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Who the f@#k you think you f$&kin’ withI’m the f%*kin’ boss—Rick Ross, Hustlin' Rick Ross - Hustlin' | Listen for free at bop.fm In all my years in business, I have yet to hear someone say: “I love corporate politics.” On the other hand, I meet plenty of people who complain bitterly about corporate politics—sometimes even in the companies they run. Political behavior almost always starts with the CEO. What do I mean by politics? How it happens A CEO creates politics by encouraging and sometimes incenting political behavior—often accidentally. Specifically, you will be rewarding behavior that has nothing to do with advancing your business. The other ambitious members of your staff will immediately agitate for raises as well. Now let’s move on to a more complicated example. How to minimize politics Professionals vs. Minimizing politics often feels totally unnatural. The Technique As I developed as a CEO, I found three key techniques to be extremely useful in minimizing politics. 1. 2. 3.
How to Minimize Politics in Your Company
I'm trying to write my wrongs,But it's funny these same wrongs helped me write this song—Kanye West, Touch the Sky Kanye West - Touch The Sky | Listen for free at bop.fm Shortly after we sold Opsware to Hewlett-Packard, I had a conversation with the legendary venture capitalist Doug Leone of Sequoia Capital. He wanted to hear the story of how we went from doomed in the eyes of the world to a $1.6B outcome with no recapitalization. In retrospect, we were able to keep cultural continuity and retain our best employees despite multiple massive layoffs, because we laid people off the right way. Step 1: Get your head right When a company fails to hit its financial plan so severely that it must fire the employees that it went to great time and expense to hire, it weighs heavily on the chief executive. Step 2: Don’t delay Once you decide that you will have to lay people off, the time elapsed between making that decision and executing that decision should be as short as possible. Why so strict?
The Right Way to Lay People Off
(3) Are top MBAs in fact looked down upon in Silicon Valley? If so, why
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HOW’S life? Oh, busy. So goes the mindless modern conversation — a constant assertion of the scarcity of time. A December Gallup poll found that 61 percent of working Americans said they did not have enough time to do the things they wanted to do. Some of us feel this more acutely than others: A 2015 Pew Research Center survey found that 9 in 10 working mothers said they felt rushed all or some of the time. In an attempt to understand this frenzy, I spent the past 12 months studying my own time during what might turn out to be the busiest year of my life. I had another baby in January 2015, bringing my total to four under the age of 8. So I logged on a spreadsheet in half-hour blocks every one of the 8,784 hours that make up a leap year. After hitting hour 8,784 at 5 a.m. on April 20, I started analyzing my logs and adding up the categories. These data points exist, but there was plenty of evidence of a calmer life. This wasn’t my first time analyzing time logs.
The Busy Person’s Lies
Project Management Methodology Explained
Project management in the modern sense began in the early 1950s, driven by businesses that realised the benefits of organising work around projects, and the critical need to communicate and co-ordinate work across departments and professions. Project management is no small task. It has a definite beginning and end, and is not a continuous process. Project management uses various tools to measure progress and track project tasks. Project management methodologies consist of four to five process groups, and a control system. Initiation.Planning and Design.Execution.Monitoring and Controlling.Closing. 1. All projects start with an idea for a product, service, or other desirable outcome. The first project document is the project charter, which includes: Business case.Scope and deliverables.Objectives.Resources needed.Milestone plan and timeline.Cost estimate.Risks and issues.Dependencies. The charter answers the basic question, "What are we trying to do?" 2. Project planning includes: 3. 4. 5.
Project Management Methodology
ITS Project Management Methodology provides Information Technology Services (ITS) project teams with a set of standards to initiate and manage individual projects. The Methodology provides tools to make the project manager’s job a little easier. It contains definitions, guidelines, and templates for the various project management activities needed to deliver successful projects. The Methodology establishes common ground for all projects within UCSC ITS. The ITS project management methodology development process was guided by the following objectives: The design should seek to be reasonable, comprehensive, flexible, and accessible.The content will enforce discipline but not disallow application of a project manager’s critical judgment and insight. The standards in this Methodology serve as assets to each ITS project manager and team, and provide a common format for evaluating progress toward project goals, objectives, and deliverables. Project Process Flow Project Definition
After the rush of the Ohio HR Conference, October’s monthly HR Roundtable in Cincinnati decided to tackle the topic of “Business/HR Competencies.” It proved to be a very intriguing subject because the attendees started out a bit stumped with the approach because it seems to be a topic everyone talks about having, but it’s not really defined. Here are the questions they chewed on to get started: What’s the difference between a “skill” and a “competency?” Even though the topic started slowly, it picked up and jumped ahead!. The difference between a “skill” and a “competency?” It depends. Why aren’t companies “competency” based? It’s too hard! What competencies are needed regardless of industry? Intentional communication. In the end, this topic still had room to grow and be discussed further. “Competencies are characteristics and strengths that are valued by a company for its employees to be able to perform and excel.” Now, you need to define what that means for your company!
Skills and Competencies?
Not long after I changed careers to become a full-stack web developer, I received an odd Facebook message from a family friend. “I visited your website,” he wrote, “and I’m still trying to figure out what pancakes have to do with websites.” Clever…or clueless? I’m still unsure. But one thing is certain: IHOP needs to move over; the term “full stack” isn’t about pancakes anymore. What is a full-stack web developer? Developers describe the technical levels of an application as a “stack,” not unlike like a tower of pancakes. Together, all of these things comprise a technology stack. What skills does a full-stack developer need? The exact skills of a full-stack developer will range amongst companies—or even from person to person. A full-stack developer needs two basic sets of knowledge: front-end development and back-end development. The core skills required of a full-stack developer will vary widely depending on the particular stack an application or company uses. Go full-stack.
