Management

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  • Lea Bajc in Management

    The Disney model of (project) management : the dreamer, the realist and the critic. retreat2013

    • Diana Constantinescu in Time Management, Leadership, Coaching, Management

      I got really inspired by this article and I need to share it with you. It talks about the value of keeping some time to THINK especially when you reach a more strategic level in the company. Written by Jeff Weiner, CEO at LinkedIN, from his own experience.
      • The Importance of Scheduling Nothing
        The Importance of Scheduling Nothing

        If you were to see my calendar, you'd probably notice a host of time slots greyed out but with no indication of what's going on. There is no problem with my Outlook or printer. The grey sections reflect "buffers," or time periods I've purposely kept clear of meetings.

      • Serena Rizzo
        Serena Rizzo
        Read this a while ago and got really inspired too!
        I hope I will learn how to put it into practice properly. Any suggestions?:)
      • Lea Bajc
        Lea Bajc
        Love this. Read it a while ago and have since started to walk (i walk everywhere) without any podcast / audiobook / phonecall. Its amazing what insights you get.

      • Lucian Tarnowski in Leadership, Gen Y, Management, Youth Effect

        The Youth Effect - this is a book I co-authored and co-curated with a few YGL friends a few years ago. We curated the thoughts from 21 YGL's on how decision makers can better engage young people in what they are doing. We launched the book in Davos a 2 years ago. See http://www.youtheffect.org
        • Lucian Tarnowski
          Lucian Tarnowski
          These are the authors:

          1. David Jones

          Recognizes that today’s youth or millennials are born in a world of unprecedented access to other people and information. They educate themselves through informal learning on the Internet and are capable of reaching more people and swaying more opinions using social media. Older generations need to understand how today youth has the unprecedented power to effect change; leaders must find ways to work together with the millennials and take full advantag… Read moree of all they have to offer.

          2. Penny Low

          Begins with details of an encounter with a Syrian teenager risking her life to carry a petition letter signed by many youths. Low asks elders to enlarge physical and mental spaces to let youth into the leadership sphere. She elaborates on the ICT revolution and the notion of people as changemakers.

          3. Hon. Scott Brison

          Asks leaders to address issues that matter to the youth as a way of involving them. He encourages not only understanding what is important to the youth but also implementing it. He acknowledges the fundamental changes in the labour market and discusses specific initiatives to involve youth such as internships, scholarships for public service, youth service programs, and outreach.

          4. Juan Mario Laserna and Christine Balling

          Agree that one of the greatest challenges in successfully engaging youth is motivating them into action. They stress the approach of “show don’t tell” in educating the youth about the rewards of getting involved. They further discuss the importance of engaging the youth in the democratic process.

          5. HRH Crown Prince Haakon

          Urges leaders to believe in today’s youth and to give them opportunities. He supports Aristotle’s notion of commending the youth for trusting “feeling over reasoning”. His Royal Highness discusses how youth are not only quick at grasping the idea of dignity but also quick to act on it. They need to be encouraged as Champions of Global Dignity.

          6. Wilmot Allen

          Believes that youth have social competitive advantages. He emphasizes that engaging youth in public discourse about public issues is critical as they are able to transcend the pressures which drive social divisions. He suggests ways to exploit the social competitive advantages of youth by presenting two different programs for diversity and provides principles for engaging youth on difficult social topics.

          7. Josh Spear

          Establishes the distinction between finding young people and reaching them. He says that finding young people is easier now but the focus should be on “reaching them”. His message is simple: “integrate don’t infiltrate”. Josh discusses the value of transparency, clarity, authenticity and collaboration.

          8. Lucian Tarnowski

          Stresses on understanding Gen Y as they defined by change and are “digital natives” of social media. Employers need to find new management approach to recruit, train and develop youth to bring out the best talents.

          9. Adrian Cheok

          Focuses on understanding today’s children who are born in a world of unlimited communication due to the proliferation of new media and digital technologies. These tools provide children with new opportunities to be creative, connect with an audience and have outlets for their expressions. The Internet has provided children with spaces for creative innovation and group interactions that can be further enhanced through specific initiatives that
          Cheok discusses.

          10. Bhavneet Singh

          Stresses that integrated media campaigns are successful in reaching youth. He talks about the Shuga campaign in Kenya which included an original three-part TV drama series with compelling HIV prevention and education messages. Over 90% of Kenyan participants believed the show had an impact on their thinking.

          11. Jennifer Corriero

          Focuses on challenge based learning and embracing children’s creativity and curiosity. Jennifer encourages using technology in classrooms and reinventing current educational systems to bridge the gap between real world context and what is taught. Jennifer discusses ways to unleash the creative potential of youth.

