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When to Restructure | N2Growth Blog

N2Growth Blog

That is the question that many a business is forced to ask at some point during their life cycle. This is so much the case that some CEOs will avoid restructuring initiatives at all costs. There are even some business theorists that warn against undertaking complex restructurings because of the great risks involved. Give me real leaders who possess courage, vision, and a bias toward action, and spare me the timidity of mediocre managers posing as leaders.

Where Are All The Great Careers? Hiding Right Here.

Rich Gee Group

We all know the common and famous careers out there. Did you know there are many great career paths that are ‘hidden’ from the normal news mainstream? Careers we probably know exist if we really thought about it, but we tend to forget them when we look at the entire career picture. The average salary for a welding engineer is $48K to $101K. All the military benefits and living by the ocean or water your entire career with very few exceptions.

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How to Form a New Habit (in 5 Easy Steps)

Lead from Within

Chances are, this has happened to you: You make a resolution with the best of intentions to break a bad habit or start a good one–maybe for the new year or your birthday or some other special occasion. And within days or weeks, you’re right back where you started, old ways still firmly in place and the resolution gone to the wayside. So what’s the secret to making, or breaking, a habit and making it stick? Very few understand why or how to prevent it.

How To Improve Your Business Productivity While Working From Home

Strategy Driven

From your children to household chores, your productivity may be suffering. If you are looking for ways to improve your business productivity, here are some helpful tips that will help you get through the day getting everything done on your to-do list. Think really hard about how your business is running. Are there any opportunities for some processes to be streamlined? Know When To Delegate. Keep Your Employees Up-To-Date With Training.

Announcing a Life and Career Transition for Ron and Cheryl Edmondson

Ron Edmondson

I spent my time restructuring the organization and the team; hopefully positioning it for the future. As our new leadership team began to plan for 2020, I saw my role shifting from one of building something new to more maintaining and managing. Those who know me know I am not a good manager and fundraising doesn’t excite me. At 55 years old, I am wise enough to know that life is short, and time is precious. I have already agreed to one opportunity.

December 2020 Leadership Development Carnival

Lead Change Blog

Welcome to the December 2020 Leadership Development Carnival! We’re excited to share posts from leadership experts from around the globe on the topics of communication, development, engagement, motivation, productivity, team building, and more. Bernd Geropp provided One-on-One meetings: Why to do them and what questions to ask. What do you actually talk about and how often should you do one-on-ones? Our task is to learn how to live successfully at this age.

How to Use Employee Referrals Without Giving Up Workplace Diversity

Harvard Business

In a tight talent market, it’s tempting for organizations to rely even more heavily on employee referrals to fill open positions, but a new study from PayScale shows that doing so could lead to pay inequities and a less-diverse workforce. workers how they came to apply to their current job and if they had landed their job based on an employee referral. But it’s unlikely that organizations are going to stop using them.

How to Keep a Job Search Discreet

Harvard Business Review

You don't want to rock the boat at your current company but you want to find the next great opportunity. How do you handle references? Since how you leave your current job can be as important to your career as how you perform in the next one, you need to know the answers to these questions. If you've heard rumors of layoffs or you've simply outgrown your current job, it's ok to look. Many people have to keep their search quiet.

50 Forms of Dysfunction in the Workplace

Lead from Within

Those who refuse to share knowledge–either by playing dumb or being evasive–are working only to better themselves, not for the good of the team. But in reality, it’s not uncommon for colleagues to dislike each other. Those with low self-esteem need to toot their own horn and take credit for work they didn’t do. Low self-esteem may also lead people to misrepresent their position or title. Refusing to establish procedures.

How to Bounce Back After Getting Laid Off

Harvard Business Review

It dents your self-esteem; it’s tough on your bank account; and if you’re not smart about your next steps, it can derail your career. Aside from getting back on the horse and looking for a new job, what else should you do to get back on track? How do you maintain your self-confidence? Who should you talk to about the situation? And how should you frame the layoff to future employers? We can manage without you.’

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How to Ask for a Raise

Harvard Business Review

The best managers know when it’s time to increase your pay for a job well done. What if you think you deserve to be paid more? How do you prepare for it? And how can you make it easier for your manager to say yes? It can be difficult to approach your manager for a raise. “But there’s an art to the ask,” says Diana Faison, a partner with leadership development firm Flynn Heath Holt Leadership.

