Last time we discussed how a lack of effective communication can cause a detrimental decline in accountability, essentially crippling an organization over time. Today, we’ll wrap up the series by focusing on how playing not to lose affects sustainability.
Your job as a leader is to build people up. To give others credit and not worry about the people who are wishing you ill. If you want to grow, here are three things to stay away from.Read more
Having a learning mindset is critical for making strides in leadership development. In this Interview, Vicki Good, Portfolio Director, General Management Program, Harvard Business School, and Robert Swander, Client Services Manager, Harvard ...Read more
When you hear the word, status quo, what do you think? In this environment, many leaders know that status quo will not get their organizations where they need to go. Innovation needs to happen, and it needs to happen fast.Read more
Discover why people are the most critical value-drivers in the future of work.
Explore 3 Fierce strategies that will help you, your team, and your organization thrive in times of change.
We interviewed 250+ professionals of all positions, the majority in manager or director role with ages from 45-64 years old and asked them to identify how their views on leadership compared in the business and political worlds.Read more
Confronting someone is scary. It can be even scarier to confront your boss. Often times, the anxiety you feel is strong enough to make you want to bury your head in the sand, no matter what the issue. However, avoiding ...Read more
Twenty years ago, the top company in Fortune Magazine’s “100 Best Companies To Work For” list was Southwest Airlines. Contrast this to 2016 and Google holds the top spot while Southwest Airlines has disappeared altogether from the list. What defines an Employer of Choice has changed greatly, with significant consequence to companies.
While nearly every business has a strategic plan for growth, very few have a comprehensive mechanism in place to ensure that they have a people plan that will support it. To address this gap, we’ve created a 3-part framework that helps HR professionals partner with business stakeholders to create this type of business-to-people alignment. We call this framework “Require, Hire, Inspire” to reflect the three essential people activities every business must master.