I recently initiated two discussion groups on LinkedIn, on interest groups called CATA and Harvard Business Review. Both discussion groups raised two questions: What caused the downfall of Blackberry? What are the lessons learned? They can be accessed at:
http://www.linkedin.com/groups/What-caused-Blackberrys-downfall-What-37239.S.276807474?qid=69d877c2-b2d4-4716-a5b0-9573fe2664d0&trk=groups_most_popular-0-b-ttl&goback=%2Egmp_37239
http://www.linkedin.com/groupAnswers?viewQuestionAndAnswers=&discussionID=5793139819211153411&gid=3044917&commentID=5793248799954579456&trk=view_disc&fromEmail=&ut=1-EFkBdJnZgRY1
ENJOY!
BLOG: Evidence-based Organizational Optimization
Tuesday, October 8, 2013
Thursday, August 29, 2013
Assessing organizational performance: when, why and how?
Typical symptoms of under-performance
are:
·
Growth targets
are not being met
·
Revenue is
declining
·
Market share is
shrinking
·
Opportunities are
being missed
·
A merger or
acquisition is problematic
·
Deadlines are
being missed
·
Poor teamwork
·
Management gets
surprises
·
Employees rarely
exceed expectations
·
Same issues keep
reoccurring
·
Best people are
leaving
·
A corporate
initiative is stuck
·
Feeling that
there are opportunities to improve performance -- to move from good to great”
A cause may be that employees
are not engaged – not performing near or at their full potential. Gallup surveys reveal that only 30 percent of
employees are engaged.
A cause may be ineffective
direct supervisors. A Gallup poll of more 1
million employed U.S. workers concluded that the No. 1 reason people quit their
jobs is a bad boss or immediate supervisor.
Assessing organizational performance requires pinpointing the problems
and their causes. This requires using a
survey that poses the right questions.
Tuesday, August 27, 2013
If and how to innovate
Apple and Samsung are emerging as the winners in the smart
phone business. Time will tell whether they continue to innovate and remain the
winners in their business. Innovation is
becoming increasingly important, particularly for companies in the Western
World in order to off-set the competitive advantages and zest for becoming great
in other parts of the world. Our firm’s expertise
is in creating a culture and environment that is innovative. This is necessary but not sufficient to
become and remain an innovative company – to find out more, go to the link
below. http://www.innovationexcellence.com/
Simple things to be a better leader
I found these 12 things posted on the link provided below. I like them, probably because they correspond to some of the attributes and sub-attributes of our model of a great leader :-)
1.
Listening: "When
people talk, listen completely. Most people never listen." - Ernest
Hemingway
2.
Storytelling: "Storytelling is the most powerful way to put ideas into the world
today." -Robert McAfee Brown
3.
Authenticity:
"I had no idea that being your authentic self could make me as rich as
I've become. If I had, I'd have done it a lot earlier." -Oprah Winfrey
4.
Transparency:
"As a small businessperson, you have no greater leverage than the
truth." -John Whittier
5.
Team Playing:
"Individuals play the game, but teams beat the odds." -SEAL Team
Saying
6.
Responsiveness: "Life is 10% what happens to you and 90% how you react to
it." -Charles Swindoll
7.
Adaptability: "When you're finished changing, you're finished." -Ben
Franklin
8.
Passion:
"The only way to do great work is to love the work you do." -Steve
Jobs
9.
Surprise and Delight: "A true leader always keeps an element of surprise up his
sleeve, which others cannot grasp but which keeps his public excited and
breathless." -Charles de Gaulle
10.
Simplicity: "Less
isn't more; just enough is more." -Milton Glaser
11.
Gratefulness: "I would maintain that thanks are the highest form of thought, and
that gratitude is happiness doubled by wonder." -Gilbert Chesterton
12. The Golden Rule: Above all else,
treat others as you’d like to be treated
Monday, August 19, 2013
Let’s revolutionize embracing change
Many studies
show that only about 30% of projects that involve people and change are fully
successful.
Executives and change management consultants do many of
the right things when it comes to leading and managing change: listen, deal
with fear, provide tools and training, explain why reasons for the change,
coach for commitment, emphasize transparency, identify and remove barriers, …...
and follow good advice on how to lead
and manage change such as provided in John Kotter’s article entitled
“Accelerate” in the November 2012 issue of the Harvard Business Review.
Wednesday, August 14, 2013
Achieving consistent high-quality service
Five Guys, known for its burgers and fries in the Washington DC area, began franchising in 2003 and today it has more than 1,100 corporate-owned and franchised locations in the United States, Canada, and now the U.K. To maintain a consistently exceptional customer experience despite the restaurant's extraordinary growth rate, Five Guys provide high-quality training to its employees. Accountability for customer service is a companion to training, and is achieved by proactively seeking feedback from customers.
The importance of candor in business
Jack Welch, former Chairman and CEO of General Electric, in his book, Winning, states that candor is the biggest little secret in business. In our framework for improving the performance of organizations, we regard teamwork as a fundamental building block. One of the attributes of effective teams is resolving differences, which requires being candid in a constructive manner. For more on candor, see this VIDEO.
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