We have no pay gap. In my company, we make no distinction between genders because our men and women are paid the same. In fact, everyone is paid the same. I have found this is the easiest way to be transparent as a company. It is also the most effective way to prevent all kinds […] Read more… Read More»
To change ideas and behaviors, reason and emotion must work together, but emotion does most of the work…. Read More»
Traditionally, when people and organizations start a working relationship, they give that relationship a name, often called a job title or project role. This name serves various purposes…. Read More»
Organizations cannot really change people and educate them, that is something employees have to do themselves. As a manager, if you feel responsible for people’s self-development–and you should be–a good alternative is to tweak the environment so that people change themselves, educate themselves, and start developing the desired habits…. Read More»
It is said that a group of people is only really a team when they experience a shared identity. But it is hard to simply create an identity; usually this can only emerge. It often can’t be forced; it’s a natural process. It takes time to grow and nurture a shared feeling of belonging which holds teams, departments, and organizations together. [Magic of Teams, “Constructing a Team Identity”] You don’t develop an identity just by making people share a room or a building with each other. However, there is something you can do to help people develop an identity by themselves…. Read More»
Communication with co-workers is a crucial habit for everyone in a business. It doesn’t matter if you’re a manager, a team member, or an independent worker. You should move yourself around, and you should help others do the same. But no matter how you do it, you must keep in mind that objective observers don’t exist. … Read More»
What scientists call distributed control is usually called empowerment by management consultants. Management literature cites plenty of arguments in favor of empowerment, such as improving worker satisfaction, increasing profitability, and strengthening competitiveness. All of these are true, but never forget that the real reason for empowerment is to improve system effectiveness and survival. We enable the organization to have more resilience and agility by delegating decision-making and distributing control…. Read More»
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