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Our minds are wired for story. We think in narrative and enjoy consuming content in story form. So understanding the difference between presenting and storytelling is critical to a leader’s ability to engage an audience and move them to action. Unfortunately, presentation software often gets in the way.
The ability to effectively lead others is a key to success in growing a business. But in the transactional business world gone virtual, we spend the majority of our time treating one another as strangers.
Taking into account all the digital exchanges we have in the course of a workday, what can we as leaders do to humanize our interactions, draw people to us, and build trust?
With ever-increasing demands at work, being able to get things done can be a key driver of success. But, the irony is that it can also deter success, because a focus on tasks often comes at the expense of a focus on people. Things like building relationships, inspiring a team, developing others, and showing empathy can fall by the wayside.
Leaders often rely on the carrot vs. the stick approach to motivate employees, where the carrot is a reward for compliance and the stick is a consequence for non-compliance. But this is an outdated approach that never really works well. Motivation is less about employees doing great work and more about employees feeling great about their work…
In this era of resignation when employees are reevaluating their lives, quitting to find more fulfilling jobs, taking career breaks, or starting their own businesses and no longer tolerating bad bosses, inequities, burnout, and lack of purpose in the workplace, creating a strong workplace culture is critical.
Better pay, job satisfaction, or promotion prerequisite? No matter why you aspire to become an expert in a new field, the question is how to approach it. Your ultimate goal to become a swift and wise decision-maker in a new arena who is able to diagnose problems and assess opportunities in multiple contexts requires you to have “deep smarts” — business-critical, experience-based knowledge.
Youth unemployment has profound implications for the global economy and social stability that we have never seen before. 1.3 billion youth, the largest generation of young people in the history of the planet, are preparing to enter the workforce. But are they ready to face it?
Are you practicing lifelong learning? It’s crucial! – from maintaining your own view of yourself to the attitude you display everyday, to remaining connected with the world, and to what you have to contribute within your relationships. There’s a lot of room for everyone of us to be a continuous learner and it can be fun as well!
If you are a company leader hoping to undertake a successful organizational change, you need to make sure your team is onboard and motivated to help make it happen. The following strategies can you help you better understand your employees’ perspectives. Start by creating audience personas that map to key employee segments in your company.
How well employees head start their journey with a company determines whether they choose to stay or jump off the ship! With companies struggling to retain talent, creating an effective onboarding process is crucial. Though it is becoming more challenging in the age of remote and hybrid work, a strategic onboarding program designed by effective managers is imperative to build new hires’ confidence, increase engagement, and create an environment that keeps talent for years to come.
A team is what makes or breaks a business! Encouraging your employees to persevere isn’t enough. Managers should know how to cultivate gratitude, compassion, and pride in their teams which will make them willing to cooperate and invest in others with a positive outlook..
Coming off the waves of the 2021 “Great Resignation,” it’s no secret that employers are continuing to recover and implement strategies to retain top talent better. The work landscape has been indisputably altered, putting more power in employees’ hands than ever before.
As the pace of digital transformation continues, marketers are now taking center stage in their organizations, connecting the dots across customer needs and data, business priorities, and the digital agenda. The author recommends five actions marketing leaders should take to aggressively drive growth and create value
As intergenerational teams become more common in the workplace, tensions between older and younger workers are rising! What if the best way to embrace generational differences is to make them an asset rather than a liability? A variety of viewpoints and approaches are necessary if we hope to solve the world’s most pressing issues and make employers the best they can be.
What makes a company “future ready”? The author analyzed top companies by revenue across four sectors, measuring seven equally weighted factors, then analyzed what leading companies were doing differently. They discovered industry specific insights, which also informed more universal lessons. First, don’t play zero-sum games with disruptors. Looking at the financial industry, companies
Aren’t we all looking forward to having a more relaxed Monday, as all of us hate them? Start every Monday by sitting down with a piece of paper and pen and listing the most important things for the week. Well, this is followed by none other than the CEO of a trillion-dollar company, Sundar Pichai.
