Week In Review: Nov 14 – Nov 20, 2010

by Magesh Tarala on November 21, 2010

Building a workplace culture that is focused on performance

by Sean Conrad, Nov 15, 2010

A number of organizational practices need to work in sync to effect a change in workplace culture. It starts with hiring the right people for the right job, but does not stop there. You need to have the mechanism to instill corporate values and culture. Coaching regularly and providing continuous feedback will clarify the message and reinforce the culture. Finally, rewarding high performance and dealing with low performance will make the corporate direction all the more visible. more…

Chaos and Complexity #10: Spin and the myth of best practice

by Gary Monti, Nov 16, 2010

Either you have it or you don’t. If you spin, be prepared to fail. The bigger the spin and higher the level of the person spinning, the greater will be the impact. That’s the moral of the story. “Best Practice” is sometimes nebulous and is often misused. In this article, Gary describes what happened to a Wall Street firm because of the CEO’s spin. more…

Social Media and Tribes #21: Bday becomes a Big Day

by Deepika Bajaj, Nov 1, 2010

You must celebrate life. Otherwise, what’s the point of living and working. But as we get more engrossed in our work we drift away from the close friends we used to celebrate with. Thanks to Facebook, we can be close again even if we are far away! more….

Flexible Focus #28: The Principle of Innovation

by William Reed, Nov 18, 2010

How often do you kick yourself and ask “Why didn’t I think of that?”. If it’s any comfort, that’s the case with the vast majority – hindsight is 20/20. But innovation is more about foresight than hindsight. You start with mastering the established pattern and then breakaway to explore variations of what you have mastered. The Mandala Chart in this article will change your approach to innovation by helping you think inside, outside and beyond the box. more…

Cash Bonus: An important companion to the Stock Appreciation Rights (SAR) program

by Steve Popell, Nov 19, 2010

In his last post, Steve discussed the structure of a Stock Appreciation Rights Program as part of your ongoing effort to retain and motivate key employees, and as alternative to issuing equity.  For some individuals, such as “hunter” salespeople, the lack of short-term feedback can be a demotivator.  This shortcoming can be remedied by an effective cash bonus program. more…

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