If brand is more than a logo, why are most brand books little more than a style guide? A style guide isn’t going to empower your employees to deliver on your brand’s promise, guard your brand’s differentiators, or make everyday decisions in line with your brand strategy.
People will inevitably adapt to the demands that new technologies bring. They say that children born today will never have to learn to drive a car. Instead, they will learn to do things no adult generation today can yet imagine. It has always been this way, since the first caveman discovered fire and invented tools. Each preceding generation has something to do with the inventions that are passed on to the next. So why all the intergenerational demonization?
I’m overseeing the hire of a new leadership position. We want to post the position online, but there are so many options, including up-sells to “featured posting” and the like. How do I write a compelling job description that will attract top-notch potential employees, and how do I best use my dollars — some of these sites are expensive!
Every well-meaning small business owner is capable of inflicting wounds that stifle drive, trust, employee engagement and motivation. Maybe not as blatantly as calling out incompetence, but neglect and disrespect through lack of communication de-motivates too. Worst of all, we don’t even know we are doing it.
Like a prophet from on high, global futurist and author Dan Burrus’ has a rare knack for technology predictions that provide us with a blueprint for change in the business world. His book Flash Foresight challenges leaders to examine hidden trends, using them to shape the innovations of tomorrow versus allowing for aimless solutions that lack relevance.
Job growth and wages are on the rise, which should signal a great time for businesses in the U.S.—except that no one wants to run them. Only one-third of U.S. workers believe becoming a manager will advance their careers, according to recent survey by professional staffing website Addison Group.
I just started a new job where I am an exempt employee. When I started, I was asked to provide a “regular work schedule” that I selected as 7:30 a.m.-4:00 p.m. When I inquired about coming in at 8:30 on Monday and Friday mornings, my employer said they didn’t favor that and as a new employee, I didn’t feel comfortable pushing back. As an exempt employee, what are the rules about standard hours?
It’s an unwritten but long-standing axiom in business: You can’t get to the top alone. You need a mentor in your corner who is older and wiser. As a young, aspiring publisher almost 27 years ago, I certainly had help from all around. The business owners with whom I spoke supported me with their wisdom, as they continue to do today. I’ve received guidance, know its value and am extremely grateful.
You might experience a scenario like this at the office: A colleague, boss or employee is incredibly gifted; they are technically skilled, knowledgeable, strategic and very smart. But a frustrating paradox is that they are terrible communicators: unable to take on other’s perspectives, constantly interrupting and long-winded, putting themselves ahead of others, defensive, inflexible, emotional — you get the drift.
In the coming months, Chris Johnson will ask a lot of his employees, whose average age is just 24 years old. He expects to do $30 million in retail sales this third year of manufacturing, recently signed a powerful licensing deal with Disney’s Marvel, and plans to expand from the four products currently on shelves to more than 100 next year. But Johnson’s hiring strategy emphasizes passion over experience, something he says his team has in spades.