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1. Why Do Executives Fail? Find Out In The New Edition of The Next Level by Scott Eblin
2. Where Will We Find Tomorrow’s Leaders? Video
3. Getting Smarter Through Business Funnies
4. The 5 Productivity Secrets of Successful Business Leaders
5. 5 Questions And Answers to Change Your Business For The Better

Gen Y:  Managing a New Generation:  Why Not?

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1. Interview with Selena Rezvani: Leadership Guidelins for the Next Generation of Women Leaders
2. Are You Praising Generation Y or Complaining and Calling Them Names?
3. Marketing to Generation Y: What You Can’t Afford Not to Know
4. 5 Ways to Identify Your Next Generation Leaders and How to Train Them Up

If your business or company is truly an innovative one, your doors will be open for debate, and your culture will be designed to make it psychologically safe for both employees and customers to voice not only their suggestions, dreams and goals but their concerns, complaints and frustrations.  A recent article in Harvard Business Review: The Customer-Centered Innovation Map is a must read for any business that wants to thrive in the future.  The article comes from the perspective that when a customer buys a product or service from your company, they are actually hiring you to get a job done.  This “job to be done” could be to make more money, look more beautiful, live a more healthy life, move into a dream home, become more credible or build a better relationship.  At each step of the process of the job … Read the rest of the post

1. PODCAST: For Innovation to Succeed, You Must Be Willing to Be a Politician
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This is a question I hear from business leaders every day . . . yet the question often comes to me after the fact . . . when people are up in arms and ready to bolt. A change can be something as simple as new stationery or as tumultuous as a merger or acquisition, and while the change is often seen by top leadership as necessary to move ahead of aggressive competitors, this is not always the case for employees. Why? I believe the answer is this: Your employees are not angry about the change itself . . . they are angry because they are often the last to hear, you did not get their buy-in, their vote didn’t count , and bam . . . Trust is shattered!”

Imagine this: During a strategic planning meeting, the executive team of a large technology company makes the decision to launch a new product line and ditch an existing one. Ditching the existing product line means that a few talented employees will become obsolete, and the new product line will require … Read the rest of the post

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“What is going on in marketing? When are they going to finish that project?”

“I can’t believe Mary is so late in making those phone calls.”

“Okay…who dropped the ball this time?”

“Hey…that’s not MY job.”

Does this sound familiar? If so, your team and company may be faced with a very big challenge with accountability, which results in finger pointing, frustration and broken trust. Personal responsibility and accountability can put an end to the blame game, saving your company thousands if not millions of dollars by increasing productivity, customer service and job satisfaction. This article offers leaders five basic approaches to increasing accountability, which are simple, yet they require actually building a culture of accountability or even going so far to adopting accountability as one of the core values of your company.

Communicate the big picture- Accountability stands a better chance of succeeding if everyone in your company embraces a larger responsibility for the success of the entire organization. Spend time talking individually with team members about how his or her project affects the vision and mission of the company. With this communication, people can make wiser decisions from the … Read the rest of the post

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