Geeks were once marginalized. Now, Brand U geeks seem to run the world. Commercials, ads, rock bands, books, TV soaps, and TV sit-coms are making techno-geeks cool. Look at the number of TV stories that have a stereotypical geek landing the big-job, working killer hours and making billions on an IPO, or running off into …
There is much effort to determine the role of ‘human capital’ on a company’s stock market value. A company found that worker’s attitudes about their treatment by bosses and their workloads had a measurable impact on customer satisfaction and revenue. The business world where a lone wolf can design a killer product or a transforming …
People matter and happy people matter most. Duh… This seems like common sense but sometimes it takes exhaustive studies to validate conventional wisdom. The Gallup opinion organization polled 100,000 employees at 24 large companies over 25 years. Bottom line: happy workers made successful companies. Brand U leaders also matter because they create a culture of …
The workplace is galloping towards self-managed Brand U work teams. Chances are you may be in one or several. Self managed teams are also composed of self directed, Brand U individuals who accept responsibility for developing schedules, managing quality, controlling costs, upgrading worker skills, assigning work, improving process performance, focusing on results, and ensuring stakeholders …
Still too new Requires new work behaviors/habits May be out of company loops Requires high technology costs Requires new management styles Difficult to manage results and performance
The productivity of a work group seems to depend on how the group members see their own goals in relation to the goals of the organization. Paul Hersey, Professor
Is fast. Team is adaptable and can morph to changing circumstances. Is small. Team size depends on the team’s objective but usually has critical mass of 3 to 12 people. More people result in a looser focus. Focuses on the project objective. The project team is driven to get the job done and each …
Brand U’s want to be more involved and empowered to control their work destinies. Many of us want to be actively involved with our work, to feel what we do is important, and to know we’re important. We don’t want to feel restrained by restrictive organizational practices. Most companies realize this because many of us …
Are people the most critical asset in your organization? Is the need for change communicated well in your organization? Who are your organization’s stakeholders? Who are your internal/external customers? Do you know your customer’s needs and how to satisfy them? How do your customers value your Brand U contributions? What does ‘good’ management mean to …
Juergen Schremp’s, Daimler Leadership Tips Avoid the danger of a deadly wish for harmony. Put unpopular ideas on the table right from the start. It’s much better to move fast and make mistakes occasionally then to move too slowly. The resistance to change once (employees) feel comfortable again is much greater than if you change …