          12. Yair Goldfinger

          Talks about the importance of having a physical meeting and discusses ways to structure and conduct these meetings. He encourages raising issues and coming up with solutions as a way of involving the youth and guiding them.

          13. Teresa Kennedy

          Emphasizes youth empowerment through respecting them as present leaders, providing relevant opportunities for engagement and growth and offering sustainable support. This would help young people develop the personal and social assets they need to be resilient and productive in the world. She stresses that “rather than fitting youth into our agenda, they [should] become a part of setting the agenda.”

          14. Lorna Solis

          Secondary school-aged youth in third world countries are the most powerful untapped resources. We need to engage youth, especially female youth, through workshops, empower them through ownership of projects and elevate them through tools for success.

          15. Kingsley Bangwell

          Looks at the intrinsic entrepreneurial streak in all of us but stresses that the real question is: are we obsessed with a new idea yet? Bangwell mentions the need for a systemic program to nurture the entrepreneurial streak in young entrepreneurs to have a global impact. He also strongly believes that a global platform is needed to showcase young entrepreneurs because celebrating them would inspire them to do more.

          16. Alfredo Capote

          Stresses the need to understand why the level of employment among youth seems to be decreasing. Entrepreneurship is a viable tool for youth development as it provides them with a better knowledge base to analyze, scrutinize and dissect different professional paths to develop vocational competence. The Pro Empleo example from Mexico provides good ideas for organizations to reach out and foster youth entrepreneurship.

          17. Carolina Müller-Möhl

          Encourages involving leaders from education, financial institutions and politics along with media campaigns to increase financial literacy among youth. She provides a background of the “LEARN MONEY” initiative which was initially presented at the World Economic Forum in Dalian in 2009 and talks about initial results and the leaders involved.

          18. Angel Cabrera

          Discusses the evolution of the Global Business Oath. He talks about acknowledging management as a true profession and understanding its ultimate purpose is to create sustainable and inclusive prosperity. He emphasizes the need for a universal code of conduct for business leaders as their decisions have to power to destroy or create; through initiatives such as The Oath Project, these managerial decisions can be utilized to serve society and create
          sustainable value.

          19. Javier Garcia

          Provides a toolkit for inspiring young people to become change makers of the present and shapers of the future. His key messages include inspiring for a purpose, using role models to communicate and inspire and utilizing web 2.0 to help young people organize themselves in positive ways. He outlines two case studies: first an On-line global experiment for the International Year of Chemistry and second, Great Scientists as Role models to Inspire the Youth.

          20. Alberto Vollmer

          Challenges leaders to focus on bringing out the best in people. They also need to build trust through basic diagnosis, soft leadership, a common vision and an unconstructive attitude and negotiation. In order to engage young people, we must first help them overcome fear. Vollmer emphasizes that “remember to be hard with the problem, while being soft with the solution.”

          21. Nancy Lublin

          Provides guidelines for communicating with teenagers and engaging them in a conversation. Some quick tips are asking specific questions that will inspire debates, citing hard facts and numbers to build trust and speaking with them, not at them. Lublin’s guidelines are simple and allow cross generational leaders to understand communication styles of today’s youth and ways to incorporate them in initiating a dialogue.

        • Serena Rizzo in Career, Hr, Management, Leadership, Advice

          Have you ever heard of Ricardo Semler?

          Semler is the CEO of Semco, a Brazilian Company known for its form of "industrial democracy": most workers set their own working hours, they vote for the most important decisions and most of the management gets to set their own salary and bonuses.

          Here are some of Semler's mottos, taken from this piece he wrote for Harvard Business Review in 2000:
          http://www.resourceful-humans.com/Documents/digital_wout_strat.pdf

          - Never stop being a start-up
          - Don't be a nanny.
          - Let talent find its place.
          - Make decisions quickly and openly.
          - Partner promiscuously.

          His company is really successful and his style inspires and impresses others. However, can this management model work for all companies? And if it has proven to be so successful, I keep wondering: why hasn't it been adopted elsewhere?
          • WORKing for YOUth
            WORKing for YOUth
            When businesses recruit young people they are looking for fit as much as anything else. Applicants should also make the same judgements. The culture outlined in the article will not be everyone's 'cup of tea' : it is important to do your research on companies you are applying to.
          • Serena Rizzo
            Serena Rizzo
            Thanks guys, that's a good point. I also think that giving so much "freedom" of choice to the employee also means giving them a fair amount of responsibility.
            I think it would be really motivating for me but I do understand it wouldn't be everyone's cup of tea as you said...

