Do you have a lack of motivation at work? Has the spark been lost?
What steps should you take to regain the passion for your work?
Well, first thing’s first. You need to start by identifying the problem areas.
Once you find out what’s making you feel unmotivated, you can use the circle of influence in order to separate these problem areas into things you can directly influence and things you can’t. By doing so, you can either work to change these aspects or accept things as they are.
More and more managers turn to a new management style; management by WhatsApp, and there’s both advantages and disadvantages by doing so. Leaders will know the difference
One of the most interesting topics is the discussion about top-down or bottom-up processes, i.e. should the Board set the targets and let the units plan how to meet them or should the units report in what they think is possible to reach?
Hiring top talent is a two-way commitment; the organization must be able to cope with the high-flyer and the new talent should be able to navigate the culture. This does not always happen and the results are devastating. Both parties must work for a way out to succeed
A lot. But a lot of the wrong things. Imagine for a second you’re part of an organization without a clear strategy – for sure the company would have a high-flying vision as they all do, but the vision is not translated into goals, meaning, targets and action plans for the units and employees
So what happens?
Imagine if you had to reinvent your current company’s business model from scratch. I’ll bet that you would see a lot of opportunities for improvements and a lot of processes, products (and people) that you wouldn’t need in a digitized new version of your company
When members of a crowd believes something is wrong, but don’t say anything because they think everybody else believe it’s right, they’re pluralistic ignorant. This is damaging to the way groups behave and adversely affects the effectiveness and success of organizations
The business history books are filled with stories of companies failing big time - and for no apparent reason. I believe the main reason is the power of informal, internal networks
Once your decision is made, stick to it and make it a success
A pilot doesn’t change his course because of strong turbulence, the path is only changed when severe thunderstorms are ahead
This video is for me not so much about the technical discussion but rather about Steve Jobs' views on emerging and maturing products / technologies / processes
Regardless of who you are, you’re bound to have mood changes – some of us are experiencing heavier, and more frequent, mood changes than others – but we all experience these changes every once in a while. Here's what to do
Do you fill out your suit or are you just loud?
You will find (un-)conscious incompetent people amongst your colleagues and this is where you should apply the thoughts presented here
World’s gone crazy, it seems. But we’re living here and we have to find a way of making peace with the speed of the World around us
I use checklists, and I use them proactively!
Years ago, I took part in a crisis management program aiming to enable us understand the un-understandable (i.e. why anyone in this world would ever kill deliberately)
The learnings - I find - are very useful to understand how to lead people, too
Hiring people more than capable of taking your position takes courage – it’s not easy allowing a new, smart person into the inner circle of your daily routines but you must if you want to move on
...but if you want to stand a chance to be regarded as the next hire, smarter than your boss, you’d need to evolve and move on, too
You don't get people to change by commanding them or bossing them to do so - you get people to change by consistently and patiently understanding them and their situation and then slowly talk to them about benefits by doing things in a new way
If you want to win in business, be it customer acquisition, management of employees or procurement negotiations, all parties has to register a 'win' - at least for relationships with repeat interactions (as opposed to one-off deals)
That's the line that made me quit my job more than a decade ago; we'd come up with a - at that time - radical idea on how to automate e-mail marketing and create a true dialogue based on software and rules (this was in the 90's; today the world is over-populated with these solutions)
I came to remember this as I read through McKinsey's "Six secrets to true originality" which I highly recommend you to read through too: