Article of the Week
How To Solve For Happiness (In The Loop @ Rypple)
Big Idea: Chip Conley explores the many complex emotions that impact our effectiveness at work — and how a series of simple mathematical formulas can help us gain control of them.Conley outlines six common emotions we feel at work and provided insights and tips on how we can quickly conquer them.
Editor’s Choice Articles
A Fish Rots From the Head: A Commentary On Corporate Culture (Method Frameworks)
Big Idea: An organization’s culture is strongly influenced by the top executive as well as the executive management team surrounding the leader. The core values and behaviors demonstrated at the top of the organization will permeate throughout and can create a very strong culture. However, it is not enough to simply build a strong culture, it must be a balanced one, such as the performance-centric model.
Can We Reinvigorate The Lost Spirit Of Community? (Forbes)
Big Idea: If you can see that you are actually a member of a global community of people who share your ideas and who are also intent on changing the world for the better, the universe can become a thrilling world of possibilities. We have seen this in the Arab spring, the Tea Party and the Occupy movements, the Syrian uprising. We are living in a new kind of world: the electronically accelerated community.
The Great Repeatable Leader (HBR Blog Network)
Big Idea: In an effort to cover all the bases in an uncertain, changing world companies are trying to give themselves as many strategic and organizational options as possible. In doing so, however, they are making themselves unconsciously more complex organizations. It is a trend that’s slowly and silently killing them. Complexity turns people inward and distorts information flow, slowing the pace of decision-making down and making the decisions themselves increasingly incoherent. How can leaders prevent this from happening?
Culture Vs. Strategy Is A False Choice (FastCompany)
Big Idea: A strong culture is important, and for all the reasons Parr mentions: employee engagement, alignment, motivation, focus, and brand burnishing. But is it the most important element of company success, as the more ferocious of the culture warriors assert? Is long-term success, as Parr writes, “dependent on a culture that is nurtured and alive”? If history is any guide, the answer to both questions is no.
Reward Value, Not Face Time (HBR Blog Network)
Big Idea: Too many companies continue to operate by the premise that their employees can’t be fully trusted, and so treat them as children, who must be continuously monitored. The solution is to hire people you’re prepared to trust, and then treat them as adults, capable of making responsible adult choices. Do that, and it’s a good bet they will. Indeed, considerable evidence suggests that the more confidence managers have in their people, the better they perform.
Efficiency At Any Cost: Economics Made Wrong (Forbes)
Big Idea: A single-minded preoccupation with efficiency is suboptimal choice, not a given. There is another way to practice economics and management. It involves exploiting all three ways of making customers’ lives better: offering more value and delivering it sooner, not just cutting costs. It’s not rocket science. It’s called radical management.