          • Kevin W. Grossman in Talent Management, Best Practices, Generational Issues, Hr Management, Management

            “Don’t smoke too much, drink too much, eat too much, or work too much. We’re all on the road to the grave—but there’s no need to be in the… Read morepassing lane.” — Robert Orben, American humorist.
            Recently, I held a public seminar where one of the participants posed an interesting question to me in the Q&A section: “Laura, how much work is enough? I could work 16 hours a day, but I’m not sure when to stop! What is a good gauge?”
            What a great question! One of the audience members said (only half-jokingly), “I stop when I finish my to-do list or can’t stay awake any longer.” (more…)

            • BraveNewTalent in Hr, Management, Organizational Behavior

              How does the best workplace on earth look like?

              In this HBR article, emeritus professor of organizational behavior Rob Goffee reveals how a "dream organization" operates:

              "it’s a company where individual differences are nurtured;
              information is not suppressed or spun;
              the company adds value to employees, rather than merely extracting it from them;
              the organization stands for something meaningful;
              the work itself is intrinsically rewarding;
              and there are no stupid rules."

              Do you agree with him? What else would you add?
              • Creating the Best Workplace on Earth - Harvard Business Review
                Creating the Best Workplace on Earth - Harvard Business Review

                Stand for More Than Shareholder Value People want to be a part of something bigger than themselves, something they can believe in. "I've worked in organizations where people try to brainwash me about the virtues of the brand," one seminar participant told us.

              • Serena Rizzo in Leadership, Psychology, Management, Advice

                Want to see how someone really is? Just give them power, it will disclose their real character.

                "For givers, power is associated with responsibility to others. This means that power often grants givers the latitude to help others without worrying about exploitation by takers or sheer exhaustion. For takers, on the other hand, power is a license to advance their own interests[...]
                Perhaps gaining power doesn’t cause people to act like takers. It simply creates the opportunity for people who think like takers to express themselves."

                So true.
                • Power Corrupts, Power Reveals

                  Frank Lloyd Wright is often touted as the greatest architect in American history, but he is also remembered as a man corrupted by power. Before he became famous, Wright was the head draftsman for the renowned architect Louis Sullivan.

                • Lucian Tarnowski in Leadership, Crisis Management, Management

                  The Stockdale Paradox is a very interesting case study. We all have to balance logic with optimism is a crisis. How you do this has a direct implication on how you are able to manage the crisis.

                  The Stockdale Paradox is named after admiral Jim Stockdale, who was a United States military officer held captive for eight years during the Vietnam War. Stockdale was tortured more than twenty times by his captors, and never had much reason to believe he would survive the prison camp and someday get to see his wife again. And yet, as Stockdale told Collins, he never lost faith during his ordeal: “I never doubted not only that I would get out, but also that I would prevail in the end and turn the experience into the defining event of my life, which, in retrospect, I would not trade.”

                  Then comes the paradox: While Stockdale had remarkable… Read morefaith in the unknowable, he noted that it was always the most optimistic of his prisonmates who failed to make it out of there alive. “They were the ones who said, ‘We’re going to be out by Christmas.’ And Christmas would come, and Christmas would go. Then they’d say, ‘We’re going to be out by Easter.’ And Easter would come, and Easter would go. And then Thanksgiving, and then it would be Christmas again. And they died of a broken heart.”

                  • Serena Rizzo in Management, Productivity

                    Is it better not to come to the office?Where are you more productive?
                    • Secret to Increased Productivity: Don't Come to the Office
                      Secret to Increased Productivity: Don't Come to the Office

                      I recently had a conversation with some fellow small business owners and was surprised to learn that many of them don't allow employees to telecommute. After years of telecommuting myself and allowing my employees to do the same, I believe business owners' objections are out of date and misguided.

                    Show previous 7 comments
                    • Irena Terzic
                      Irena Terzic
                      I have just read this article! In this case it really went too far and people decreased productivity. Balance is a key to success wen it comes to management, productivity and life in general.
                    • Diana Constantinescu
                      Diana Constantinescu
                      Perhaps one's own personality and the type of work involved are the two main (but not only) factors dictating this balance.

                    • Jean McCormick in Compensation, Management

                      Is US CEO pay more than International CEOs? Should it be? It's a big debate here in the states...as those who "Occupy Wall Street" feel it is out of whack.
                      • Do CEOs Make Much More in the U.S. Than Elsewhere? No - Forbes
                        Do CEOs Make Much More in the U.S. Than Elsewhere? No - Forbes

                        This article is by Pedro Matos, an associate professor of business administration at the University of Virginia's Darden School of Business. There has been a good deal of press coverage of the numbers of zeros in the paychecks of American chief executives. Many people, especially workers who have faced stagnant or [...]

                      • Safwan Saif
                        Safwan Saif
                        Here in Finland people are always saying how US business owners are earning so much more and on top that the tax levels are sky high. This will be interesting news to tell.
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