Are you a Leader or a Lemming?

Great Leadership By Dan

How many “leaders” are present at your college reunion, your country club, or your annual conference? At some point in your career journey, have you started to focus more on status as a leader than the job at hand? All of us have a peer group and within that group a select few are viewed as the role models and the others aspire to reach that level of peak performance. Your friends: When is the last time you spoke to a friend from high school?

Managing Former Peers

Harvard Business Review

Sometimes a promotion can suddenly change your relationship with co-workers from "peer" to "boss." However when this happens it often creates an awkward and uncomfortable set of dynamics, and there's no blueprint for how to manage them. Although he was a relative newcomer to the firm (hired three years earlier), he was considered a potential successor to the divisional president. Yes, she can still be friendly with these subordinates, but only to a point.

5 Keys For Developing An Employee Engagement Strategy

Tanveer Naseer

A recent global workforce study by Towers Watson suggests that although traditional employee engagement strategies help foster high performance, companies must now also consider how to sustain higher levels of employee engagement over time to avoid a diminishing impact. In my experience, the most effective long-term engagement strategies build a foundation on which front-line managers feel empowered to create an environment that promotes employee enrichment.

A Shift in Leadership Can Make a Multi-Million Dollar Impact

Strategy Driven

I was asked to lead a cultural turnaround in a large section of Cornell’s non-academic infrastructure. We chose to change our culture from a “top-down, my way or the highway” model to a values-based collaborative one. We required every person who had supervisory responsibilities to attend a nine-day intensive training spread over three-four months. They also learned how they would be held accountable to our high standard of leadership behaviors.

To Succeed as a First-Time Leader, Relax

Harvard Business

When individual contributors are tapped to manage large-scale projects, oversee direct reports, or participate in strategic planning, they need to develop new skill sets on the fly — skills such as interpersonal dexterity, emotional agility, and communication savvy. As important as these leadership skills are, just as important to the leadership transition is learning to let go of old ways of thinking, and relaxing into the role.

Retain Your Top Performers

Marshall Goldsmith

Leaders are debating the changing nature of work and the perceived decline in job security (the lifelong career at a benevolent company is a fading memory) and the erosion of corporate loyalty. Employees are wondering, “If the company is willing to dump me at its convenience, why shouldn’t I dump the company at my convenience?” ” We tend to focus on the profound impact that these workplace changes have on our lives.

To Handle Increased Stress, Build Your Resilience

Harvard Business

According to the International Labour Organization, workers in developed and developing countries are facing increasing strain at work. The onslaught of mounting stressors include global challenges, such as climate change, terrorism, and political turmoil – as well as personal and professional challenges, such as illnesses, job changes, and organizational restructuring. For many of us, the initial response to stress is to look for external fixes.

Interview: Rebel Brown

N2Growth Blog

Rebel has more than 25 turnaround engagements under her belt - she knows what it takes to be a successful leader in not just the good times, but in the toughest of times. Today also happens to be the launch day for Rebel’s new book “ Defying Gravity. &# As a bonus to our readers, I have included a link at the end of this interview that will allow you to purchase Rebel’s book and receive an 80 page workbook for free (today only) on how to defy gravity in your own company.

Make Yourself Safe for Sponsorship

Harvard Business Review

It’s not uncommon for today’s rising stars to align themselves with high-powered individuals in order to fast-track their careers — and in fact, it’s recommended. According to my research , 95% of men and 93% of women say they find it easiest to give and receive guidance in a one-on-one setting. This may come as a shock to the many men and women who thought they left this sort of gossip in high school, but unfortunately, it still exists.

You Can’t Move Up If You’re Stuck in Your Boss’s Shadow

Harvard Business Review

Having a good boss — someone who stands up for you, who buffers you from interoffice politics, and who competently represents your team to the rest of the company — is a wonderful thing. Except when it’s harmful to your career. If you aren’t visible to others in the company, you’re unlikely to have a strong network, expand your influence, and move up in the organization. How do you come out from behind your boss’s shadow?

Improve Your Resume by Turning Bullet Points into Stories

Harvard Business

Describing your accomplishments in two- to three-line bullet points that start with powerful action verbs and end with quantifiable results. And on the rare occasions when you do land an interview, you stumble over questions about what you’d bring to the hiring company and why you’re the perfect fit. So how can you make your resume, profile, and interview more effective? What were their biggest challenges, and how did you help meet them? Career Transitions.

