Category Archives: Thoughts

Hey Leaders: When is an Idea a Good Idea?

Leaders frequently face the challenge of trying to determine weather a new idea is a good one or not. And these ideas can originate either from their own minds or […]

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LeadershipNow 140: June 2015 Compilation


twitter Here are a selection of tweets from June 2015 that you might have missed:

See more on twitter Twitter.

What happens when things go wrong?

Service resilience is too often overlooked. Most organizations don’t even have a name for it, don’t measure it, don’t plan for it.

I totally understand our focus on putting on a perfect show, on delighting people, on shipping an experience that’s wonderful.

But how do you and your organization respond/react when something doesn’t go right?

Because that’s when everyone is paying attention.

More Reasons Women Need to Negotiate Their Salaries


How do companies end up with significant gender pay inequalities, if they don’t intend to discriminate against women? Here’s a simple economic model to show how this can happen:

Let’s assume your organization has two types of equally qualified and valuable potential hires – one has a low aversion to negotiating (let’s call them Type M), while the other (Type W) has a considerably higher aversion. Both will overcome this aversion if the gap between what they are worth (say $ 100,000) and what they’re offered is large enough. For Type M, let’s assume that the tipping point is $ 10,000. So Type Ms are likely to accept an offer of $ 90,000 without trying to negotiate. In contrast, the tipping point is $ 30,000 for Type W, which means they will accept a $ 70,000 salary without negotiating. If either type negotiates, they get what they are worth: $ 100,000.

Given these assumptions, the optimal strategy for the organization is to take advantage of the candidates’ aversion to negotiate, with potential savings of $ 10,000 for M types and $ 30,000 for W types. As a result, Type M candidates are offered higher starting salary ($ 95,000) than the Type W candidates ($ 80,000). This saves the company, on average, $ 5,000 per Type M hired and $ 20,000 per Type W hired, which results in Type Ms being paid $ 15,000 more than the Type Ws.

How Leadership Styles Dictate Potential Success

We have all worked for someone at some point in our career who felt more like a slave master than a leader, right? You know that person I am referring […]

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