Many people working in large companies speak business-buzzwords as a second language. Business language is full of pretty meaningless words. I Don’t Understand What Anyone Is Saying Anymore article tells that the language of internet business models has made the problem even worse. There are several strains of this epidemic: We have forgotten how to use the real names of real things, acronymitis, and Meaningless Expressions (like “Our goal is to exceed the customer’s expectation”). This would all be funny if it weren’t true. Observe it, deconstruct it, and appreciate just how ridiculous most business conversation has become.
Check out this brilliant Web Economy Bullshit Generator page. It generates random bullshit text based on the often used words in business language. And most of the material it generates look something you would expect from IT executives and their speechwriters (those are randomly generated with Web Economy Bullshit Generator):
“scale viral web services”
“integrate holistic mindshare”
“transform back-end solutions”
“incentivize revolutionary portals”
“synergize out-of-the-box platforms”
“enhance world-class schemas”
“aggregate revolutionary paradigms”
“enable cross-media relationships”
How to talk like a CIO article tries to tell how do CIOs talk, and what do they talk about, and why they do it like they do it. It sometimes makes sense to analyze the speaking and comportment styles of the people who’ve already climbed the corporate ladder if you want to do the same.
The Most Annoying, Pretentious And Useless Business Jargon article tells that the stupid business talk is longer solely the province of consultants, investors and business-school types, this annoying gobbledygook has mesmerized the rank and file around the globe. The next time you feel the need to reach out, touch base, shift a paradigm, leverage a best practice or join a tiger team, by all means do it. Just don’t say you’re doing it. If you have to ask why, chances are you’ve fallen under the poisonous spell of business jargon. Jargon masks real meaning. The Most Annoying, Pretentious And Useless Business Jargon article has a cache of expressions to assiduously avoid (if you look out you will see those used way too many times in business documents and press releases).
Is Innovation the Most Abused Word In Business? article tells that most of what is called innovation today is mere distraction, according to a paper by economist Robert Gordon. Innovation is the most abused word in tech. The iPad is about as innovative as the toaster. You can still read books without an iPad, and you can still toast bread without a toaster. True innovation radically alters the way we interact with the world. But in tech, every little thing is called “innovative.” If you were to believe business grads then “innovation” includes their “ideas” along the lines of “a website like *only better*” or “that thing which everyone is already doing but which I think is my neat new idea” Whether or not the word “innovation” has become the most abused word in the business context, that remains to be seen. “Innovation” itself has already been abused by the patent trolls.
Using stories to catch ‘smart-talk’ article tells that smart-talk is information without understanding, theory without practice – ‘all mouth and no trousers’, as the old aphorism puts it. It’s all too common amongst would-be ‘experts’ – and likewise amongst ‘rising stars’ in management and elsewhere. He looks the part; he knows all the right buzzwords; he can quote chapter-and-verse from all the best-known pundits and practitioners. But is it all just empty ‘smart-talk’? Even if unintentional on their part, people who indulge in smart-talk can be genuinely dangerous. They’ll seem plausible enough at first, but in reality they’ll often know just enough to get everyone into real trouble, but not enough to get out of it again. Smart-talk is the bane of most business – and probably of most communities too. So what can we do to catch it?
2,590 Comments
Tomi Engdahl says:
https://www.forbes.com/sites/travisbradberry/2016/03/22/6-honest-mistakes-that-will-get-you-fired/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#3b7545835e8c
Tomi Engdahl says:
Warren Buffett: Developing this skill can make ‘a major difference in your future earning power’
https://www.cnbc.com/2019/08/30/warren-buffett-why-you-should-focus-on-your-communication-skills.html?__source=facebook%7Cmain
If you want to get ahead, focus on your communication skills, billionaire investor Warren Buffett advises.