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0508 | Orly Lobel: Full Transcript

LDRLB

I’m a law professor at University of San Diego and I am the author of Talent Wants to be Free: Why We Should Learn to Love Leaks, Raids, and Free Riding. You’re really spreading this sort of counterintuitive message about how to win in this kind of war for talent. We used to think it was about getting really talented people and then getting exclusive access to their brain and their thoughts. What can we do to take advantage of this idea?

What to Do and Say After a Tough Reorganization

Harvard Business Review

How can you make the situation easier for yourself and your colleagues? What steps should you take to protect your job? How do you stay positive? And how do you know when it’s time to move on? Restructurings may be an inevitable part of organizational life but living through them—even when you’re one of the lucky ones still standing—is challenging and stressful. Here are some pointers on how to do that.

Followership : Blog | Executive Coaching | CO2 Partners

CO2

We believe the strength of any team is in the followers and there can be no leaders without followers, but the vast majority of research to date has focused on the leadership side of this equation. Researchers have only recently given serious consideration to the topics of followers and followership. The Changing Expectations for Followers There was a time in the not too distant past when followership essentially meant, “be quiet and do whatever I tell you to do.”

Six Classes Your Employer Wishes You Could Take

Harvard Business Review

That means people need to become non-traditionally smarter at things machines are not quite yet ready to think about or do. And that means educators worldwide must revisit how they want to make their most important product — their students — more valuable. They will need to extract, abstract, synthesize and linearly present other people''s — and machine''s — work. How does a mobile phone cam take a picture versus a video?

7 Ways to Improve Employee Development Programs

Harvard Business Review

billion dollars on learning and development programs, many executives still grapple with how to improve and enhance their effectiveness. As research shows , the need to revamp and improve learning programs is an important concern among HR executives. To understand how providers of training and development view these challenges, we also interviewed leaders of executive education programs at several leading universities.

An Early Warning System for Your Team’s Stress Level

Harvard Business

As the CEO of a global oil company who had risen through the ranks, Michel had faced many stressful events on off-shore rigs early in his career, and considered himself to be a tough guy with no tolerance for wimps. But with intense media and regulatory focus on oil prices adding complexity to a current restructuring in the organization, Michel was now facing an internal crisis that he had not foreseen. Resilience Is About How You Recharge, Not How You Endure.

Build a Great Company Culture with Help from Technology

Harvard Business Review

Culture, and how to build and sustain one, is one of the toughest challenges for managers, especially in today’s fast-paced, highly competitive organizations. Every organization wants to create a culture that works from a set of core values, where everybody is on the same page about what’s important, where the company is going, and how it’s going to get there. How technology is changing the way we work.

New Hires Create More Anxiety at a Midsized Company

Harvard Business Review

We add clients, revenue, profit, and of course, we need to add people when some of us are too busy to handle the added workload. Many articles have been written about why employees resist change and how to overcome that fear and defensiveness. Most refer to organizational changes such as restructuring, mergers, acquisitions, downsizing or moving locations, all of which may result in abrupt shifts in reporting lines, job responsibilities, or the physical environment.

A Guide to Winning Support for Your New Idea or Project

Harvard Business Review

You’ve got an idea for something that will improve your company’s bottom line or make it a better place to work. Now for the hard part: How do you get people on board? How do you get funding? — and give you the resources you need to execute it. “It’s very hard to start a new initiative,” says John Butman, author of Breaking Out: How to Build Influence in a World of Competing Ideas. Principles to Remember.

Develop Your Company’s Cross-Functional Capabilities

Harvard Business Review

Most companies struggle to differentiate themselves. In this excerpt from their new book, Strategy That Works , Paul Leinwand and Cesare Mainardi explain why distinctive capabilities are vital to success, and address a fundamental question that many companies overlook: How to bring these capabilities to scale, so that every part of the enterprise can call on them. When we began our research, we expected to hear a lot about organizational design.

Five Questions Every Leader Should Ask About Organizational Design

Harvard Business Review

A few years ago Dave Ulrich, a management thought leader from the University of Michigan, made a comment I found both insightful and profound: “ Every leader needs to have a model of organization design.” Typically a graphic depiction of the organizational components to be addressed in a redesign (for example, McKinsey’s 7S model, which includes strategy, structure, systems, staff, skills, and so on), every consultant and his brother flogs an organization design model.