December is usually a good month to put thoughts and things in order, to analyze the year that has passed and reflect on the next one and on its challenges. While running on a weekend, I had some revelations on what would a compassion & kindness training would actually imply. So this is one of them. It is related to teambuildings and why I believe teambuildings done as they are done in most cases, is a waste of time and money.
As recruiters, both in K.M.Trust (our executive search & leadership consulting firm) and Key2Success (our mid-management recruitment firm), we receive almost daily requests from people considering a career move or in need of career advice.
If the conscious mind—the part you consider you—accounts for only a tiny fraction of the brain’s function, what is all the rest doing? This is the question that David Eagleman—renowned neuroscientist and acclaimed author of Sum—answers in a book as accessible and entertaining as it is deeply informed by startling, up-to-the-minute research.
Do religious experiences come from God, or are they merely the random firing of neurons in the brain? Drawing on his own research with Carmelite nuns, neuroscientist Mario Beauregard shows that genuine, life-changing spiritual events can be documented. He offers compelling evidence that religious experiences have a nonmaterial origin
Leonard Mlodinow, the best-selling author of The Drunkard’s Walk and coauthor of The Grand Design (with Stephen Hawking), gives us a startling and eye-opening examination of how the unconscious mind shapes our experience of the world and how, for instance, we often misperceive our relationships with family, friends, and business associates
The future belongs to a different kind of person with a different kind of mind: artists, inventors, storytellers-creative and holistic "right-brain" thinkers whose abilities mark the fault line between who gets ahead and who doesn't.
Jean Francois-Revel, a pillar of French intellectual life in our time, became world famous for his challenges to both Communism and Christianity. Twenty-seven years ago, his son, Matthieu Ricard, gave up a promising career as a scientist to study Tibetan Buddhism -- not as a detached observer but by immersing himself in its practice under the guidance of its greatest living masters.
Psychiatrist Viktor Frankl's memoir has riveted generations of readers with its descriptions of life in Nazi death camps and its lessons for spiritual survival. Based on his own experience and the stories of his patients, Frankl argues that we cannot avoid suffering but we can choose how to cope with it, find meaning in it, and move forward with renewed purpose. At the heart of his theory, known as logotherapy, is a conviction that the primary human drive is not pleasure but the pursuit of what we find meaningful. Man's Search for Meaning has become one of the most influential books in America; it continues to inspire us all to find significance in the very act of living.
How did humanity originate and why does a species like ours exist on this planet? Do we have a special place, even a destiny in the universe? Where are we going, and perhaps, the most difficult question of all, "Why?"
An unprecedented event: a beloved world religious leader proposes a way to lead an ethical, happy, and spiritual life beyond religion and offers a program of mental training for cultivating key human values
Despite the fact 99% of the people I meet complain about stress and about feeling often overwhelmed, the majority still focuses on physical fitness to reduce stress - which is great and does a lot in this direction yet not enough.
When it comes to recruiting, motivating, and creating great teams, Patty McCord says most companies have it all wrong. McCord helped create the unique and high-performing culture at Netflix, where she was chief talent officer. In her new book, Powerful: Building a Culture of Freedom and Responsibility, she shares what she learned there and elsewhere in Silicon Valley.
Abstract: What follows are three distinct parts that can be read either independently or as a connected whole. Part 1 is about the purpose and importance of having principles in general, having nothing to do with mine. Part 2 explains my most fundamental life principles that apply to everything I do. Part 3, explains my management principles as they are being lived out at Bridgewater.
Why do some executives create value and others destroy value? During our one day executive program we talked about the key traits that companies should look for in order to hire the right people. Check out some of the key components of the benchmark we’ve developed for our clients in the video below.
There are about 7,000 languages spoken around the world -- and they all have different sounds, vocabularies and structures. But do they shape the way we think? Cognitive scientist Lera Boroditsky shares examples of language -- from an Aboriginal community in Australia that uses cardinal directions instead of left and right to the multiple words for blue in Russian -- that suggest the answer is a resounding yes. "The beauty of linguistic diversity is that it reveals to us just how ingenious and how flexible the human mind is," Boroditsky says. "Human minds have invented not one cognitive universe, but 7,000."
Humans will soon have new bodies that forever blur the line between the natural and synthetic worlds, says bionics designer Hugh Herr. In an unforgettable talk, he details "NeuroEmbodied Design," a methodology for creating cyborg function that he's developing at MIT, and shows us a future where we've augmented our bodies in a way that will redefine human potential -- and, maybe, turn us into superheroes. "During the twilight years of this century, I believe humans will be unrecognizable in morphology and dynamics from what we are today," Herr says. "Humanity will take flight and soar."
In this candid and riveting memoir, for the first time ever, Nike founder and CEO Phil Knight shares the inside story of the company’s early days as an intrepid start-up and its evolution into one of the world’s most iconic, game-changing, and profitable brands.
In 1962, fresh out of business school, Phil Knight borrowed $50 from his father and created a company with a simple mission: import high-quality, low-cost athletic shoes from Japan. Selling the shoes from the trunk of his lime green Plymouth Valiant, Knight grossed $8,000 his first year. Today, Nike’s annual sales top $30 billion. In an age of startups, Nike is the ne plus ultra of all startups, and the swoosh has become a revolutionary, globe-spanning icon, one of the most ubiquitous and recognizable symbols in the world today.