“A relatively modest improvement can make a major difference in your future earning power, as well as in many other aspects of your life,”
Tomi Engdahl says:
Even Though You’re Smart, Driven, and Persistent, Science Says You Need 1 More Thing to Be Exceptionally Successful (and Incredibly Wealthy)
https://www.inc.com/jeff-haden/even-though-youre-smart-driven-persistent-science-says-you-need-1-more-thing-to-be-exceptionally-successful-and-incredibly-wealthy.html?cid=cp01002fastco&utm_source=facebook.com&utm_medium=social
Research shows that traits like passion, mental toughness, constant learning, and a willingness to take risks do lead to greater success
Hard work is usually rewarded.
Perseverance is often the difference between success and failure; give up and failure is guaranteed.
Intelligent risk does, at times, pay off. (And if it doesn’t, what you learn from new experiences makes success more likely the next time)
Tomi Engdahl says:
”Toimitusjohtajamme ei kommentoi” tulee yritykselle kalliiksi
https://johtajaonmedia.fi/toimitusjohtajamme-ei-kommentoi-tulee-yritykselle-kalliiksi/
Tomi Engdahl says:
The Worksheet You 100% Need To Fill Out Before Asking Your Boss For A Raise
https://www.forbes.com/sites/dailymuse/2017/07/12/the-worksheet-you-100-need-to-fill-out-before-asking-your-boss-for-a-raise/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#2fbe99c9431a
bargaining for a higher salary will be one billion times easier (that’s a rough estimate, obviously), if you’ve done your homework. And usually, your attempt will be successful if you come to the meeting with hard evidence as to why you deserve
Because here’s the reality of the situation: Nobody who earns a raise just wings it in their performance review. They know what to say, how to say it and what questions they need to answer.
Tomi Engdahl says:
4 Ways Millennials Can Transition From Peer To Manager
https://www.forbes.com/sites/lisaroepe/2016/12/21/4-ways-millennials-can-transition-from-peer-to-manager/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#57e2e10f18ee
Clarify your role
Demonstrate your expertise
Go from peer to mentor, not boss
Act as an advocate
Tomi Engdahl says:
Three Strategies For Accelerating Business Growth — Without A ‘Slush-Fund’ Budget
https://www.forbes.com/sites/forbesbusinessdevelopmentcouncil/2019/09/03/three-strategies-for-accelerating-business-growth-without-a-slush-fund-budget/?utm_source=FACEBOOK&utm_medium=social&utm_term=Bonnie/#108ee3f5c55
Tomi Engdahl says:
How To Have 20/20 Foresight By 2020
https://www.forbes.com/sites/amyblaschka/2019/09/04/how-to-have-2020-foresight-by-2020/
Tomi Engdahl says:
As GE began its long, slow decline, so did the popularity of the once dominant management system.
Whatever happened to Six Sigma?
https://qz.com/work/1635960/whatever-happened-to-six-sigma/?utm_source=facebook&utm_medium=qz-organic
Twenty years ago, no company was flying higher than General Electric. In early 2000, GE passed Microsoft to become the world’s most valuable company.
Former GE chairman and chief executive Jack Welch speaks at the International Society of Six Sigma Professionals’ annual conference,AP PHOTO/LINDA SPILLERS
The high priest of efficiency.
DEEP SIXED
Whatever happened to Six Sigma?
By Oliver StaleySeptember 3, 2019
Twenty years ago, no company was flying higher than General Electric. In early 2000, GE passed Microsoft to become the world’s most valuable company. The sprawling conglomerate, which sold everything from jet engines to mortgages to advertising on Seinfeld, was directed by a dynamic CEO, Jack Welch, and his unwavering faith in the power of Six Sigma.
Six Sigma, at its core, is a system for eliminating defects in manufacturing. The name refers to a statistical model, based on deviations on a bell curve, that dictates the number of acceptable defects per million manufacturing steps. Achieving Six Sigma means an organization tolerates just 3.4 defects per million steps, insisting that 99.99966% of its products or services are without flaws. Historically, most industrial companies operate between three and four sigma, making them between 93% and 99.3% defect-free
GE adopted Six Sigma from Motorola in 1995, and under Welch it became corporate religion. The company invested more than $1 billion in training thousands of employees, and the system was adopted by every GE business unit.
With GE as its poster child, the gospel of Six Sigma was spread by management consultants to companies everywhere.
Other quality-oriented systems proliferated in Six Sigma’s shadow: Lean, Total Quality Management, and ISO 9000 all jumped from the specialized world of process engineering to the broader business world.
But as GE began a long, slow decline, so did the popularity of Six Sigma.
According to Google, searches for “Six Sigma” peaked in 2004, and have fallen steadily since. LinkedIn data reveal a similar story, with fewer and fewer of its 630 million users adding Six Sigma as a skill to their online résumés. It’s since been surpassed by Agile, a management process that emerged from the world of software development.
Six Sigma was a classic management fashion, Abrahamson says, and GE was its leading model
“The merchants of Six Sigma wanted to keep expanding the market,” Abrahamson says. “You don’t want to just sell it to manufacturing firms, you want to sell it to service firms, to financial firms, to government agencies, to nonprofits.”
And as with all fashions, once Six Sigma was picked up by the masses, fashionable companies lost interest and moved on to the next big thing. “These things have a life cycle: They get popular and then people start looking for something else,”
Six Sigma’s decline was also a symptom of a broader change in the corporate world, where innovation became more valued than efficiency, and technical precision was no longer a differentiator. Silicon Valley’s culture of “move fast and break things” meant business leaders were less concerned with reliability and more focused on game-changing discoveries.
“When I get up on an airplane, I’m very glad it went through a Six Sigma process—there’s a certain comfort in that,”
Made in Japan
Six Sigma was born out of the theories of a small group of mid-century engineers who became apostles of quality control.
Deming believed quality control was an organization-wide imperative, and insisted on involving CEOs when he worked with companies. He pushed corporations to break down barriers of communication between workers and managers, and to eliminate production quotas and targets that could compromise the process.
By the 1970s, Japanese automobiles and electronics surpassed US products in quality and reputation, and American manufacturers took note.
Deming became a sought-after consultant by companies like General Motors and Ford.
Deming’s methods became systematized into Six Sigma at Motorola
In Welch’s telling, fealty to the doctrine of Six Sigma became paramount. No one could be promoted to management without at least green belt training, and candidates could be rejected if their faith wavered.
By 2001, GE boasted that some 80,000 employees had received Six Sigma training (pdf), and completed 500,000 Six Sigma projects since the system was adopted.
It seemed to produce results.
In a 2014 blog post, Immelt tried to summon the old Six Sigma fervor around a new religion, declaring: “we are transforming our culture around what we call Simplification. This is not just management speak, it’s a crusade.”
More management speak followed.
“I was there the first day we did Six Sigma, it made no sense to me.”
In the end, no management system could cure what ailed GE.
Ultimately, GE’s problems were not due to the problems of quality Six Sigma was intended to solve, but with a failure to innovate in a global economy increasingly dominated by technology companies.
While GE’s management was hitting the limits of Six Sigma inside the company, outside it the system was spreading far and wide. It quickly became unmoored from its manufacturing origins, and was sold as an instant fix for companies and careers mired in mediocrity.
While reputable schools and institutes offered rigorous Six Sigma training, it fell into the hands of hucksters and snake-oil salesman who peddled Six Sigma to would-be business moguls
There was an explosion of management books featuring Six Sigma
Six Sigma became “ritualistic and cultish” because its practitioners focused on its nomenclature and methods without understanding the theories undergirding them, according to Steven Spear, a lecturer in organization at MIT’s Sloan School of Management.
“You take the tools that help you manage uncertainty and you get rid of the underlying thinking, and you’re left with just the tools,” he says. “That’s how you get to be ritualistic.”
It didn’t help that Six Sigma has no owner, accreditor, or even a commonly agreed upon body of knowledge.
The fluid nature of Six Sigma, and its potential for almost unlimited abuse
Six Sigma could be pretty much whatever you wanted it to be, Harry, who died in 2017, explained in an interview with Quality Digest magazine. “Six Sigma is not an absolute; it’s a vision,” he said.
In its first iteration, at Motorola, Six Sigma was about defect reduction, he said. Its second act, at GE, was about cost reduction. “Six Sigma Generation III” was a system of value creation applicable to anyone, Harry explained.