Working meetings are wasting your employees’ time, aren’t they? Meetings are a perfect opportunity to showcase one’s best self and utilize their own time and energy effectively. With more focus on the quality of meetings, they are meant to be more purposeful and participatory involving only the right people.
Companies across all industries are putting personalization at the center of their enterprise strategies. For example, Home Depot, JPMorgan Chase, Starbucks, and Nike have publicly announced that personalized and seamless omnichannel experiences are at the core of their corporate strategy.
Remote workforces present a unique set of challenges. As a company leader, it is your responsibility to ensure that your team isn’t just surviving, but thriving.
Many executives are surprised when previously successful leadership approaches fail in new situations, but different contexts call for different kinds of responses. Before addressing a situation, leaders need to recognize which context governs it—and tailor their actions accordingly.
Work styles that are intense and all-consuming to reach the top are antiquated relics of the past. Leadership is possible while still having a life. Norms have to shift, and leaders have to clarify, to the rest of the team, that their home lives and finding time for family and life are also a priority. In order for leaders to stand against status quo pressures and create work-life balance, research shows they must cultivate skills…
Maybe you don’t know which career will bring you fulfillment, you’re struggling to move on from a terrible past job, or you’re not getting very far in the interview process. Career coaches can help you figure out what you want to do, understand what’s preventing you from advancing in your professional goals, and endure the ups and downs of job hunting…
Feedback is one of the trickiest forms of communication to give and receive. Criticizing might hurt someone’s feelings, which is why the giver avoids the conversation in the first place. And if at all the conversation occurs, the recipient is likely to feel ashamed, hearing something along the lines of “you’re not good enough and you need to change.” If feedback doesn’t lead to improvement, then what will? Leaders, please be an ally, not a critic!
Are you finding too less time for actual work on a normal working day? Productivity is about doing things different efficiently instead of just doing more! Few tips to come handy: Start to batch checking emails, meetings, calls and virtual events to have more quiet time to work for yourselves, focus more and be productive. Think about how you can influence your environment if you are looking to change certain habits.
While unhappiness or dissatisfaction in the current job serves a crucial function, signaling the need for change, prompting us to switch companies or prompt us to look for something that’s a better fit often does not serve us well as we engage in that pursuit…
What is the recipe of a good leader. It’s not just about putting lofty plans and strategy in place and asking functional and business-unit teams to do their best to execute. Research has shown that only about 8% of company leaders excel at both strategy and execution. But more and more, we need leaders who master the art of both.
Are you hesitant to follow up after your job interview? Follow-up after an interview is an important part of the job search process that is often overlooked. You may use this opportunity to thank the interviewer for their time, while also reinforcing your interest in the job, and how you can contribute positively to the company. You need to be smart about how and when you follow up If you go about it the wrong way, following up can actually harm your chances.
There’s nothing quick or easy crafting an effective resume.. Rather than trying to put together a resume in hurry, take your time to craft it well. After all it’s your market facing document, which can make or break the deal for you. Knowing how to stand out on your resume can be challenging!
A good business writing style transcends style and is more about how smartly you articulate to grab the attention of your audience. Your writing can make or break your career or business. Are you wondering where to start? First off, business is customer-centric. Make sure your customers see what they are looking for. Instead of wasting time aimlessly, focus on the destination and sum up your thoughts with a crisp tweet or a headline…
Don’t we all want to be the “go-to” person at work? After all, collaboration and lending a helping hand at work are some of the most appreciated things. Nevertheless, “collaboration overload” can affect not only one’s performance at work, but also negatively impact one’s overall health. The new remote world setup has drastically increased the amount of time we spend working with and helping each other virtually, leaving us with less time for deeper,
Having a stressful job can be daunting, but the same in a toxic environment can be an entirely different challenge to cope with. It is true that external circumstances cannot be controlled, but you always have control over how you respond to the situation and people. No matter how hard it may get in a toxic environment, don’t let it have an impact on you, keep up your professionalism, focus on your goals and get going because leaving a job is not always an easy option.
Are you experiencing self-minimization, self-invalidation or self-doubt about your feelings, perception, and memories? You may be gaslighting yourself out of habit if those types of thoughts come to your mind often and instinctively. It can be extremely self-destructive but don’t be alarmed, you’re not alone!
