What’s the difference between employee engagement and employee experience?
The same as the difference between updating a car by just painting the outside and replacing the entire engine. One method makes the car look nice, but the other actually improves its performance.
Employee engagement is popular, but it’s a short-term fix. Employee experience is a long-term solution that addresses the core of major issues.
These six tips can greatly increase your productivity as an entrepreneur. You might not be able to make time magically appear on your schedule, but you can use your time wisely to maximize what you can get done in a day.
Knowledge, communication, humility, and other skills are important for future leaders, but it really all comes down to one mindset: optimism.
That’s according to Bill McDermott, CEO of Service Now. He believes relentless optimism is one of the best attributes a leader can have.
Like the complicated game of chess, leadership has numerous moving parts and potential outcomes. To avoid getting checkmated, leaders need to stay aware and informed, listen, and work with technology. With the right strategy, future leaders can have a victorious outcome.
In my book, The Future of Work, I laid out 14 principles of the future organization. And while that book was released back in 2014, these principles are still very relevant for organizations today and we have a lot of work to do in each one of these areas in order to succeed in the next decade and beyond. So let’s take a deeper look at each one of these 14 principles.
What can you do to make sure that you will add value to any organization you are a part of, regardless of what the future might bring?
Help make other people more successful!
Well…sort of.
A lot has been said about Satya Nadella’s turnaround of Microsoft, transforming it from a company many people viewed as outdated to one of the most valuable companies in the world with a strong culture. It could be the employee perks, new technology, or new customers, but what it really comes down to is this: Satya puts his people first. As I spoke with top CEOs from around the world for my new book, The Future Leader, Satya Nadella’s name constantly came up as a leader these CEOs admire. And for good reason: Satya is humble and people-focused and has a staggering 98% approval rating. By putting people first, he led an amazing turnaround at Microsoft and continues to guide it towards the future.
As the richest man in the world, Jeff Bezos’ net worth is larger than some countries’ GDPs—combined.
But what does the Amazon founder and CEO view as the top sign of intelligence? It’s not money or prestige—it’s the ability to admit when you are wrong.
Emotional intelligence is the foundation of Bezos’ strong leadership and one of the reasons he and his company are so successful. He leads in a way that recognizes and celebrates the softer sides of business and puts him in charge of his emotions. Emotional intelligence or as I like to call it in my book, the skill of Yoda, is one of the most important skills that a leaders can possess.
Have you ever made a decision that you later regretted? I have…many times.
But after implementing this decision-making hack, the number of those bad decisions decreased dramatically.
In the midst of the pandemic, organizations are facing challenging times and over the last few months, we have seen positive and negative decisions occur in response to what is happening. There have been some companies who have handled tough decisions while still keeping their people first–showing employees respect, empathy, and transparency. And there are other companies who have made, what seem to be, harsh and unfair decisions in a way that create anger and chaos. The question is, is there a way for organizations to prepare for uncertainties and challenging times in advance, so we don’t have to get to a point where these tough decisions have to be made?