Five Blogs of Note for the Week Ending May 31, 2013
Continuing in my new tradition, here are quotes from 5 blogs that got my attention this week.
I don’t benefit from reposting any of these posts. Sometimes, I don’t even know the writer. However, I do read and personally grow my knowledge by reading posts that challenge my thinking and get me to think outside my old paradigm.
It’s not important that you agree with any of these writers. It’s only important that you think.
I hope you will find some new sources of inspiration with these posts.
Here’s the next group of 5 in the series:
Start edgy, create value, lead the market. Then stay edgy.
If I asked you to name three cutting edge companies, you probably wouldn’t think of brand stalwarts Gatorade, USA Today, and Amazon.com. But when Gatorade first came out in 1967, USA Today in 1982, and Amazon.com in 1995, each was about as edgy as a new company could be. Most people had doubts that such new concept brands could survive, but one thing, and one thing only, has made each of them a market leader and a safe, top of mind choice for today’s customer. That one thing is value.
The only way you go from being the new brand on the block to being an established market leader is by providing consistent value. That means you stay relevant through continuous market changes in customer demands, technology, the economy, and society in general.
Are you creating a culture that boosts performance AND profits?
Are you working toward a robust culture in your company because you feel you should, or because it will result in tangible business results? And either way, are you doing it right?
According to research recently conducted by the Human Capital Institute and PS Culture Matters, certain cultural facets are critical for reaping increased financial and performance benefits. They are professional growth and development, collaboration, job satisfaction, employee engagement, alignment with organizational values, organizational agility, innovation, communication, leadership, operational management and accountability. The most important are the first five, which are estimated to drive financial performance higher by 14 to 17 percent.
Thinking About Work-Life Balance?
Decisions that you make about life determine how much work and what kind of work you do. Spending time getting clear about who you are and how you are talented is time well-spent. You may not even like the answer at first. It may conflict with expectations from you, your family, the community, and even society at large.
The Case for Leadership Development
Mentors agree that you can rely on a certain level of resistance when it comes to identifying development opportunities. It’s difficult to get managers to accept that they need development, let alone continuous development. When managers feel that development is unnecessary, they’re reluctant to participate in any form of assessment, or they participate in the assessment and then immediately ignore the results. They probably read but don’t follow the recommendations resulting from their assessments. Resistance is prevalent when the recommended areas of development are linked to “soft skills”. Resistance to development is often lower when the recommended areas of development involve the more “technical” or the “hard-skill” aspects of a manager’s job.
Mentoring Into Ministry
I have lived some thirty years on this planet, and I have yet to hear the first syllable of valuable or even earnest advice from my seniors. They have told me nothing, and probably cannot tell me anything to the purpose of life. – Henry David Thoreau
When he interviewed me for the job of Dean of Duke Chapel, the first question Terry Sanford asked was, “Who are your mentors?” It’s a revealing question to put to a pastor. We get our word mentor from Homer’s Odyssey, in which old Mentor led young Telemachus into life. The Greeks knew that most of us journey no further than our mentors are able to take us.
The Transformational Leadership Strategist
(c) 2013 Hugh Ballou. All rights reserved.