“Six Sigma is like the wild, wild west,” says Marv Meisner, who teaches non-credit Six Sigma certificate courses through Villanova University. “Anyone can do training, anyone can offer accreditation.”
The continued demand for Six Sigma training speaks to the enduring value of Deming’s principles. When used in the proper context, it works, and for manufacturing engineers, it still holds value. But it is best thought of as skill, not an all-encompassing management philosophy. Spear of MIT compares it to vocational training, like that given to electricians and plumbers.
Six Sigma today
GE discontinued Six Sigma as a company-wide initiative more than a decade ago, but it’s not extinct at its factories and offices around the world. It’s still implemented at various businesses to solve specific problems
At GE Aviation, for example, a green belt is still a minimum requirement and the unit is offering refresher courses to employees who haven’t received Six Sigma training in the past three years.
Elsewhere, interest in Six Sigma has waned in part because it was successful: American manufacturing has reduced its defects, and quality is no longer a top-level concern. “In core manufacturing, you can say we’ve wrung out if it what we can wrung out of it,”
As a consequence, Six Sigma credentials are no longer held in the same regard. “When you see Six Sigma on a resume, it’s like, ‘that’s nice,’” Toole says with a shrug.
Systems like Six Sigma appeal to managers because they are rooted in the pursuit of predictability, and all managers crave predictability, says PwC’s Pino.
But simply following the steps of a process is no longer a guarantee of success, if it ever was. Business is increasingly complex and interconnected, and it seems unlikely any single system can tame it.
Tomi Engdahl says:
Ten Signs Your Talent Is Being Wasted
https://www.forbes.com/sites/lizryan/2017/05/29/ten-signs-your-talent-is-being-wasted/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#3c28f20351a5
I agree that you are wasting your gifts if you stay longer than necessary in a job where you are unappreciated.
It is very tough to stand between a business owner and their personal profit motive.
Here are ten signs your current job is wasting your talents:
1. You have accomplishments at work and you are proud of them, but no one else cares.
2. The people who evaluate your performance only ask you “How much money did you make today?” or “How much money did you save?” Nothing else matters to them.
3. You once had creative challenges at work, but no longer! Now it’s the same old, same old, every day.
4. Your leadership leadership hates to spend money, and will not invest in your development or the development of new ideas or practices.
5. You haven’t learned anything in a year. You would update your resume right now, but you haven’t done anything new!
6. You are never recognized for your hard work and achievements.
7. You are not paid fairly for your contributions.
8. You are disrespected or treated badly at work.
9. You do not see any trends at work to suggest that things will improve.
10. You hate to get out of bed to go to work. Your body is rebelling!
Listen to your trusty gut and it will guide you to the right decision.
Tomi Engdahl says:
https://www.forbes.com/sites/travisbradberry/2014/10/21/how-successful-people-handle-toxic-people/
Tomi Engdahl says:
8 Unrealistic Expectations That Will Ruin You
https://www.forbes.com/sites/travisbradberry/2016/08/02/8-unrealistic-expectations-that-will-ruin-you/
Your expectations, more than anything else in life, determine your reality. When it comes to achieving your goals, if you don’t believe you’ll succeed, you won’t.
Research from LSU shows that people who believe in themselves use more metacognitive functions than those who don’t. This means that they use more of their brains and have more brainpower to solve problems.
Tomi Engdahl says:
18 Things You Need To Give Up To Become A High-Achieving Person
https://www.forbes.com/sites/briannawiest/2018/03/20/18-things-you-need-to-give-up-to-become-a-high-achieving-person/
Tomi Engdahl says:
Stop Tracking Employees And Start Inspiring Them
https://www.forbes.com/sites/forbesinsights/2017/06/20/stop-tracking-employees-and-start-inspiring-them/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#4c430c784322
Are your performance evaluations improving your organizational culture? Do you think evaluation systems really engage people, make them feel heard and help them to grow?
