Depression in the workplace is real. Almost 40% of Human Resource managers said that depression among workers was a moderate or large problem for their companies. Almost 17 million Americans experienced serious depression each year. How does this show up at work? People become tired, lethargic, and sad which result in work absences and anger.[i] […]
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A vision or mission statement may be short or can be all encompassing. I prefer short statements that distill the purpose of the organization such as Chrysler’s purpose is to ‘produce cars and trucks that people will want to buy, will enjoy driving, and will want to buy again’ or Microsoft’s to put ‘a computer
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The competitive argument goes something like this: time is of the essence. Time to market is getting shorter. Sometimes, products are obsolete by the time they’re developed. Customer requirements are increasing. What should a company do? Value visionaries say it’s more important to define yourself in terms of what you believe because where you now
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Why are values important? And if so, what is their relationship to work? Is there a function for God, honor, family, values, trust and honesty in the work place? Or, are these relics of a past when there was lifetime employment and trust that went down and up the organization? Studies indicate that values are
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Multiple demanding stakeholders Rising expectations Too many chiefs, not enough Indians Huge upside and catastrophic downside potential Litigation explosion Regulatory explosion Chaotic and uncertain economy
I know a senior manager who simply doesn’t want the facts or data when she has a staff meeting. She wants useful and doable information and yes preferably, knowledge – all of which have value. Data must become value-adding information to be useful for intelligent decision-making. In the Brand U workplace, the decision-maker may be
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Total Quality Management (TQM) illustrates what happens to a great idea that becomes faddish. Many companies adopted quality tools and techniques as a quick fix for fundamental, chronic organizational problems. Quality principles and practices weren’t integrated into the organizational culture. The result was TQM was short lived and faddish. While TQM may have faded, personal
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“The first function of the executive is to develop and maintain a system of communication.” Chester Bernard, President USO Establishing the Brand U is all about communicating consistent images, messages, and requirements. Great personal communications are vital to all personal change management and decision-making. Without open, honest and direct communication, Brand U’s simply won’t function.
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Quality is everyone’s responsibility. Edwards Deming, Quality Guru Quality has tanked! Quality is passé! We’re now transforming our organization, every two years. We’re into virtual teaming. And, on it goes… Much has been lost in the pursuit of the next silver bullet. Faddish quality management has died but the good sign is that it’s been
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Be everywhere, do everything, and never fail to astonish the customer. Margaret Getchell People are at the center of every company. Brand U’s seem to intuitively understand what customers want and be able to find a way to satisfy these wants and needs. People buy products and services. And people add or detract value when
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