Companies such as Facebook, Google, Cisco and IBM not only offer shining examples of innovation – they are also models for strong corporate culture, writes Kispert for Chiefexecutive.net.
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The majority of organisations are operating according to practices designed in the industrial era to maximise standardisation and top-down authority – and all of that has to change, according to Gary Hamel, Polly LaBarre and Michele Zanini, writing for Fortune, via Management Innovation eXchange.
According to Randy Komisar, writing for the HBR.org Blog Network, most of the time the best thing a manager can do is to get out of the way of the people actually doing the work. This is the principle behind what he calls “Minimally Invasive Management”.
Being a leader often means keeping some of your feelings and thoughts to yourself instead of sharing them with your employees, according to Geoffrey James, writing for Inc.com.
The author explores some of the most common thoughts that bosses frequently have but are best left unspoken:
The first three months for a new boss is a critical period, writes Matt Regan for Management Today. As the author points out, first impressions count, and a clear and realistic 100-day plan can help you prioritise your time in a key period.
One of the fundamental aspects of leadership is directing people’s attention – and to do so effectively, leaders first need to focus their own attention.
You might not be able to dictate corporate culture, says Ron Ashkenas on his HBR.org blog, but he insists you can influence it.
Ashkenas shares an old joke about a CEO who attends a presentation on corporate culture and then asks his head of HR to "get me one of those things".
The world mourned the passing of an iconic innovator when Apple’s Steve Jobs died in October 2011. There has been no shortage of articles on how business leaders can emulate the great man. But is that really possible, and will mimicking Jobs’ management style change your company for the better?
With the business environment now relying heavily on digital technology for communication, the importance of face-to-face management is emphasised by Jerry S. Wilson at Businessweek.com.
On Forbes.com, Sangeeth Varghese talks about the physiological aspect of leadership.
Varghese believes that leadership is not a trait one is born with, but instead is a skill that is built through a series of decisions made in response to defining moments.
Leadership strengths are discussed by Robert E. Kaplan and Robert B. Kaiser in Harvard Business Review.
The difficulty of taking on a new leadership role is discussed in Harvard Business Review by Mark E. Van Buren and Todd Safferstone.
According to Sangeeth Varghese writing for Forbes.com, leaders should educate themselves at every moment.
In an interview by Terry Waghorn on Forbes.com, leadership guru Kevin Cashman offers advice on staying ahead of change in tough times for business.
In Harvard Business Review, Jeffrey H. Dyer, Hal B. Gregersen, and Clayton M. Christensen discuss the five "discovery skills" that make true innovators stand out from the crowd.
On BusinessWeek.com, Rosabeth Moss Kanter of HarvardBusiness.org discusses how denial can prevent necessary change and describes four tools that can be used to defeat the deniers.
Those wishing to avoid or combat denial can make use of these:
The art of compassionate leadership is discussed by Susan Cramm in her blog for Harvard Business Review, where she argues that conveniently labelling employees is dangerous.
There’s an affliction you could be at risk of contracting. It affects many people in positions of power and the symptoms include “a tendency toward isolation, belief that you’re smarter than others, preference for loyalists, aversion to changing course even in the face of failure – and love of royal treatment”.
On Fortune, former Starbucks and Pathmark chief executive Jim Donald shares some tips for CEOs during hard times.
In an interview by Jennifer Reingold on CNN Money's Fortune, Malcolm Gladwell expounds on the theory explored in his book, Outliers: The Story of Success - that innate talent is not necessarily what sets legendary CEOs apart from ordinary workers and that the accepted view of the self-made man is a myth.
Motivating people without money is the subject of an article by Matthew Boyle on Businessweek.com.
Many managers have an evil twin that only their staff see. This substandard sibling is born of poorly executed ideas and inadequately expressed good intentions.
As executives become more senior, they receive less leadership coaching and become increasingly confused about their performance and developmental needs, writes Robert S. Kaplan for McKinsey Quarterly.
On HBR.org's blog, Dr Cleve Stevens, a leadership consultant to CEOs in the Fortune 500, details four key things employees need from leaders.
Stevens expresses his belief that transformational leaders have the ability to challenge their people to grow professionally, personally, emotionally and intellectually.