Workers today create economic benefits in new, innovative and creative ways. The technological revolution means employees can produce value, and interact with customers and each other, in non-traditional mediums that performance evaluations never contemplated.
Tomi Engdahl says:
Mindfulness Meditation Helps Quell Negative Thoughts, ‘Monkey Mind’
https://www.forbes.com/sites/alicegwalton/2017/02/13/mindfulness-meditation-helps-quell-negative-thoughts-monkey-mind/
People have been writing about the “mind chatter” (or monkey mind) for many centuries, and this near-universal tendency is one that meditation has been shown to address robustly. Brain studies have found, among other things, that meditation can deactivate the area of the brain that’s thought to be responsible for mind chatter—the default mode network (DMN).
Tomi Engdahl says:
4 Soft Skills You Need To Work On, And Why
https://www.forbes.com/sites/davidsturt/2016/06/23/4-soft-skills-you-need-to-work-on-and-why/
Tomi Engdahl says:
https://www.forbes.com/sites/briannawiest/2018/03/08/7-ways-to-become-more-mentally-immune-and-emotionally-resilient/
Tomi Engdahl says:
Why Attitude Is More Important Than IQ
https://www.forbes.com/sites/travisbradberry/2016/01/19/why-attitude-is-more-important-than-iq/
Tomi Engdahl says:
https://www.forbes.com/sites/jessicahagy/2017/02/21/work-life-checks-and-balances/
Tomi Engdahl says:
LEHDISTÖTIEDOTTEILLA ENEMMÄN NÄKYVYYTTÄ JA JULKISUUTTA
http://www.salaisetjutut.fi/?p=50#more-50
Mikä on lehdistötiedotteiden salaisuus? Miksi ne ovat parempia kuin maksetut mainokset?
Kerron Sinulle nyt salaisuuden, jota monikaan ei tiedä: lehdistötiedotteilla voit saada huomattavasti enemmän näkyvyyttä ja uskottavuutta yrityksesi palveluille ja tuotteille kuin perinteisillä maksetuilla mainoksilla.
Tomi Engdahl says:
How Your Gut Helps And Hurts You When You Present
https://www.forbes.com/sites/nickmorgan/2016/12/13/how-your-gut-helps-and-hurts-you-when-you-present/
Your body language at any given moment is a fascinating and formidable mix of history and how you’re feeling right then – the habit and the moment. Your habits have developed over time and represent characteristic ways you respond to the world – how you think and feel about both good and bad events, stress and joy, opportunities and disasters.
Tomi Engdahl says:
The Latest Consequence Of #MeToo: Not Hiring Women
https://www.forbes.com/sites/kimelsesser/2019/09/05/the-latest-consequence-of-metoo-not-hiring-women/?utm_source=FACEBOOK&utm_medium=social&utm_term=Paulie/#7061756c696
Unintended side effects of the #MeToo movement may be impacting the careers of women.
The new study found a shocking 21% of men and 12% of women report they are personally more reluctant to hire women for jobs that require close interpersonal interaction with men, like business travel. And these are just the employees that are aware of their bias—there are likely more that are unconsciously biased in favor of men for these jobs.
Tomi Engdahl says:
You Need To Know The 7 Types Of Power If You Want To Succeed
https://www.forbes.com/sites/markmurphy/2017/03/19/you-need-to-know-the-7-types-of-power-if-you-want-to-succeed/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#4bd09beb536d
Ambitious employees and aspiring leaders often ask me “How do I develop power?” and “Where does power come from?”
Tomi Engdahl says:
4 Truths About Working With Recruiters (That They’ll Never Tell You)
https://www.forbes.com/sites/dailymuse/2017/05/22/4-truths-about-working-with-recruiters-that-theyll-never-tell-you/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#43b3e2332705
there are some things I can’t share. One of the hardest parts of my role is not being able to tell the applicants I’m working with everything going on behind the scenes.
1. Recruiters Want You To Land A Job (For Better Or Worse)
Most recruiters in staffing agencies are paid on commission, earning a fee based on your first year’s salary when you get hired.
