Most of us have first-hand experience with just how ridiculous stereotypes can be. I, for example, proudly break the stereotype of the reserved British person by being blunt and speaking my mind; seldom will you find me acquiescing about things I’m passionate about for the sake of English decorum. While politeness is a stereotype that […]
https://www.strategydriven.com/wp-content/uploads/rawpixel-652630-unsplash.jpg25713000StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-06-15 10:00:112018-06-17 22:01:486 Things I’m Learning from Millennials
Individuals naturally become edgy when monitored at work. Observation programs shrouded in secrecy further contribute to this sense of anxiety as observed subjects remain unaware of what is being documented and how it might affect their career. Consequently, observers can significantly reduce the observed subjects’ anxiety by making the observation, including observation documentation, as transparent as possible.
https://www.strategydriven.com/wp-content/uploads/ObsTransparency.jpg283425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2016-06-14 10:00:022018-08-08 22:41:12Management Observation Program Best Practice 18 – Observation Transparency
Fiduciary responsibility is a two-way street paved with trust. Trust that the client is clear on his or her goals, and that the investment advisor’s plan to achieve them is well defined. With a complete disregard for ambiguity, trust demands transparency. An authentic broker-investor relationship is a microcosm of transparent leadership because a fiduciary duty […]
https://www.strategydriven.com/wp-content/uploads/ConorDelaney.jpg40353228StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-06-10 10:00:212016-08-06 18:00:05Leadership Through a Transparent Lens
Many of us unconsciously believe that women in leadership roles should be like men – whether we will admit this or not. When looking to hire women for leadership positions, the conclusion for those in the public or private sector (whether driven by our own gut instincts or by social psychological research) is that to […]
https://www.strategydriven.com/wp-content/uploads/ShobaSreenivasan.jpg892823StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-06-08 10:00:422016-08-06 17:56:15Grow Your Business by Hiring Nurturing Leaders
Effective performance measurement systems consist of high-quality individual measures associated with a strongly interrelated framework. Using this deliberately developed framework, leaders ascertain organizational performance quickly and accurately. The system itself should be economic to maintain and provide readily available updates typically necessitating a degree of automation. Quality systems present the same view of performance to a broad number of individuals within the organization concurrently. To achieve all of these qualities, each measure must be well thought-out and developed individually and then integrated into the collective system.
If you knew you could improve your company’s revenue with one single strategy, would you do it? If you heard there was a way to enhance your business profits, would you want to know what it is? Most leaders would likely answer “yes.” Yet every day in corporate America, business leaders neglect to take the […]
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A performance measure’s value evolves from its ability to instigate and/or influence action. To do this, the measure must accurately reflect materially important performance parameters and present that information in a timely, readily understandable manner. It is to this later characteristic that performance metric style sheets are critically important.
https://www.strategydriven.com/wp-content/uploads/CoffeeBar.jpg675450StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-05-23 11:00:332018-07-28 14:02:21It’s not the company. It’s the people in the company. It’s you.
Information, when used to influence or sell, advise or share, has cost us untold loss in business and relationships. It actually causes resistance. Information Causes Resistance For some reason, we maintain a long-standing belief that if we offer the right people the right information at the right time, presented in the right way, those it’s […]
https://www.strategydriven.com/wp-content/uploads/SharonDrewMorgen1.jpg300300Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2016-05-19 11:00:592016-06-11 15:34:20The Problem With Information
Most companies have corporate values that they hope embody their company, their employees, and the way they wish to be viewed by the public. Unfortunately, many organizations’ values statements are pages long. Too dense to be remembered and too complex to be ingrained in the company culture. Ours were. We’ve learned there is power in […]
https://www.strategydriven.com/wp-content/uploads/MAssadi2014.jpg547463StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2016-05-18 11:00:552016-08-06 17:05:25Take Your Values And Make Them Your Cause
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Business Programs
6 Things I’m Learning from Millennials
/in Diversity & Inclusion, Management & Leadership/by Nick GoodeMost of us have first-hand experience with just how ridiculous stereotypes can be. I, for example, proudly break the stereotype of the reserved British person by being blunt and speaking my mind; seldom will you find me acquiescing about things I’m passionate about for the sake of English decorum. While politeness is a stereotype that […]
Management Observation Program Best Practice 18 – Observation Transparency
/in Management Observation Program, Premium/by Nathan IvesIndividuals naturally become edgy when monitored at work. Observation programs shrouded in secrecy further contribute to this sense of anxiety as observed subjects remain unaware of what is being documented and how it might affect their career. Consequently, observers can significantly reduce the observed subjects’ anxiety by making the observation, including observation documentation, as transparent as possible.
Leadership Through a Transparent Lens
/in Management & Leadership/by Conor DelaneyFiduciary responsibility is a two-way street paved with trust. Trust that the client is clear on his or her goals, and that the investment advisor’s plan to achieve them is well defined. With a complete disregard for ambiguity, trust demands transparency. An authentic broker-investor relationship is a microcosm of transparent leadership because a fiduciary duty […]
Grow Your Business by Hiring Nurturing Leaders
/in Diversity & Inclusion, Talent Management/by Dr. Shoba Sreenivasan and Dr. Linda E. WeinbergerMany of us unconsciously believe that women in leadership roles should be like men – whether we will admit this or not. When looking to hire women for leadership positions, the conclusion for those in the public or private sector (whether driven by our own gut instincts or by social psychological research) is that to […]
Performance Measure Development Sheets
/in Organizational Performance Measures, Premium/by Nathan IvesEffective performance measurement systems consist of high-quality individual measures associated with a strongly interrelated framework. Using this deliberately developed framework, leaders ascertain organizational performance quickly and accurately. The system itself should be economic to maintain and provide readily available updates typically necessitating a degree of automation. Quality systems present the same view of performance to a broad number of individuals within the organization concurrently. To achieve all of these qualities, each measure must be well thought-out and developed individually and then integrated into the collective system.
CEOs Reveal The Top 3 Strategies For Women To Excel As Leaders
/in Corporate Cultures, Diversity & Inclusion/by Howard J. Morgan and Joelle K. JayIf you knew you could improve your company’s revenue with one single strategy, would you do it? If you heard there was a way to enhance your business profits, would you want to know what it is? Most leaders would likely answer “yes.” Yet every day in corporate America, business leaders neglect to take the […]
Style Sheets
/in Organizational Performance Measures, Premium/by Nathan IvesA performance measure’s value evolves from its ability to instigate and/or influence action. To do this, the measure must accurately reflect materially important performance parameters and present that information in a timely, readily understandable manner. It is to this later characteristic that performance metric style sheets are critically important.
It’s not the company. It’s the people in the company. It’s you.
/in Management & Leadership, Practices for Professionals/by Jeffrey GitomerWhen you walk into someone’s place of business to shop or buy something, what are you expecting?
The Problem With Information
/in Change Management/by Sharon Drew MorgenInformation, when used to influence or sell, advise or share, has cost us untold loss in business and relationships. It actually causes resistance. Information Causes Resistance For some reason, we maintain a long-standing belief that if we offer the right people the right information at the right time, presented in the right way, those it’s […]
Take Your Values And Make Them Your Cause
/in Corporate Cultures, Management & Leadership/by Mehran AssadiMost companies have corporate values that they hope embody their company, their employees, and the way they wish to be viewed by the public. Unfortunately, many organizations’ values statements are pages long. Too dense to be remembered and too complex to be ingrained in the company culture. Ours were. We’ve learned there is power in […]