessons:
Tom Billingsly never fashioned himself to be more of an entrepreneur than any other Tom, Dick or Harry.
Yes - he did have ideas all the time about new business to business and consumer solutions. For example, easily programmable electronic arms for mail carriers to hand deliver the mail to each resident — without ever leaving the comforts of their 1988 Ford Festivas. Since he loved to play ping-pong but rarely had a playmate - why not develop a high-tech paddle which, when combined with the Oculus VR, could deliver a night of table tennis fun?
A few months ago, I wrote about The Seven Roles of the COO, a topic that is often poorly understood or underestimated. I was amazed at the level of interest. I received thousands of views, hundreds of likes and a sizeable number of shares and comments. There were many COOs who raised their hands, confirming my belief that they tend not to be talked about or recognized and, when someone does focus on them, they get excited and willingly share what they do and why they do it.