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Leadership

2019 will be a year when COOs continue to use social media for their company’s digital marketing needs. The Innovation Excellence platform identified ten such COOs, who have made innovative efforts on social media. The first one is Kat Cole, who besides being a COO, is also the President at Focus Brands North America. Another in this illustrious list is Sanjay Poonen of VMware. The third to join the list is Nathan Edelsburg from Much Rack. Cristian Schmeichel, who is the fourth name here, is not the company COO at SAP, but of the Global Human Resources wing alone. Completing the list are- Jill Wine- Banks of the American Bar Association, Natasha Cholerton- Brown of Cholerton- Brown Consulting, Eva Wong of Borrowell, Brigette McInnis- Day of SAP Success Factors, MereditLevien from the New York Times and finally, Adam Braun from We Grow by We Work.

Source:https://www.innovationexcellence.com/blog/2018/12/31/newyears2019-innovation-excellence-ranks-the-top-10-innovative-coos-on-social-media/

Uploaded Date:15 January 2019

Digital transformation as part of the corporate strategy is something most employees would openly agree, even if they secretly may not. This is because it ticks all the right boxes. To genuinely gauge people’s reactions, it would be wise to weed out the misalignments. For this, real- time polling tolls can be of great help. Pigeonhole Live is one such polling solution developed by a Singapore- based firm. Instead of merely showing the summarized reports, it brings focus to the outliers. The option of anonymity also exists with this. Before any major investments into digital transformation, employees need to be projected the strategic signposts. Some psychological management training exercises described in a recent article at the Harvard Business Review may work wonders.

Source:https://hbr.org/2019/01/a-simple-way-to-get-your-leadership-team-aligned-on-strategy

Uploaded Date:07 January 2019

The INSEAD has launched a platform called the x360. It is a feedback and development tool, not one for assessment. It has been developed to help corporate leaders develop their leadership styles. This will help them magnify their own positions, while also helping cope with the relentless change that is taking place due to technology disruption. The core dimensions at play in this tool work across organizations and cultures. The first factor to be developed in resilience. Another is emotional intelligence, as this helps in talent management of all kinds of personnel. Also, to be developed is paradoxical thinking. This helps leaders to embrace contradictions and leverage them rather than be cowed by the same. The orientation needs to be built towards constant learning. Formal management training sessions may be required for the same. All this will help hone a more distributed style of leadership, rather than one that is hierarchical.

Source:https://knowledge.insead.edu/leadership-organisations/crafting-your-own-leadership-signature-10281

Uploaded Date:07 January 2019

In today’s business world, with a lot of inter- dependent tasks taking place, it is essential that teams work with a certain set of commitments. Here, the leaders need to ask questions about promises from others they are going to work with. This is especially true for peers in different verticals or departments rather than for subordinates or those working in the same team. This will have great effects on the overall talent management practices, because only then will team leaders be able to make commitments to their team members as tasks won’t get stuck because of another team’s delay. One major caveat here is that those who are really responsible people, will not want to making such commitments easily.

Source:https://www.strategy-business.com/blog/Why-Leaders-Need-to-Ask-Is-That-a-Promise?gko=e95a8

Uploaded Date:31st December 2018

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