2. Recruiters Have To Put Company Interests First
Job seekers often refer to themselves as the “clients,” and recruiters are trained not to correct them. The truth is: The companies who hire headhunters are the people who foot the bills.
3. Recruiters Can’t Tell You Everything
Sometimes, we’re asked to look for things that have nothing to do with your professional qualifications.
4. Recruiters Don’t Always Know What Your Job Involves
Recruiters get comfortable using the right lingo for your industry. But for the jobs out there that are more technical, there’s a good chance they don’t really know what you’d do each day.
Tomi Engdahl says:
Leading Like Jeff Bezos Or Elon Musk: Lessons From Their Contrasting Styles
http://on.forbes.com/6184EAWEn
Tomi Engdahl says:
https://www.fastcompany.com/90394502/how-to-talk-to-your-boss-about-emotional-labor?partner=forbes
Tomi Engdahl says:
I got a promotion, and I regretted it
https://www.fastcompany.com/90395919/i-got-a-promotion-and-i-regret-it?partner=rss&utm_source=facebook.com&utm_medium=social&utm_campaign=rss+fastcompany&utm_content=rss
A promotion isn’t always the right move. Three people on why they regretted theirs and what they wish they’d done differently.
Here at Fast Company, we write a lot about how to get promoted, when to ask for a promotion, and how to make a case for your promotion. But we also know promotions aren’t always what they’re cracked up to be. Though frequently framed as a positive—a rung up the career ladder!—a promotion can bring longer hours and management responsibilities. Sometimes, it can even take you away from the work that you actually want to do.
Tomi Engdahl says:
These are the habits to avoid if you want to make a behavior change
Don’t eliminate a habit—try adopting a new routine instead.
https://www.fastcompany.com/90398237/3-habits-to-avoid-if-you-want-to-make-a-behavior-change?partner=rss&utm_source=facebook.com&utm_medium=social&utm_campaign=rss+fastcompany&utm_content=rss
Tomi Engdahl says:
Questions, Your Emotional Intelligence Is Higher Than You Think
https://www.inc.com/marcel-schwantes/if-you-can-honestly-say-yes-to-these-7-questions-your-emotional-intelligence-is-higher-than-you-think.html
Emotional intelligence is in high demand in today’s work environment. Take these questions for a spin to assess your own
Tomi Engdahl says:
https://www.forbes.com/sites/davidsturt/2017/03/31/6-ways-youre-asking-for-trouble-at-work-and-dont-even-know-it/
Tomi Engdahl says:
4 Things Great Bosses Say to a New Employee That Most Bosses Never Think to Say
https://www.inc.com/jeff-haden/4-things-great-bosses-say-to-a-new-employee-that-most-bosses-never-think-to-say.html?cid=sf01002
Want a new employee to truly hit the ground running? Say these four things
You work hard to find, interview, and hire the right employees. They have great skills, great experience, and great attitude. So once they’re hired and in the door, all you need to do is set them loose, right?
Not so fast. Knowing how to do a job is certainly important, but approaching a job with the right perspective and right mindset — in short, understanding the why — means everything.
Many bosses assume the conversations they have during the interview process are enough.
1. Thoroughly describe how the business creates value.
2. Map out the employee’s internal and external customers.
3. Set immediate goals — and explain that you will start giving feedback right away.
4. Reinforce the reasons you hired them.
Tomi Engdahl says:
5 Traits That Will Instantly Identify Someone With Bad Leadership Skills
https://www.inc.com/marcel-schwantes/5-traits-that-will-instantly-identify-someone-with-bad-leadership-skills.html?cid=sf01002
If you work for this boss, it may be time to update your resume.
The truth is, no business can afford bad leadership because none of the following negative effects come without significant cost to the company:
High turnover
Decreased productivity
More mistakes
Increased employee stress
Lower morale
Reduced employee engagement
Damaged brand reputation
uncovered five specific management behaviors that are top offenders:
Boss takes credit for your work.
Boss doesn’t appear to trust or empower you.
Boss doesn’t appear to care if you’re overworked.
Boss hires and/or promotes the wrong people.
