7 Qualities Of A Truly Loyal Employee. 7 Qualities Of A Truly Loyal Employee. 7 Ways to Manage Email So It Doesn't Manage You. 10 Things Extraordinary Bosses Give Employees. Good bosses have strong organizational skills.
Good bosses have solid decision-making skills. Good bosses get important things done. Exceptional bosses do all of the above--and more. Sure, they care about their company and customers, their vendors and suppliers. But most importantly, they care to an exceptional degree about the people who work for them. That's why extraordinary bosses give every employee: 1. Great organizations are built on optimizing processes and procedures. Engagement and satisfaction are largely based on autonomy and independence. Plus, freedom breeds innovation: Even heavily process-oriented positions have room for different approaches.
Whenever possible, give your employees the autonomy and independence to work the way they work best. 2. While every job should include some degree of independence, every job does also need basic expectations for how specific situations should be handled. 3. Plus, goals are fun. No one likes work. 4. 5. 6. 7. 8. No employee is perfect. 8 Things Productive People Do During the Workday.
The Power of Simplicity. 10 Things Really Amazing Bosses Do. Recently, I had overwhelming response to my column on 10 Things Really Amazing Employees Do.
In it, I also gave tips for being a better boss. Better is great, but amazing bosses didn't need the tips because they already knew what to do. Being a boss is hard. People don't naturally wish to have one. And not everyone aspires to be one. 1. Amazing Bosses know efficiency can be the enemy of efficacy in the long run and so they work to create an atmosphere of expansive thinking. 2.
Amazing Bosses form an internal culture by design rather than default, making sure they attract the right people to get on the bus and then get them in the right seats. 3. Amazing Bosses know how to integrate creativity into daily conversation and procedures so that every employee feels natural about being creative and facilitating productive creativity when interacting with others in the company. 4. 5. 6. 7. 8. 9. 10.
Like this post? 10 Things To Do Every Workday.
7 Lessons From the World's Most Captivating Presenters [SlideShare] It’s 7:54 on a frigid January morning in San Francisco.
You’re waiting outside the Moscone Center, in a queue of several thousand people, many of whom have been camping out in the cold for over 12 hours. The security detail for this event rivals the Democratic National Convention. Another hour passes before you’re comfortably seated in a giant auditorium that’s crackling with anticipation. Finally, at 9:43 a.m., the moment you’ve been waiting for arrives.
The thin, soft-spoken man gracing the stage in his signature turtleneck and jeans, clears his throat, takes a sip from his water bottle, then pauses for a full 12 seconds before uttering these words: "This is a day I've been looking forward to for two and a half years. Such was the scene on January 9, 2007, when Steve Jobs unveiled the iPhone in one of the most captivating product launches in history. At LeWeb Paris in December 2012, I had the opportunity to witness another kind of extraordinary experience.
In a word: plenty. Three deadly career traps, and how to avoid them. 8 Things Productive People Do During the Workday. Look Before You Leap Into That MBA. 11 Simple Concepts to Become a Better Leader. Five Ways to Become a Better Team Player. Read What Facebook’s Sandberg Calls Maybe ‘The Most important Document Ever To Come Out Of The Valley’ Facebook’s No. 2 top dog, COO Sheryl Sandberg, recently said that Netflix’s company culture document “may well be the most important document ever to come out of the Valley.”
The document, a bullet-point-happy PowerPoint, has become a cultural manifesto for the Internet’s economic epicenter, amassing over 3.2 million views on Slideshare.net. More than simply a management guide, it’s a window into a philosophy that thrives on uncertainty, creativity, and trust — a blinding contrast to the hierarchical culture that dominated much of the 20th century workplace. To the extent that innovation and the Internet play a role in the modern workplace, it is a crystal ball into the future of daily life. We’ve summarized the most telling principles below: Creativity is Most Important In procedural work, the best are 2x better than the average. The technology industry, especially, is haunted by the ever-present fear of obsolescence. Prioritize Discovery Over Job Security Unlimited Vacation.
If you want people to act, do these four things. The VC Firm That Funded Facebook Explains How To Hire. The #1 Career Mistake Capable People Make. The One Conversational Tool That Will Make You Better At Absolutely Everything. Ask yourself: If you could interview like Walter Cronkite, would you get more value from your meetings? Would your mentors become more valuable? Would your chance encounters with executives in elevators and thought leaders in conferences yield action items and relationships? The answer is yes. “As someone who had little to no experience in business--outside of running my own one-man freelancing operation--all that's really saved me (so far) from madness are the skills I used as a journalist,” says Evan Ratliff, who wrote for magazines like The New Yorker before founding his startup, The Atavist. One of those skills, he says, is “being able to formulate questions that deliver useful answers, whether from advisors or clients or whomever.”
Good questions can move your business, organization, or career forward. The problem is, most of us ask terrible questions. But we don’t have to. The following advice can make you a much better interrogator, not to mention conversationalist: New Years Resolutions For Business. The New Year is a propitious time for businesses to re-prioritize their objectives and start afresh with renewed vigor and a clear mission.
Setting – and following through on – thoughtful and apposite resolutions is an effective way to maximize results and impact for your company. In my estimation 2013 will be a year marked by continued economic volatility (through headline risk, inflationary monetary policy, and an ambivalent unemployment rate), the emergence of the micropreneur, increased attention on ROI (return on investment) in social media, and philanthropy as a potent form of marketing. The businesses that win in the New Year will be those that iterate incessantly to define their own innovation curve, that establish strong and unambiguous company cultures, and those that use their data points effectively to minimize wasteful spending and increase their ROIC (return on invested capital.) 1) Iterate – This will be the buzz word of the year.
The One Conversational Tool That Will Make You Better at Absolutely Everything. Hi 1) @LoneTruth look for 1) 2) @tearsana look for 2) 3) @TheRab and @Truefire guess (did you not see ChillyPepperz reply?)
(Ex 1: please see further below. Q: Time to stand up?) Ex 2: (*One* = maybe not, and **Two** = bad) 1) What *do you think* of this website's **terrible** commenting system? (Answers might be: "It's not that bad") 2) *Why* does lifehacker's commenting system **suck** so much? 3) WHO **is to blame** for LH commenting system being so **bad**? 1) .... whereas those that begin with "would," "should," "is," "are," and *"do you think"* can limit your answers. 1) Good: *Do you like* Spotify's new discovery feature? (Only good, if you want answers like "yes" or "no" and the same goes for the "bad" sentence below) Bad: What *do you think* of Spotify's **terrible** new discovery feature?
I believe following Ex of Qs are more in sync with the article: Ex 2a (For short Web Qs) "Great site and article! Q1: Can you advise me - How do I make sure to see all the replies? Ex 2b (Direct dialog) Why corporate strategy needs to change with the cloud — Cloud Computing News. Big Idea 2013: Stop Worrying About Efficiency. Big Idea 2013: A New Social Contract between Employer and Employees. Big Idea 2013: Get All of Your Employees on Social Media. Distill Your Message to as Few Words as Possible.
It's amazing how complex our lives have become.
Nothing's simple anymore. Think about it. Even your Facebook page has a million things going on. The increase in complexity has led to a decrease in focus. It's hard to know what even matters anymore. Well the same is true for your customers. Everybody's talking at once, saying so much, that customers can no longer remember what we started talking about in the first place. Why is this so important? What can you do about it? One of the most valuable skills in the world is the ability to explain complex concepts in simple, easy-to-understand terms. Imagine you had a quick minute to tell a potential customer why he should do business with you.
Next, go to one person and deliver your simplified pitch. There is an elegance in simplicity. (Admittedly, I probably could have written this column in only two paragraphs.) What Great Leaders Have That Good Leaders Don't. “My loyalty to Country and Team is beyond reproach.”
--Navy SEAL Creed When you think of strong leaders, you probably think of people who are decisive, bold, confident, and fearless. You’re not wrong. Good leaders have all of these qualities. But how many good leaders are also loyal? Loyalty is one of the core values taught in the Navy SEAL training program. During the chaos of SEAL training, which includes the most grueling physical and mental punishment imaginable, the officers in charge of each boat crew are expected to keep an accurate headcount while their world is literally exploding around them.
My SEAL training is part of me for life. A commitment to loyalty is becoming uncommon in business leaders. Never throw anyone under the bus. Never leave anyone behind. Try to be as candid as possible with your employees, and never lie to them. Give employees your unconditional support. I would never be disloyal to a SEAL brother. Intuit's Scott Cook on Failed Global Expansion. What employees really need at work. By Padmasree Warrior, contributor FORTUNE -- In 1943, psychologist Abraham Maslow introduced the concept now known as "The Hierarchy of Needs" in which he outlined how people are motivated to fulfill certain basic needs (food, water, safety) before moving on to other, more advanced needs, such as creativity and self-actualization.
If we use that lens to look at our businesses, what are the needs of the modern employee? While companies are expected to fulfill employees basic "needs" to do their job -- competitive pay, a functional workspace -- modern organizations understand they need to do more to foster creativity, drive innovation and improve productivity. In many cases, topping the list is enabling choice and freedom especially as it pertains to mobility. Increasingly, people want to choose when, where and how they work -- and they also want the freedom to use their own devices. This trend is referred to as "Bring Your Own Device," or BYOD, in work environments. The 5 Traits of High-Potential Employees. As your company grows too big for you to do everything--the way you do now--you're going to give over some of the leadership.
