These days just about all organizations of some size have some sort of a program to identify and nurture their rising stars. This makes a ton of sense, since the high achievers can have a very significant impact on business results.
Bob's Gutsy Leadership Blog
Archive for April, 2015
A couple of years ago a management research firm did a massive survey of almost 100,000 people employed worldwide and surprisingly almost a third cited “burnout” as a problem they were experiencing.
A few years ago a couple of behavioral science researchers published some work focused on the damaging effects of envy. An example they used in explaining their learnings involved a west coast salad buffet chain called Fresh Choice. While fairly successful, the management of Fresh Choice took serious notice of a restaurant chain called Zoppa, which had very creative menu items and stores with lively and energetic décor and atmosphere. After studying the organization they went ahead and acquired it.
Mission statements are often dismissed as just a simple set of words that gets filed and seldom revisited. This is a missed opportunity. A well written mission statement motivates by tapping into what organizational psychologists call task significance – a satisfying feeling that small tasks link to a bigger goal. U.S. President Lyndon Johnson loved to tell a story about asking a truck driver who worked at NASA in the 1960’s what his job was. The driver’s response: “I’m helping to put a man on the moon.”
Organizations don’t survive without the ability to regularly implement change to adapt to new situations and capabilities and seize opportunities. A few years ago researchers at Harvard Business School pulled together their finding on why change initiatives tend to get bogged down and don’t succeed. Their conclusions were based on extensive interviews with corporate leaders over many years. Here are the three biggest barriers and how to deal with them: