We have a tendency to think that past performance is an indicator of future results. And yet, we know this isn’t true in other realms. The financial industry warns us with every earnings call and SEC filing that past performance is not an indicator of future results. However, in building our organizations and in leading others we make exactly this mistake.
We can use Matthew McConaughey’s career as a lens to explore how someone’s potential might be hiding in plain sight. McConaughey had some early career success and seemed to be coasting on a wave of celebrity. He was popular, no doubt, but deemed only a mediocre talent by most critics.Read More
The Globe and Mail reported recently on the latest research by a management professor at the Wharton School. Matthew Bidwell discovered that …outside hires receive a significantly lower performance evaluation in the first two years of their new job compared with internal workers who are promoted into similar jobs… It doesn’t have to be that way. Read The First 90 Days or Your Next Move by Michael Watkins. Hire a seasoned coach help you. Be savvy. Your…Read More
The unceremonious and poorly executed firing of Carol Bartz last week has pundits and leadership experts debating whether we are entering a new age of transparency in the upper echelons of leadership. While a new age of transparency may be upon us — and indeed would be most welcome — there is no question that Ms. Bartz handled herself poorly on several fronts. Lucy Kellaway, of the Financial Times, nails it (ft.com). She says that…Read More
My research has clearly shown that high levels of engagement, and the associated discretionary effort, occur when our work experiences reflect a clear set of values that we share. For many today, meaning is the new money. It’s what people are looking for at work. Clear company values, translated into the day-to-day work experience, are one of the strongest drivers of an engaged workforce, one primed for successful collaboration. As the old assumption that managers…Read More
A spotlight post highlighting some research on, what I call, Cohesive Leadership, reinforcing what I mean by an aligned organization and a cohesive leadership team. A cohesive leaderhsip team trusts one another, leverages each other’s skills to innovate, commits to a common agenda, and delivers results.Read More
Heather Hollick has been helping others become better leaders and craft more meaningful careers for more than 25 years. Her experience spans both business and technology, operations and organizational development. Oh, and she was born in Canada, so she can't help but be helpful. 😉