(Relax. This is a good thing!) For reasons of staff morale, economy, and your own precious peace of mind, it’s better to find your new generation of leaders inside the company. But there’s a rub. Not every longtime loyal employee is really suited to be a leader. Some have reached their potential and are quite comfortable where they are. How do you decide who among your longtime lieutenants have what it takes? 1. 2. 3. 4. 5. Though you don’t want your next generation of leaders to be clones of you, you do want them to have the traits that drove you to build a growing company. To build a business, great ideas and charisma only go so far, says Samuel Bacharach, Cornell professor of labor management. Job Interviews: 5 Questions Great Candidates Ask.
Be honest. Raise your hand if you feel the part of the job interview where you ask the candidate, "Do you have any questions for me? " is almost always a waste of time. Thought so. The problem is most candidates don't actually care about your answers; they just hope to make themselves look good by asking "smart" questions. To them, what they ask is more important than how you answer. Great candidates ask questions they want answered because they're evaluating you, your company--and whether they really want to work for you. Here are five questions great candidates ask: What do you expect me to accomplish in the first 60 to 90 days? Great candidates want to hit the ground running. They want to make a difference--right away. What are the common attributes of your top performers? Great candidates also want to be great long-term employees. Maybe your top performers work longer hours. What are a few things that really drive results for the company?
What do employees do in their spare time? The Terrible Management Technique That Cost Microsoft Its Creativity. Welcome to the Bossless Company. Career Advice: Keep the Boss Happy. My recent column, 8 Core Beliefs of Extraordinary Bosses, drew a flood of responses. But there's one thing I didn't mention: An extraordinary boss communicates his expectations clearly to his team. That way, everyone understands what it will take to make your company succeed. With that in mind: If you are the boss, you'll want to share this column with your team, because it will make your job a heck of a lot easier. And if by chance you're not the boss, memorize this column–because it contains the key to long-term success. Here are the rules for keeping your boss happy: 1. Your boss wants to trust you. 2. The secret fear of every boss is that employees are screwing up but are not saying anything about it. 3.
Your boss wants to believe you're competent and on top of things. 4. Bosses appreciate individuals who truly care about what they do and willing to take the time to achieve a deep understanding of their craft. 5. 6. Complainers are the bane of your boss's existence. 7. 8. Management Secrets: Core Beliefs of Great Bosses. A few years back, I interviewed some of the most successful CEOs in the world in order to discover their management secrets. I learned that the "best of the best" tend to share the following eight core beliefs. 1.
Business is an ecosystem, not a battlefield. Average bosses see business as a conflict between companies, departments and groups. They build huge armies of "troops" to order about, demonize competitors as "enemies," and treat customers as "territory" to be conquered. Extraordinary bosses see business as a symbiosis where the most diverse firm is most likely to survive and thrive. 2. Average bosses consider their company to be a machine with employees as cogs. Extraordinary bosses see their company as a collection of individual hopes and dreams, all connected to a higher purpose. 3. Average bosses want employees to do exactly what they're told. 4.
Average bosses see employees as inferior, immature beings who simply can't be trusted if not overseen by a patriarchal management. 5. 8 Rules For Creating A Passionate Work Culture. Several years ago I was in the Thomson Building in Toronto. I went down the hall to the small kitchen to get myself a cup of coffee. Ken Thomson was there, making himself some instant soup. At the time, he was the ninth-richest man in the world, worth approximately $19.6 billion. Enough, certainly, to afford a nice lunch. I looked at the soup he was stirring. Thomson understood value. In 1976, Thomson inherited a $500-million business empire that was built on newspapers, publishing, travel agencies, and oil.
He left both a financial legacy and an art legacy, but his most lasting legacy might be the culture he created. For the long-term viability of any enterprise, Thomson understood that you needed a viable corporate culture. Thomson created a culture that extended out from him and has lived after him. 1. Hire for passion and commitment first, experience second, and credentials third. 2.
The art of communication tends to put the stress on talking, but listening is equally important. Emotions Can Get the Better of You at Work. The 6 Habits of Strategic Thinkers. Five Leadership Lessons From James T. Kirk. The 5 Qualities of Remarkable Bosses. Eight Qualities of Remarkable Employees.
Why Flexible Hours Inspire Performance. Why Flexible Hours Inspire Performance. 8 Things Your Employees Need Most. 8 Things Your Employees Need Most. 8 Key Elements Make Your Business Transformative. Why Being a Nicer Boss is a Smart Business Move. Culture Eats Strategy For Lunch. 9 Things That Motivate Employees More Than Money.