Boss focuses more on your weaknesses than your strengths
The good news is that even though bad management can lead to unsatisfied employees, more mistakes, and possibly even legal issues, there are solutions to turn it all around.
First, foster a 360-degree feedback culture. Yes, this means holding regular performance reviews, but it also means seeking feedback from all sides on an ongoing basis.
Tomi Engdahl says:
How Toxic Is Your Workplace Exactly? Quite Toxic If These 8 Things Keep Happening Every Day
https://www.inc.com/marcel-schwantes/how-toxic-is-your-workplace-exactly-quite-toxic-if-these-8-things-keep-happening-every-day.html?cid=cp01002fastco&utm_medium=social&utm_source=facebook.com
Do your co-workers violate company policies repeatedly? Yes, toxic.
According to UNC’s Keenan-Flagler Business School, it is estimated that toxic workplaces cost U.S. employers $23.8 billion annually in the form of absenteeism, health care costs, lost productivity, and more.
A company’s most valuable asset–its people–is rendered incapable to perform at a high level because most are too distracted by people trying to sabotage and manipulate the work environment.
Tomi Engdahl says:
5 Signs That Instantly Identify Someone With Bad Leadership Skills
http://on.inc.com/ePDohtF
Tomi Engdahl says:
10 Reasons Your Top Talent Will Leave You
https://www.forbes.com/sites/mikemyatt/2012/12/13/10-reasons-your-top-talent-will-leave-you/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#728d0ac838a6
Have you ever noticed leaders spend a lot of time talking about talent, only to make the same mistakes over and over again? Few things in business are as costly and disruptive as unexpected talent departures.
I always find it interesting so many companies seem to struggle with being able to retain their top talent.
There is an old saying that goes; “Employees don’t quit working for companies, they quit working for their bosses.” Regardless of tenure, position, title, etc., employees who voluntarily leave, generally do so out of some type of perceived disconnect with leadership.
Here’s the thing – employees who are challenged, engaged, valued, and rewarded (emotionally, intellectually & financially) rarely leave, and more importantly, they perform at very high levels. However if you miss any of these critical areas, it’s only a matter of time until they head for the elevator.
Tomi Engdahl says:
Why Most People Will Never Be Successful
http://on.inc.com/ddX99WG
Success is continuously improving who you are, how you live, how you serve, and how you relate.
“Success” isn’t just having lots of money. Many people with lots of money have horribly unhappy and radically imbalanced lives. Success is continuously improving who you are, how you live, how you serve, and how you relate.
The more evolved you become, the more focused you must be on those few things which matter most. Yet, as Jim Rohn has said, “A lot of people don’t do well simply because they major in minor things.”
To be successful, you can’t continue being with low-frequency people for long periods of time. You can’t continue eating crappy food, regardless of your spouse’s or colleague’s food choices. Your days must consistently be spent on high-quality activities.
Tomi Engdahl says:
Is it ever okay to quit a bad job dramatically?
https://www.fastcompany.com/90387932/is-it-ever-okay-to-quit-a-bad-job-dramatically
While leaving a job on good terms is ideal, there are some epic tales of bridge burning. Is it always a terrible idea?
When possible, the best way to deal with a bad job or boss is to simply give two weeks’ notice and move on. Other times, bad working conditions may call for a more extreme exit.
Within weeks of starting her dream job, Lorrie Thomas Ross, now founder of digital marketing firm Web Marketing Therapy, realized that something was terribly wrong. Her team was miserable, and on any given day, the tenor of the office was driven by the owner’s mood. She describes the environment as “chaos.”
One Friday night, “after an awful meeting,” she hit a wall, she says. She drafted “a burning resignation letter” over the weekend, packed up her personal items, and hit “send” from her office early Monday morning. Shortly after, the CFO asked her to leave. Ross refused, saying she would instead wait for her final paycheck—and proceeded to “camp out” in her office until she got it.
Tomi Engdahl says:
8 Things Successful People Do Every Day That Most People Ignore
https://www.inc.com/andrew-thomas/8-unspoken-habits-of-the-most-successful-people.html?cid=sf01002&sr_share=facebook
Success is powered by the habits that most people don’t even notice.
