by Melissa Janis
I received the secret to giving meaningful praise decades ago and didn’t realize it until I became a manager years later. It was an old-fashioned three sentence paper memo from my SVP. She said she was aware that I had persuaded a major client to endorse our product in a company press release. As with all good feedback, it was timely and specific. But the third sentence contained the magic: “You showed tremendous finesse.” Continue reading
by Gwen Moran
When it comes to managing your company and serving your customers, you need to be confident that things are getting done. If you don’t build a culture of accountability, holding your employees and yourself responsible for behavior, follow-through and values, it could soon start affecting your bottom line. Continue reading
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These days, every established company is at risk of having its industry–and its own business–disrupted by a startup. Cognizant of this, companies devote a lot of time to talking about how important it is to innovate. But here’s the truth: most companies can’t innovate because everyone is paid to maintain the status quo.
This is the single biggest reason companies fail to do anything new or exciting. You and everyone else are maxed out making sure your company is doing what it’s supposed to do; innovation is what the weekends are for. Continue reading
by Gianpiero Petriglieri
There is an old cartoon I often show to the managers I work with. It portrays a smiling executive team around a long table. The chairman is asking, “All in favor?” Everyone’s hand is up. Meanwhile, the cloud hovering above each head contains a dissonant view: “You’ve got to be kidding;” “Heaven forbid;” “Perish the thought.” It never fails to provoke awkward laughter of self-recognition.
I have a name for this cocktail of deference, conformity and passive aggression that chokes people and teams. I call it violent politeness. Continue reading
by Peter Economy
Your top performers are the lifeblood of your company. Recent surveys suggest many of them are looking for new jobs. To hang on to them follow this essential action plan.
No matter how carefully you hire, inevitably your employees will differ in important ways. Some will be good-humored, intelligent, have a strong work ethic, and always be eager for new challenges. Others will be less so, or worse. You want to do everything you can to keep the first group, because they are critically important to the company’s success. Here are five things you should do to retain your top performers. Continue reading