In the past due to pandemic, employers have dealt with challenges such as remote work, flexible schedules, higher wages, and health and safety concerns. Now, attracting (and retaining) talent amidst the “Great Resignation Wave” will be a different challenge to deal with altogether in 2022.
Getting to the top of the company isn’t always easy, and definitely not for the faint-hearted. It may require you to take on sideways or backward-looking risks, jobs in smaller organizations with more responsibilities, roles you don’t understand, and definitely say yes to greater opportunities:
Your primary task as a leader is to build capability below you — but for new managers, this can be especially challenging. You want to be liked. That’s natural. But remember: Placing performance pressure on your team isn’t cruel. A leader who stretches their people risks the possibility of not being liked in order to give others the opportunity to grow. This means the next time you are tempted to solve a problem for your team member, stop yourself. Turn it into a learning opportunity instead.
Companies increasingly rely on diverse, multidisciplinary teams that combine the collective capabilities of women and men, people of different cultural heritage, and younger and older workers. But simply throwing a mix of people together doesn’t guarantee high performance; it requires inclusive leadership…
The only certainty is uncertainty, writes HR expert Lars Schmidt. But one thing is clear: The days of HR being a back-office function are over. HR has experienced a rollercoaster ride over the past two years. It’s been our responsibility to lead our organizations through a once-in-a-generation pandemic, create return-to-workplace plans, implement “people ops in the cloud” remote models, and more.
Conventional job titles have become outdated in many different workplace contexts. The modern workplace is simply not a good fit for such rigid professional boundaries between coworkers and their respective responsibilities. Today’s employees are often required to work with other teams and offer expertise outside the confines of their department while still carrying out the specific duties…
After the significant disruption to recruiting and hiring over the last year, it’s become clear that companies need to make employer branding a top priority in 2021 and beyond. From deciding whether to require vaccinations for returning employees to redesigning office space to support safe collaboration, to onboarding new recruits who are working remotely, employers are wrestling with entirely new challenges post-pandemic.
If you want to excel in your new job, you can’t rely on your company’s onboarding process to prepare you. You need to take control of your integration. Start by cultivating connections up, down, and across. Spending time early on to figure out who the influencers are in relation to your role, and getting to know them face-to-face, can pay big dividends down the road.
It’s harder than ever to stay in business—let alone run at the front of the pack. Leaders have to navigate what has become the new status quo: an uncertain, fast-changing business environment created by disruptive technologies, economic volatility, geopolitical instability, and unpredictable events brought on by systemic climate change and shocks, such as the current pandemic.
In supply-chain management, you get what you plan for. Companies understand that principle when it comes to the goods that they consume and produce, but not when it comes to the people they hire and train. For decades, companies have adopted a short-term, ad hoc approach to talent management — and it’s increasingly obvious that this is a problem with profoundly harmful implications for the economy.
Because digital transformations change every process — from strategy to execution — and alter every function, they’re often challenging to pull off. CEOs have to be digitally literate and get personally involved if they wish to succeed. Yet, it seems that many companies don’t have the kind of CEOs, top management teams, and boards of directors they need to tackle digital transformations.
Are you raring to change careers? Break into a whole new line of work that makes you leap out of bed, happy to go to work every day? Parlay personal passions into professional endeavors? Or focus on a different clientele, type of product, or service?
The marketplace for talent has shifted. You need to think of your employees like customers and put thoughtful attention into retaining them. This is the first step to slow attrition and regain your growth curve. And this does not happen when they feel ignored in the fever to hire new people or underappreciated for the effort they make to keep business moving forward.
It’s problematic when companies decide to embark on a digital transformation agenda without having a clear definition, let alone vision, for what it means. The fundamental meaning of transformation is not about replacing old technologies with new ones, or capturing high volumes of data, or hiring an army of data scientists, or trying to copy some of the things Google or Amazon do.
Hated by bosses and subordinates alike, traditional performance appraisals have been abandoned by more than a third of U.S. companies. The annual review’s biggest limitation, the authors argue, is its emphasis on holding employees accountable for what they did last year, at the expense of improving performance now and in the future.