Deconstructed: What Is Full-Stack Web Development?
In 2012, Venture capitalist Marc Andreessen famously declared, “Software is eating the world.” By 2020, there will be 1.4 million computer specialist job openings, according to the U.S. Department of Labor. This means that the door is wide open for individuals who do not have a traditional background in computer science to learn how to code. Let’s take a look at some of the most in-demand languages of 2016 to figure out which tools will best complement your skill set and career goals. What is it? SQL stands for Structured Query Language. What can you do with it? SQL is good at fetching data and is most typically used to retrieve information from databases and combine it together to create reports. What’s the learning curve like? The great thing about this language is the syntax is very simple and it takes only a few minutes to learn how to run a very basic report. Why is it in-demand? Who Uses SQL? 2. The short answer is, just about anything. Who uses Java? 3. Who uses Python? 4. Who uses C#: 8.
The 8 Most In-Demand Programming Languages of 2016
5 Reasons You Should Learn to Code
There’s no denying that web development is one of today’s most lucrative careers. With a median salary of more than $90,000 and demand skyrocketing by 22% every year, web development is a smart career path for many individuals. But even if you’re not planning on becoming a full-time programmer, learning how to code can have substantial benefits for your career. Not sure if you want to tackle the challenge? 1. Learning a skill such as coding signals to your employer that you are resourceful, tech-savvy, and versatile. Monopolizing a skill at work is a sure-fire way to become indispensable, and coding will help you do just that. 2. Understanding code is crucial if you frequently collaborate with the technical members of your team. Speaking their language will win you respect, make conversations more effective, plus enable you to evaluate technology solutions and understand the resources necessary to complete a certain project. 3. 4. Have an idea for a new app? 5.
A corporate reorganization doesn’t have to create chaos. But many do when there is no clear plan for communicating with employees and other stakeholders early, often, and over an extended period. Most executives and their employees dread corporate reorganizations, as we can personally attest. During our combined 35 years of advising companies on organizational matters, we’ve had to duck a punch, watch as a manager snapped our computer screen during an argument, and seen individuals burst into tears. There are many causes of the fear, paranoia, uncertainty, and distraction that seemingly accompany any major reorganization (or “reorg,” a common shorthand for them in many companies). In our experience, though, one of the biggest and most fundamental mistakes companies make is failing to engage people, or at least forgetting to do so early enough in the process. Employees come first Ivory-tower idealism is little better. So, how to handle this challenge? Frequency Clarity Engagement Design
Reorganization without tears
Once again, I have scoured and searched the internet for this month’s best articles; and believe me, they will not disappoint! Inside, you can remember why training supports organizational change, learn some valuable lessons from Mac and Cheese, and more! Change Management: 3 Reasons Why Training Supports Organizational Change Fionnuala Courtney gets the ball rolling with this month’s best articles. She explains to us why a failure to adequately train your staff will result in poor adoption of change. The first reason that Training increases the rate of change management success; is simply because Change management failures are often attributed to negative employee attitudes and unproductive management behavior. The second reason is because of the positive influence that Employee Training has on maintaining visibility of company goals and encouraging a sense belonging. The writer’s third and final point in the article is that Training promotes employee engagement. “Who Moved My Cheese?”
April's Greatest Hits- The Articles that Wowed Us - Change!
Purging the meeting of the Pesky Pachyderm There’s an elephant lurking in our office. Some say it’s pink and others claim they’ve seen it parading in the corridor wearing a top-hat. In every company there is that topic that, once mentioned, is followed by an uncomfortable silence. Change management is no exception. So what are these elephants? “Here we go again” becomes the catch phrase of many employees. The second elephant is the passive resistance to change. The point is that if these issues are not addressed on time, and effectively, then they will cause problems to the company in the near future. Now, dear reader, you may be noticing a pattern. However, before I address the what the barrier is of effective communication, I’d like to clarify a common misconception. The inherent barrier to addressing the elephant in many organisations is out of touch leadership. Tackle the tusker. In order to create as few elephants as possible it is vital to acknowledge the problems before they grow.
Are You Ignoring The Elephant In The (Change) Room? - Change! - Change Management News & Tips
Today’s widespread ranking- and ratings-based performance management is damaging employee engagement, alienating high performers, and costing managers valuable time.Only 8 percent of companies report that their performance management process drives high levels of value, while 58 percent said it is not an effective use of time.Leading organizations are scrapping the annual evaluation cycle and replacing it with ongoing feedback and coaching designed to promote continuous employee development. Traditional performance management —the annual process of rating employees’ performance and ranking them against their colleagues—is widely considered to be broken. These “forced curve” evaluations became popular under the influence of the GE model during Jack Welch’s tenure, but they were originally conceived around the turn of that century—the turn of the 19th to the 20th century, that is. Today, more than 70 percent of all employees work in service or knowledge-related jobs. Bottom line
Performance management is broken: Replace “rank and yank” with coaching and development
How New Performance Management Trends will Make a Big Impact - Engage for SuccessEngage for Success
Performance management is the talk of the business world right now with top companies overhauling their strategies in line with new trends. One such company is General Electric, infamous for their dreaded “rank and yank” system, in which managers were required to rank employees, then fire the bottom 10% during annual reviews. Now, performance management strategies are opting to focus on achieving goals instead of meeting grades. Changing the focus Instead of identifying key issues and reviewing progress, performance reviews were focused on what went wrong and culling the weakest employees. Goals that work Goal setting is something that always elicits groans from managers and employees. Goals should hit all five of the following points of the SMART acronym: Specific: to the job role and skills of individual employees.Measureable: what will success look like and how will it be measured? Simplifying the system An ongoing process Article by: Stuart Hearn, CEO of Clear Review
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