Since well before the start of the Industrial Age, companies have existed by a command and control leadership culture model and hunkered themselves down behind corporate walls of silence. It worked well, in many peoples minds, until we entered the Internet Age. Since then there have been a number of movements that have affected that structure and they are actually starting to change those antiquated processes and rules. Now, some will say this is a disruptive change that is not a good movement however this author believes it is the next evolution of the global business world. We are going to look at five of those movements so you can see how well you have adapted your company or not!
As we progress through this period we must realize that many companies have a major disconnect between their brand, business, marketing and contemporary culture. These companies must learn how to use the re-connection as a lever to increase their brand, business and marketing. Our companies are no longer islands unto themselves, able to drive demand of customers and command employees without respect and a global passion for doing the right thing at the right time with the right people. Continue reading “5 Culture Movements That Are Permeating Your Company”
Have you ever thought the world was there only to make you fail? Do you think that If you didn’t have bad luck you wouldn’t have any luck at all? This is an example of stinking thinkin’!
In reality, you make your own luck, your own failures and successes with your choices. Yes, we can blame others but we are responsible for how we handle the external impacts of outside services, products or people.
If you are one of the positive ones who think everything happens for a reason! ?
Excellent, good for you! You are correct! Well, sort of…
In times of change, “What’s in it for ME?” (WIIFM) is the “BIG” question everyone wants an answer to as soon as possible. Basically, we are all self-centered so this should be no surprise.
As a leader, it is your responsibility to see that the communications are clear, concise and authentic. Where possible, we need to understand another component in change and that is “What’s in it for “US” as a group?” The answers to question WIIFM can actually be included with a WIIFUS response.
In my experience, the biggest mistake most leaders make when trying to change something in the life or structure of the enterprise is to lead by announcement, by propaganda, or—worse yet—by executive dictate.
What may make perfect sense in your mind may not be understood so clearly by the rest of the organization. To you, the idea is completely logical. Trouble is, to win the support of others you must appeal to the intellectual and emotional bandwidth of people.
As a leader, you are probably interested in the sustainability of your company, if you’re not then it may be time to find something else to do for a living. The key to continually being on the sustainable path, you really need to focus building blocks that can provide the base of a culture of innovation. That’s because, in a fast-moving, VUCA world, where people expect things to get better and better, and cheaper and cheaper, innovation is your primary tool that can be used to get ahead of your competition and stay there.
Innovation is not some mystical, close your eyes and with wishful thinking have something appear that is new, improved or revolutionary. It is something that must be done intentionally, proactively and with full participation by all within the company. Building blocks can make it easier for everyone.
Back in the 90’s the U.S. Army came up with the acronym VUCA to describe the world situation at the time. VUCA stands for an environment that is Volatile, Uncertain, Complex and Ambiguous.
While this was very descriptive of the world situation at the time, the term and conditions have really become more visible in many business eco-systems around the world. It generally describes an environment that changes rapidly and frequently that reflects disruption to systems, people and markets. With this disruption, it also lacks predictability in terms of depth and areas of impact, encompasses a variety of process which may conflict and confuse.
Most importantly it lacks clarity in being able to define the scope and possible solutions to issues because there may be many possible solutions and external influences which can cloud the decision-making process.
If we are perfectly honest about our own situation, we are most likely working in a VUCA environment but just didn’t have a term that fit our perception. Now we do!
Are you faced with an internal or external reorgs, or are you planning a merger soon? Here are some very brief tips to keep in mind when starting the process.
Determining the value of a re-org is based on learning to measure success across the critical (and equal) elements of results, processes, and relationships. These are interdependent aspects that can make a difference once everyone realizes that there must be balance.
Generally, we recommend doing a performance assessment and based on the results, the team can be shown how to realize that it must answer two critical questions:
How will the members would work together with revised or new reporting relationships (for example, moving from being a direct report to a peer) and,
How will the team add value and be held accountable in revised or new relationships. (For example, being collaborators rather than silo employees.
I find it amazing that we struggle with the idea of being innovative in this day and age. There are so many opportunities to expand, grow and disrupt categories just by openly thinking and being aware of the sparks of opportunity. On the other hand, not every idea results in an innovative product or service, the word innovation has become watered down because many are using it to describe minimal changes in products and services.
When you think of the word INNOVATION, what to you encounter? How big are your visions, thoughts, or goals? Are they driven by a passion to make your products or services the best in the market? Are your people truly excited to bring ideas to you and discuss them freely? In my world INNOVATIONis reserved only for big thinking and extraordinary execution.
Do you have any idea of what your leadership style is or what the legacy of your unique leadership will be when you are gone? I have thought about this for the last few years and I hope that I have lived in the authentic way I have worked for and helped as many people as possible.
However, there are many leaders today who are still struggling with trying to understand and stand for something in the market. Many have a slight idea of what they don’t want to be known for but that is not enough.
Fortunately, the idea that you are reading this article puts you into an élite minority that is actually thinking about what you do want your unique leadership style to be known for. The vast majority just go to work, fall into the corporate line and get on with it, in whatever style comes to them by default.
While this isn’t necessarily a bad thing, because there will always be certain usable strengths in your default style. However, failing to proactively develop your leadership style will deny your potential full range and maximum effectiveness. It also means that certain situations will be a lot harder to handle.
Whether you believe it or not, the old fashioned command and control hierarchy is diminishing rapidly in today’s business world. It is not dead, nor do I believe it will ever disappear completely because there are certain circumstances that will always demand micromanagement. However, the idea of a flatter organization, i.e., matrix organization, continues to fascinate organizational designers and impact companies worldwide.
I am diverting from my normal focus on small businesses to deal with the issue of larger, global organizations that must come to grips with being decentralized yet being highly coherent. This is becoming more important as we see disruption taking place in many industries.
That being said though, the message is also one that can be used by small businesses that have a vision of growing and expanding. If you adopt these early and make them part of your company DNA your growth will be smoother with adaptation being the key value.
Generally, a sales motivation blog will contain a number of steps that you can do to sell your products and/or services to more people, more often but every one of those steps are rooted in soft skills. In this blog we are going to review a common list in that light.
While it is very true that every day of your life you are selling yourself, in fact, nothing happens until you’re successful at doing that. To do this excellently, you must have the appropriate soft skills under your control and be living the process.
Many times we forget or ignore the fact that we’re all in sales, whether we like it or not. It doesn’t matter whether you’re a lawyer or an accountant, a manager or a politician, an engineer or a doctor. This message is really a letter to myself as well as a blog article. It is vital to understand that soft skills in action can provide the base for all sales processes.
As John Maxwell says, “Leadership is about influence”. We spend a great deal of our time trying to persuade people to buy our product or service, accept our proposals or merely accept what we say.
At the core of this process, you need to get better at persuading or influencing other people – you need to get better at self-motivation and selling yourself. To do that improve your soft skills.
Here are 10 sales reminders that utilize soft skills. We list a sampling of soft skills for each sales reminder to help with your growth and self-motivation: