Tag Archives: employee performance

Generational Differences and Identity Politics

Generational differences are a hot topic for organizational behaviorists. Is this a real issue, or is it just the current management fad? “Never in history have we seen four generations together in the workplace.” That line starts thousands of articles … Continue reading

Posted in Economic Trends, Entrepreneurship, Exit Planning, Leadership, Managing Employees, Strategy and Planning | Tagged , , , , , , , , , , , , , , , , , , , , , | 2 Comments

2 Responses to Generational Differences and Identity Politics

  1. Eugenia says:

    The boomers and the millennials should appreciate the strength, knowledge and understanding of each generation, by so doing an effective structure can emerge which could yield high valuable growth and benefits for both generation.

  2. Bradley Chilcote says:

    I believe it all comes down to empathetic listening on each generational level. This takes active listening to another level where you connect with another’s core emotional being, in addition to understanding the message. Seek first to understand and apply the platinum rule (treat others the way they want to be treated). Working with multiple generations also requires informed leadership styles: not the leadership based on the “seat of your pants”, but leadership that is adapted based on the study and application of leadership principles. Yes, different generations are products of their political, economic, and cultural environments; but this isn’t a bad thing. It has been established through many studies that the more diverse a team is, the stronger it is!

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Employee Gratitude isn’t Loyalty

Most of us have heard something like this expression of employee gratitude. “I’ve enjoyed working here. You taught me so much, and you’ve always treated me well. But the company down the road is paying a lot more for people with my … Continue reading

Posted in Entrepreneurship, Incentives, Leadership, Managing Employees, Uncategorized | Tagged , , , , , , , , , , , , , | 1 Comment

One Response to Employee Gratitude isn’t Loyalty

  1. Mike Wright says:

    Spot On. If you want loyalty get a dog. If you want a good performing business hire people who are ambitious, responsible, hard working and learn new things fast. Have a process to get them productive as soon as possible. Then try to keep them engaged and challenged as long as you can. Keep making them as valuable to the company as possible and pay them proportionally. When they leave, you will feel the impact, but the ability to repeat these steps can be a very valuable CSF for a highly successful organization.

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Is Your Business Built on Individual Heroics?

Great employees are a wonderful gift, but individual heroics aren’t healthy for your business. Someday, you will start thinking about leaving the business. Perhaps you already do. When you begin planning for your transition, what will your company systems sound like … Continue reading

Posted in Building Value, Entrepreneurship, Exit Planning, Leadership, Managing Employees, Selling a business, Strategy and Planning | Tagged , , , , , , , , , , , , , , , , | Leave a comment

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Maximize Resources – Use What You Have

Every owner wants to maximize resources. The whole concept of profitability is based on doing the most with the least, but we often are trapped in the prevailing thought pattern about how things “should” be done. When taking a car … Continue reading

Posted in Economic Trends, Entrepreneurship, Managing Employees, Strategy and Planning | Tagged , , , , , , , , , , , , , | Leave a comment

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What is Your CEO Job Description?

On occasion, a business owner client will ask me if I have a CEO job description. I’m sure such exist in large corporations, but for an owner-managed company it’s a bit vague. The simple (and usual) answer is that the … Continue reading

Posted in Entrepreneurship, Leadership, Managing Employees, Strategy and Planning | Tagged , , , , , , , , , , , , | 2 Comments

2 Responses to What is Your CEO Job Description?

  1. Bob Kroon says:

    Hi John,

    Good post. In practice, I see CEO’s concerns focused on these, in no particular order: 1) Something finance (cash flow, fund raising, collections, etc), 2) Watching the “secret sauce” (could be following the CTO, watching key activities in a service business, product development), 3) Building the team (hiring a key person, replacing people, adding to the team), 4) Reaching out to customers, 5) Some issue or event which is a drain on the business (legal matter, facilities, misbehaving employee), 6) An opportunity (acquiring a big new customer, a competitor, a technology).

    Small wonder VC investors value teams more than individual entrepreneurs. The mental bandwidth required to lead alone is tough.

  2. Joe Zente says:

    Great Article, John…

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