Racism is not an issue only for perpetrators and victims (and their respective supporters). Racism continues to happen because bystanders remain bystanders. The victims cannot stop it, the perpetrators won’t. But bystanders, who are in majority, can reduce racism. But I am innocent! I did not create the problem nor do I contribute to it. […]
Hiring execs is something which should be done in a thoughtful and articulate way. You need a process and a framework, especially if you’re hiring senior professionals into a function you know very little about yourself.
Once an organization is diverse, inclusive and has equity, business results and workplace satisfaction will improve. It is more rewarding to work with people who have the goal in common but come at the task or question from uncommon angles. Great teams strive towards the same goal adhering to the same values, but they differ greatly in viewpoint, world view, constitution, background and gender.
When the going gets tough, or perhaps just uncertain, everyone looks to the CEO. Is the leader leading, still moving forward? Does the boss radiate calmness and confidence? Does the CEO look like having a plan? If so, we will follow and we will stay on course, stay together.
Millennials are uniquely skilled, impressively balanced and socially aware. To lead them, help them become leaders. Avoid the term Millennials and don’t apply too much “management”. Offer guidance. Soon they will lead you. After some time, our digital society will function properly.
Top-performing boards of directors are built on a foundation of integrity and trust. I had the honor of serving on the Nokia board as the 150 year old company was preparing for the remarkable revival of the past years. This is what I learned.
A tight organization is tight but not uptight. It is relaxed and accommodating. Everyone knows that they are doing important work. There is trust, play and fun.
Building a tight organization is in the details. It’s not about strategy. Tightness requires trust and knowledge. Here are the three cornerstones.
We may have different abilities and we play different roles, but we are not of different value. Each person in an organization plays an important role. All are worthy of respect and attention.
There is just one way to lead a team to success: by believing in the positive energy of each individual. Doing so sometimes leads to the wrong path. An important moment comes with the next project. A confident team which knows that experimentation is allowed and failures are not punished will be amazingly innovative.
When a good team becomes a great team, the whole company rises to a new level of performance. Everyone knows that you can accomplish anything together. Here are six things to keep in mind when building the team:
All-hands meetings increase productivity, motivation and teamwork. Committing to a joint goal is easier when everyone is in the same place. Here are three practical tips on how to arrange an all-hands meeting.
12 things that it will always be useful to a leader to do more of. Focus more on opportunities than on problems – Deal more with substance than with appearance – Ask more than you answer.
When employees doubt their abilities, it might be interpreted as a sign of weakness but can be a question of preparation. They might be your strongest employees. How you as the leader encourage them to take the assignment makes all the difference. Watch the video to learn three useful responses.
Offices are so last century! A distributed team is managed by starting from the top. Go all in online. Manage with vision and culture. Never favor physical proximity. Plan and budget for in-person meetings. State the promise and expectation at hiring. Document and record profusely.
Culture and values are a top responsibility for CEOs of both start-up companies and large corporations. A company with a strong and consistent culture requires less command-and-control management and empowers employees to take initiative, innovate, and serve customers well, says Fadi Ghandour.
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