MANAGING in the

NEW WORLD

Rebels are those leaders who reject ideas that could have constrained them. They are a natural threat to the command- and- control nature of several traditional business leaders. As a result, those looking at talent recruitment for the executive positions, look no further than such rebels. In order to identify them, one can start with five- character traits they invariably possess. These traits are- authenticity, curiosity, diversity, perspective and novelty. In order to tap in to their energies, open conversations and constructive dissent needs to be encouraged in the workplace. One has to start from the very beginning, by going back to the basics, as this will allow these rebels to take control of the situation. Workplace design is increasingly proving to be a crucial art. They need be designed in such a manner that will expand the scope of collaboration. The Apple Part is one such example to cite.

Source:https://www.inc.com/peter-cohan/this-harvard-professor-says-hiring-rebels-will-grow-your-company-and-make-your-life-better.html

Uploaded Date:28 December 2018

A study was conducted by the MIT Sloan Business School to assess the workplace trends and professional preferences of the so-called Generation Y. This generation is likely to dominate the workplace trends over the next forty years. It was found out during the study, that the Generation Y-ers attach a great bit of significance on external loci such as image or money. They also consider bonus payments and incentives as the best way to go about talent management and retention. The study was quite detailed conducted across educational institutes in Germany. A separate sub-survey was also performed for MBA grads, another for other master’s, and yet another for those with a graduation degree alone. Some have industry experience within the country, some outside, and others being freshers.

Source:https://sloanreview.mit.edu/article/what-high-potential-young-managers-want/

Uploaded Date:03 December 2018

A lot of people are under the false impression that talent management is an easy task. But if that was true, then the disengagement and employee turnover rates wouldn’t be at such odds as is at present. Because a lot of lazy managers are under this false premise of the ease at work, so when things go south, they tend to rely on the easiest solutions at hand, such as handing out pay raises or bonuses. This is an expensive blunder without long-term impacts. Such managers are also prone to being influenced by the latest managerial talk. This explains the phenomenal rise in management literature on this topic through blogs, podcasts and webinars. The best solution to disengaged employees is not to ask them the reasons for the same, but to understand that there may be certain flaws in the management itself. Likewise, they must study the veracity of management tools, and only consider those appropriate for the said situation. Management may actually be one of the major causes for any lack of talent retention.

Source:https://hbr.org/2018/11/dont-let-lazy-managers-drive-away-your-top-performers

Uploaded Date:27 November 2018

Revered publisher and comic book writer Stan Lee, was an arch exponent in the art of talent management. He knew how to get the best out of people, especially creative talents. He had an eye for talent, in the same way as Jon Stewart or Alice Waters have, so are called super bosses. The first thing in his armory was to keep talent busy as that ensured engagement at work. So, he often ordered extra work and paid for it even when there was no need for it. He also knew that talent must never be censored too heavily or else their creative juices would get wasted. Stan Lee was always the first to assign credit when due. He always remained steadfast in his belief on dreaming big.

Source:https://hbr.org/2018/11/what-stan-lee-knew-about-managing-creative-people

Uploaded Date:26 November 2018

 

There exist all kinds of dysfunctional leaders, but they can broadly be categorized under four types. These dysfunctional characteristics can be cured, thanks to the eroding stigma around mental health at the workplace. The right management training being provided, can reverse such tendencies. The first such type is narcissistic leader, which as the name suggests, is a highly self-important person, who loves oneself. Then there is the bipolar leader. These are often most dangerous, as they are unpredictable and move from one extreme to another. The third type is the obsessive-compulsive leader. He is someone who is meticulous, detailed and often cautious. Problem with them is that, due to the intricate details focused one, they miss out on the bigger picture. The last such variety is the psychopathic leader. This is a person who tends to be a bully, and goes out of his/her way to torment the team members. Such people are extremely hierarchical and do not pay heed to others’ views. It is such leaders who are in most need of executive coaching.

Source:https://knowledge.insead.edu/leadership-organisations/the-four-types-of-dysfunctional-executives-and-how-to-handle-them-8806

Uploaded Date:23 November 2018

Contrary to the perception by many, increased adherence to labour welfare and environmental standards actually has a positive effect on the business. And this trend is the strongest in the apparel industry, long cited to be one of the most unfair ones. Business research conducted by professors from the MIT Sloan and Brown universities have confirmed that there is in fact a four percent upturn in business. Improved compliance saw a ripple-off improvement in securing better contracts from suppliers. There has in fact been an anti-sweatshop movement in the USA, led by students boycotting goods of companies not deemed ethical enough in its labour treatments. Even giants such as Nike have had to retrench from their positions thanks to such societal movements.

Source:http://www.mitsloan.mit.edu/ideas-made-to-matter/factories-get-more-business-when-they-treat-workers-right?utm_source=mitsloantwitter&utm_medium=social&utm_campaign=factories

Uploaded Date:23 November 2018

Certain people in any team, always tend to come up with novel ideas. Such ideas can be termed as the seeds of innovation. For team leaders, it is often a challenge, how to motivate these kind of employees to get the bets out of them. For this to happen, these employees need to be assigned the right roles where their innovative juices can make an impact. The team must be built around them, instead of them being fitted around set roles. Business innovation must be rewarded. Innovative people are often known for certain idiosyncrasies. These need to be tolerated up to some point as that is what sets them unique. They may be non-conformist and individualistic at times. Such people need challenges at all times to spur them on. Pressure must be exerted, but not too much of it as that may break the fragile balance between innovation and productivity. The talent recruitment must be geared specifically to bring in cognitive diversity to the team. The leaders must above all be humble, weeding out most elements of narcissism.

Source:https://hbr.org/2018/11/motivating-your-most-creative-employees

Uploaded Date:17 November 2018

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