Hybrid work models are increasingly becoming the new norm as companies examine work culture moving forward. As firms welcome back employees to offices after the pandemic forced them to work remotely…
Eye-tracking research has shown that an HR professional will review your resume for a mere seven seconds, and companies are increasingly using automation to screen resumes. The days of sending a generic CV are out. You need to be able to stand out and make the connection that lands an interview.
“I hate networking.” It’s a familiar refrain. But in today’s world, networking is a necessity—and fortunately, an aversion to it can be overcome. Drawing on laboratory experiments and on studies at a large law firm, the authors have identified four strategies that can help people become more excited about and effective at building relationships.
Public speaking. Attending a networking event. Confronting a coworker. These are uncomfortable tasks, but sometimes need to be performed for us to grow professionally. So how do you move out of your comfort zone? It’s simple: be honest about your excuses;…
Listening is a skill that’s vitally important, sadly undertaught, and physically and mentally taxing. In the aftermath of Covid-19, particularly with the shift to remote work and the red-hot job market, it’s never been more important — or more difficult — for leaders to be good listeners. This article offers nine tips to help leaders become more active listeners, and a breakdown of the subskills involved in listening and how you can improve in them.
Culture is often referred to as “the way things are done around here.” But to be useful, we need to get more specific than that. The best companies recognize that there are three elements to a culture: behaviors, systems, and practices, all guided by an…
The current economic environment threatens the success — and perhaps even the survival — of many small and midsize companies, because larger organizations are increasingly able to provide personalized experiences to their customers, in literally any way their…
The Dalai Lama shares his observations on leadership and describes how our “strong focus on material development and accumulating wealth has led us to neglect our basic human need for kindness and care.” He offers leaders three recommendations. First, to…
If you feel a career change is on the horizon but are unsure of how to get there, you are in good company. Most professionals start where you likely are — a combination of excitement, worry and hesitancy as they determine their next steps, which are not always so clear.
Feedback is the key to promoting personal and professional growth. To all the young individuals who aspire to be good leaders and mentors out there, are you struggling to strike the right balance with your feedback? It is high time you make coaching easier on yourself, in part by giving feedback…
Psychology has become increasingly mainstream in recent years, with enormous attention being paid to how our psychologies, often unconsciously, shape how we behave and the world around us.
A new book “Negotiate Without Fear: Strategies and Tools to Maximize Your Outcomes” by Victoria Husted Medvec, a negotiation expert offers strategies to take the fear out…
Never before have workplace, employee and leadership needs changed so much in such a short time. The future of work is being built in real time as companies navigate office reopening and hybrid work plans.
The need of the hour for companies to stay connected with their employees, customers, and suppliers has enforced all industries at any level of business, adopt digital transformation initiatives. Some critical gaps found in companies are recruiting and…
Most leadership trainings are about teaching ideas, sharing best practices, and increasing knowledge. But successful people rarely become better leaders because they know more. They become better leaders because…
Most companies fail to leverage one of their most compelling and distinguishable points — the CEO’s brand. Think about NASCAR for a moment. Every car in the Daytona 500 is high performing, has sponsors and a skilled pit crew and is financially backed. There is one major difference…
It’s a cliché as old as time: When it comes to your career, people often say to “follow your passion.” While this slogan is splashed across self-help books, heard in graduation speeches and even touted…
The battle for talent is in full swing, and having high-performing talent is more influential than it’s been in decades. It’s high time for organizations to evaluate: What’re we doing differently to win this talent war?
Networking effectively online is key for young people seeking their next role, wanting to learn more about industry trends, or make meaningful connections. While LinkedIn shows promise for early career professionals to, few…
Acclaimed science writer Annie Murphy Paul says that in order to think the intelligent, informed, original thoughts we’re capable of, we can’t rely on the brain alone. Read on…
When we equate work we love with “not really working,” it propagates a belief that if we love it so much, we should do more of it — all of the time, actually. But this mentality leads to burnout, and the impact on our mental health can be profound. Recently, the concept of burnout was legitimized when The World Health Organization (WHO) included…
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