‘It’s a broad definition that can be interpreted in many ways: from going into the office three days a week, to once a month. Hybrid can still be the future of work and represent the best of both worlds—but it still needs refining.”
https://t.co/rCurtFReXC
“Hybrid can still be a perfect harmony for workers—so long as their employer gets it right. Where the arrangement goes wrong is when it’s a hybrid schedule dictated by a supervisor,’ explains (Elora) Voyles.
#hybridwork#leaders
‘Employees end up with a working week they have no control over: it’s like the fixed full-time office schedule of old, which just happens to be in the worker’s home twice a week.’ “(Gail) Kinman says it comes down to what organisations mean by ‘hybrid’.
Remember that you're always taking risks. The key is understanding what risks you're taking & when you're taking them. Using this framework can be helpful when you evaluate your #career & whether you're progressing like you'd like to.
https://t.co/70Q5r1MUZc
#Leadership
Corey Hoffstein has a phrase he uses all the time: Risk cannot be destroyed, only transformed.
So when you decide not to make a big move you are also taking a risk, but that risk happens far later in time. For example:
You can hold 100% bonds & experience little short term volatility (low risk right?) but you now #risk not having enough principal in the future after your portfolio battles against the scourge of inflation for decades. The risk still exists, it has just shifted through time.
It also helps if outgoing leaders take an active and structured approach to their last days on the job, leaving things in good shape for their successors.
https://t.co/Y4OvPp25Zh
#leadership#succession#successtips#Reflexion
McKinsey research shows that between 27 & 46% of executive transitions are viewed as failures or disappointments after 2 years. Newly appointed leaders rarely see value in standard training approaches, like “buddy” networks & orientation programs.
To improve the chances of a successful executive transition, consider setting up a formal capability-building program to develop staff for future leadership roles.
- #Management decision making making. This piece in HBR by Professor David Ronayne highlights a study which shows how prevalent this issue is & how organisations can tackle this.
https://t.co/PX2A4DsmOC
#sunkcost#Leadership#decisionmaking
How many of us find it difficult to let go of a project even when it’s clear that there are better uses of our time and effort, simply because we feel the time and energy already invested will be wasted? That time & effort already invested is sunk cost, a critical concept in-
of the one in nine companies that achieve a decade or more of sustained, profitable growth, the majority are those that have preserved,or restored, their Founder’s Mindset. Here's a way companies can achieve competitive advantage in a world of fast change.
https://t.co/nMmNt9hNJJ
What is the Founders mindset? Most large, #successful companies began as insurgents—fast, agile & adaptable. They focused on customers. They hated complexity.
But Growth creates complexity and complexity kills #Growth. Nearly all fast-growing companies drift toward bureaucracy-
-losing the ability to capture the benefits of size and act with speed.
They achieve scale, but lose their Founder’s Mindset—the very core strengths and #values that helped them succeed & grow. Research shows that:
a. going rapidly downhill during a changing of the guard,
b. losing revenue and market share.
This week, let’s explore some strategies that make it easier to prepare for both planned and unplanned leadership departures.
https://t.co/UieO7R7LsR
#leadership#succession
Replacing top leaders isn’t always a smooth process for organizations. Many a CEO exit has been marked by power struggles, scandals, and dips in the company’s stock price. Now, as lots of employees leave the workplace, companies are hard-pressed to find replacements for any job-
-let alone leadership roles that require years of coaching and experience. Crafting a succession plan may be the last thing on leaders’ minds as they manage the daily upheavals of the postpandemic era. Yet without one, the company risks-
then others'll copy it & sooner rather than later your product will be as easy to make as a toaster.
This piece from Morgan Housel provides further insights into why successful companies find it hard to sustain their success.
https://t.co/HSXQkuVlqk
#Leadership
Why is it, that for the vast majority of companies #competitiveadvantage does NOT sustain?
At the heart of this is the insight from this quote by Prof Bruce Greenwald “At the end of the day, everything is a toaster” i.e. no matter how wonderful your product, if it is successful-