Category Archives: Thoughts
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 […]
Here are a selection of tweets from June 2015 that you might have missed:
- Reconsidering the Charismatic CEO by Eric McNulty
- Leadership is Not Something We Accomplish by @StrategicMonk
- From @WallyBock Becoming a great boss: where to start
- From @JohnBaldoni LeBron James: Confidence Does Not Negate Humility
- The Inner Game of Leading by @artpetty
- Leadership Success: Think Balance Beam Not Mountain Top by @KateNasser
- True Wisdom… and False Lessons by @BobBurg
- To Brag or Not: When It Pays, When It Backfires via @whartonknows
- 10 novels that will make you smarter about business via @wef
- Ready or Not, Here Comes Algorithmic HR by @watkinsmichael
- Face Your Fears With New Challenges by paul_larue
- Becoming an Enterprise Leader: The Seven Seismic Shifts by @watkinsmichael
- The Most Important Career Decision of Your Life: Stepping Up to Leadership from @DDIworld
- From @WallyBock The hardest thing for a manager to learn
- From @JohnBaldoni President Kennedy: One-Two Punch In Speechmaking
- The 15 Diseases of Leadership, According to Pope Francis by @profhamel
- The 5 Requirements of a Truly Innovative Company by @profhamel
- Sustaining an Organization in the Midst of Chaos via @GraziadioSchool
- Six Characteristics of Virtuous Organizations via @GraziadioSchool
- When to change how you lead from @McKQuarterly
- Excellence Comes From Saying No from @HBSWK
- Jesper Sørensen: How to Be a More Strategic Leader via @StanfordBiz
- Henry Mintzberg, the Anti-CEO, on The CEO Series radio show via @profkjmoore
- Can You Manage Up? Eight Questions for Increasing Your Influence by @JohnRStoker
- New Tools Needed for Managing Uncertainty via @INSEADKnowledge
- The Most Important Questions Entrepreneurs Should Ask Themselves by Henrich Greve via @INSEADKnowledge
- Critical Periods for Leadership Growth via @ddiworld
- From @JohnBaldoni Do You Have A Top Five List Of Mistakes You Have Made In Your Job?
- The Man Who Invented Scotch Tape from @priceonomics
- Becoming Agile and Adaptable is THE Leadership Issue by @ArtPetty
- A Powerful Way to Gain the Trust of Your Team by Karin Hurt @LetsGrowLeaders
- Dueling Dualities | False Binaries by @jamesstrock
- Seven Paradoxes of Nurturing Leadership by Jane Purdue @thehrgoddess
- 10 Reasons Why Humility is Vital to Great Leadership by @brandonacox
- Choosing a Path in the World Ahead
- Evil but Effective: Leadership Lessons From FIFA’s Ex-Boss Sepp Blatter by @bilsap via @inc
- Why Creativity Isn’t Always Sweetness and Light by @PhilCooke
- Are You a Coaching or Mentoring Ninja? by @scotteblin
- From @JohnBaldoni Pope Francis: The Power Of A Smile
- Lead People to Believe in Themselves @LollyDaskal
See more on Twitter.
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.
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.
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 […]