By identifying the habits and qualities that make great leaders, you can adopt them in your daily activity.
Tomi Engdahl says:
Smart Job Seekers Break These Ten Resume-Writing Rules
https://www.forbes.com/sites/lizryan/2017/05/19/smart-job-seekers-break-these-ten-resume-writing-rules/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#4af37c35e818
Everything around us changes so fast we can keep hardly keep up with the day’s news — but the traditional resume format lives on!
We can acknowledge the truth. The traditional, stilted, corporate-speak resume format has had its moment.
It is hopelessly anachronistic now. If your resume looks and sounds like every other resume on the street — as 99% of job-seekers’ resumes do — you have already made your job search much harder.
Language like “Results-oriented professional with a bottom-line orientation” does not capture who you are or what you’ve done. That awful zombie resume language diminishes you. It squeezes all spark out of your amazing personality.
You can write your resume to sound like you are talking to a friend or a new business acquaintance, because that is exactly what you are doing when you reach out to a hiring manager directly.
A Human-Voiced Resume tells your simple, human story — without self-congratulation, a litany of your awards and commendations, or puffy language about what you believe your skills to be.
Tomi Engdahl says:
https://www.sunprofile.fi/lean-johtamisjarjestelma/
Tomi Engdahl says:
Larry Summers: Chance Of A Recession In 2020 At Almost 50%
http://on.forbes.com/6185ECETl
The real risk, Summers said, is of a “black-hole scenario” where both economic growth and inflation rates could decrease to nearly zero and subsequently remain very low.
Central banks will be ill-equipped to fight economic weaknesses this time around, he told the Wall Street Journal.
Tomi Engdahl says:
Emotional intelligence: How to stay calm in high-pressure situations
https://enterprisersproject.com/article/2019/8/emotional-intelligence-how-stay-calm-under-pressure?sc_cid=7016000000127ECAAY
Keeping calm under pressure can test even the best leaders. Try these four practical techniques to apply your emotional intelligence the next time a coworker or situation hits a nerve
Tomi Engdahl says:
https://www.forbes.com/sites/margaretperlis/2013/10/29/5-characteristics-of-grit-what-it-is-why-you-need-it-and-do-you-have-it/
Tomi Engdahl says:
https://www.inc.com/benjamin-p-hardy/if-youre-too-busy-for-these-5-things-your-life-is-.html
Tomi Engdahl says:
https://www.forbes.com/sites/jessicahagy/2017/01/25/10-harsh-things-you-need-to-hear-right-now/
Tomi Engdahl says:
https://www.iflscience.com/brain/narcissists-may-lack-a-fundamental-ability-when-it-comes-to-making-decisions/
Tomi Engdahl says:
https://www.forbes.com/sites/deeppatel/2017/07/14/10-daily-habits-of-the-most-productive-leaders/
Tomi Engdahl says:
https://www.inc.com/jessica-stillman/ashton-kutcher-uses-this-simple-morning-ritual-to-skyrocket-his-productivity.html
Tomi Engdahl says:
Coping In A Toxic Work Environment
https://www.forbes.com/sites/amyanderson/2013/06/17/coping-in-a-toxic-work-environment/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#766714cf7461
Recently, I had the occasion to observe a group of employees who were working in a toxic work environment. I witnessed the decline of self-esteem in each one of them as they endured month after month of poor leadership and dysfunction in their workplace.
Tomi Engdahl says:
The 4 Worst Leadership Mistakes All Leaders Should Avoid
A great product does not equal great leadership.
https://www.inc.com/bernard-coleman/the-4-worst-leadership-mistakes-all-leaders-should-avoid.html?cid=sf01002
In the world of startups good or bad leaders can make or break an organization. There are four leadership mistakes to avoid when thinking about what leaders need to do to ensure their product successfully launches but more importantly, that their people thrive and innovate.
1. The Untrustworthy Leader
2. The 60,000 Foot Leader
3. The Soloist
4. The Blocker