In today’s episode, I speak with best-selling author and entrepreneur, Seth Godin. Seth recently released his new book, “The Song of Significance,” which looks at work: why it is the way it is, why it’s gotten so bad, what all of us–especially leaders–can do to make it better.
Over the next ten years will have somewhere around 225 million people in the world who are in some sort of managerial capacity, meaning they are responsible for others.
When it comes to the future of work it’s not just employees that are changing, managers are also having to change the ways in which they lead and in fact they are HAVING to become leaders.
These are 10 core principles or characteristics that managers will and must possess going forward. This image is taken from my book, The Future of Work.
There has been a lot of news recently about executives and senior leaders that are being paid tens of millions of dollars to leave their organizations! Some of these are CEOs of large, global companies that are either being indicted or let go for a myriad of issues, including poor performance. They make so much money, that they just don’t have any incentive to do their jobs well! So this got me thinking that maybe one of the reasons that change is not happening in workplaces is because executives are being paid so much that they just don’t care. Perhaps they don’t have the motivation to care about employee engagement, organizational change, or corporate culture. […]
Why are we so fixated on a 40 hour work week? Do we need to work that much? There is shift from focusing on the input that is required to the outputs that are created, and rightly so! We now have technology that allows us to work anywhere, at any time. Just because a manager doesn’t see an employee logging time doesn’t mean they aren’t earning their salary. Tracking hours is becoming an archaic idea in the world that we live in. Instead, organizations should focus on good quality and punctual work from employees that collaborate and communicate. […]
The role of management has changed quite a bit over the past few years. Few people realize it, but the
I recently spoke at a conference in Pittsburgh, and while waiting for my flight I started thinking about some recent conversations I’ve had with managers and executives at various organizations. Many of these leaders have stated how much they care about driving change, employee engagement, diversity and modernization in the workplace. However, when we look at many organizations, we see that oftentimes the exact opposite is true; employees are not engaged, work spaces are not modern, there is no diversity and the organization struggles to change at a snail’s pace. So how can these leaders and executives say they care about these things when these things are still prevalent? How can we bridge the gap between what companies want to do, and what they can do?
A few days ago I did a video on employee new year’s resolutions, so it’s only fair that I do the same thing for managers. So here are three things I hope managers can work in in 2016. […]
In 2011, Gary Hamel wrote a seminal article called First Let’s Fire All the Managers where he explores the challenges with modern
Following up on my post around the 7 Principles of The Future Employee, I wanted to share another concept which
I decided that in 2014 I want to do more videos. I have a Youtube channel but I haven’t really