By Craig W. Ross A common misconception is that consensus is needed among team members to drive high performance. The Rolling Stones were on to something when they sang, “you can’t always get what you want.” But I’ve found that focusing on team collaboration, rather than consensus, helps companies actually get what they need. What’s […]
Collaboration vs Consensus: You can’t always get what you want Read More »
The latest edition of HBO’s “Real Sports with Bryant Gumbel” features a story about the “trophy culture” of youth sports—the awarding of a trophy to any child who participates in an organized athletic activity. Actually, “participates” is too stringent a standard in one Los Angeles youth soccer organization. According to the organization’s commissioner, anyone whose
The “Trophy Culture” of Employee Engagement Read More »
By the time warring factions get to the executive ranks, they’ve already been routed through the normal HR channels, and one or more parties has a life coach or psychologist involved. Whether personality quirks or big egos cause the conflict really doesn’t matter if the problem continues to create havoc for your organization. Conflict among
Mediating Conflict Between Peers Read More »
Are your company’s stated values rhetoric or rule? Seems fitting to pose this question in honor of 800th anniversary of the signing of the Magna Carta last month. The actions of feudal barons outside London shaped this discussion 800 years ago – and it has direct consequence on the levels of productivity within any business.
How the Magna Carta Impacts Your Business Read More »
By Craig W. Ross Leaders often find themselves in a “war for talent.” They are tasked with acquiring talent, developing their staff and retaining the talent they already have. But, when it comes to retaining and developing talent, perhaps it is important to assess where you have been spending most of your time. Take the
Are you working to retain the wrong talent? Read More »
Too many leaders are abdicating their responsibility for actually rolling up their sleeves and doing the hard, slogging work it takes to ensure that their people are more highly engaged. Imagine if there were someone in a position to be able to say this—directly, unambiguously, fearlessly. Here’s what such a bold pronunciamento might sound like.
A Memo I’d Like to See From an HR VP Read More »
~~In this morning’s Wall Street Journal, writer Ben Fritz talks about Disney’s ability to turn movie hits into “Profits Ever After.” Each movie mega hit becomes its’ own franchise, with a dedicated team focused on turning that movie hit into successful and profitable rides, toys, clothes, video games and more. In the advertising business, we
Does Your Company Have Legs? Read More »
I admit it; I had a lot of problems with Sarah Palin the candidate. What I had the most problem with her when she was running for Vice President of this country was her attitude about education and elitism. With her degree from University of Idaho in hand, she routinely criticized an Ivy League education.
Leadership is Tricky: Just Ask Sarah Palin and Lebron James Read More »
When senior executives arrive for coaching, they often come with great motivation but guarded perspective. Either their life coach, their director of communication, an important client, or their spouse has given them some direct or implied feedback that their career or organization has hit a roadblock unless they develop more “executive presence” or overcome some
Increase Executive Presence to Gain Buy-In Read More »
There is currently a lot of enthusiasm for the concept of employee engagement. This is because of substantial amounts of credible research showing a strong positive correlation between higher engagement levels and better business results. Things like “research” and “business results” sound like solid, respectable things to deal with. But here’s the dirty little secret
The Dirty Little Secret About “Employee Engagement” Read More »
