Resourcefulness is a universally valued quality. We hire people who can “get things done” and reward them based upon their results. An Indian friend shared with me a wonderful Hindi word, jugaad (the “d” sounds like a soft “r”), which takes our western view of innovation to a new level. A couple of the more . . . → Read More: When Businesses are too clever for their own good
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 3 comments  Business Philosophy, Change Management, Corporate Culture  busines leadership, business, business culture, business philosophy, Change Management, conflict, Corporate Culture, effective leadership, fear, leadership, management, Organizational Change, situational leadership, transformational leadership Burnout is rough. You know that feeling when you’re sitting on the couch in the evening and dread going to work in the morning. Or the Saturday that you tell yourself that the weekend is almost over and you’re that much closer to having to go to work. You’re burned out and need to find . . . → Read More: Burnout: Things are Just Going Wrong It’s the spring of 2009 and the economy is in the dumper. The average American family’s wealth has dropped by 18% and California’s unemployment rate has topped 10%. Just about everyone in Silicon Valley knows someone who has been laid off from, what were once, promising economic high flying companies and employees are feeling insecure . . . → Read More: Managing in an Environment of Fear, Uncertainty, and Doubt (FUD) One comment Business Philosophy, Change Management, Communications, Corporate Culture attitude, busines leadership, business, business communications, business culture, business philosophy, Change Management, Communications, conflict, Corporate Culture, crisis, doubt, effective leadership, fear, FUD, leadership coaching, leadership development, leadership qualities, leadership skill, leadership styles, management, Organizational Change, organizational leadership, situational leadership, Uncertainty Anyone working in a large company recognizes that cultural frictions occur between organizations. Symptoms of organizational friction can be regular escalations and rumors that create “fear, uncertainty, and doubt”. These symptoms all have common causes: conflicting measurements, different values, or unclear deliverables. Unless values, measurements, and deliverables are aligned, conflict will become increasingly acrimonious. These . . . → Read More: Living In a “Fear, Uncertainty, and Doubt” Culture |
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