Two years ago, I wrote an article about “the end of Executive Search as we know it” mentioning the fact that I considered that even the name of the industry was inappropriate while the value for the customer has actually never been just “search” but way more than that.
Last month we started a discussion on Customized Individual Development, an aspect we consider paramount for the retention and development of key people as well as for attracting some of the best ones out there. In the second part of our article we share some ideas on what this plan should contain as well as some best practices to maximize your Return on Investment as well as your Return on Learning & Engagement.
We also invite you to take a look at a great TED Talk by Nonny de la Pena about the future of news and how innovations in this field will be able to put the viewer in the middle of the story. And if you are looking for inspiration check out Mark Bonchek’s article on Unlearning, a rare yet valuable skill that can help us stay ahead in these times of transformative change.
In our newsletter last month we talked about how critical a customized retention strategy is, especially in these times when really good people are hard to find and retain. In this month’s article we go one step further and tackle customized individual development. Despite more and more challenges faced by companies to attract and retain talent, the idea of a custom personal development approach is far from being the norm. In our article we share some of our insights on the topic.
In the first part of our article we talked about how you can generate a development program that is tailored to the strengths and areas for leadership growth with the help of a thorough assessment of an individual. Let’s now look at how to develop this plan further.
In our January newsletter we talked about the importance of a “Customized Retention” methodology. This month we will discuss about another key adaptability feature of the employers of choice or of those soon to become one - “Customized Individual Development”.
A new challenging year is upon us. Along with it comes the opportunity to improve the way we do business, learn how to adapt more quickly and make better use of the tools we have at our disposal.
This is why in January’s newsletter we’re proposing a simple yet customizable perspective on employee retention and engagement – paying more attention to the individual as opposed to a “one size fits all” approach. The more proactive companies are in starting a dialogue with their key talent, the better it will be for their bottom line.
Robbie Baxter helps companies reinvent their businesses by shifting relationships with customers from transactional to long-term membership. Leaders in this approach, like Amazon and Netflix, are successful and resilient because they clearly identify a problem customers want solved and promise to continuously solve it over the long haul. Though the exact solution may change, the promise stays the same.
A black swan is an event, positive or negative, that is deemed improbable yet causes massive consequences. In this groundbreaking and prophetic book, Taleb shows in a playful way that Black Swan events explain almost everything about our world, and yet we—especially the experts—are blind to them. In this second edition, Taleb has added a new essay, On Robustness and Fragility, which offers tools to navigate and exploit a Black Swan world.
In the international bestseller, Thinking, Fast and Slow, Daniel Kahneman, the renowned psychologist and winner of the Nobel Prize in Economics, takes us on a groundbreaking tour of the mind and explains the two systems that drive the way we think. System 1 is fast, intuitive, and emotional; System 2 is slower, more deliberative, and more logical.
I was fortunate to get in touch with the Blue Ocean strategy concept in 2006 when at INSEAD and was so excited by it as I immersed myself for several weeks into thinking about how to apply it for ‘internal customer/employee’ engagement, with benefits for both my firm and my clients.
This month we will talk about education as well. One of the most important aspects, shaping not only our success as individuals but also the future of our society. As technology impacts every facet of our personal and professional lives, including the way we recruit or build our careers, as you will see in our newsletter, the burden of preparing today’s generation for that future falls mainly on the education system. We strongly believe that as entrepreneurs and business people we have an imperative responsibility to act. If you want to play a role in improving the way education is done in Romania check out our article on AVE (Asociatia pentru Valori in Educatie) and see how you can get involved.
It was only a while ago no one could imagine google would compete with the major car makers, Waze would disrupt other major traffic management businesses, Uber would partner with NASA for the soon to appear flying cars and so on…
In this newsletter we look at why it is important to make a priority out of putting moral values in leadership and having a leadership benchmark profile that takes this into account when you’re recruiting & promoting. We also invite you to ask yourself some powerful questions with regard to how you spend one of the most valuable resources you have...your time. In this fast changing business environment you can sometimes forget how valuable and finite time really is. Make sure you check out our two selected articles on workplace motivation and the impact of technology on the way we learn.
Since its original release, The First 90 Days has become the bestselling globally acknowledged bible of leadership and career transitions. In this updated and expanded 10th anniversary edition, internationally known leadership transition expert Michael D. Watkins gives you the keys to successfully negotiating your next move—whether you’re onboarding into a new company, being promoted internally, or embarking on an international assignment.
Yuval Noah Harari, author of the critically-acclaimed New York Times bestseller and international phenomenon Sapiens, returns with an equally original, compelling, and provocative book, turning his focus toward humanity’s future, and our quest to upgrade humans into gods.
Research shows that 80+% of the people who apply to executive recruiters when looking for a new job receive no response, whether by phone call or even email. Of course, there are reasons for this and just a few people outside of the industry know them.
Last year in October during a valuation executive programme with prof. Kevin Kaiser from INSEAD we had the chance to discuss about leadership teams behaviors and long term value creation, my “obsession” for many years.
Based on themes from INSEAD's popular Transition to General Management programme, authors Kevin Kaiser, Michael Pich, and I.J. Schecter offer sound advice and practical insights for those looking to move to senior general management roles. By following the stories of three managers making the transition to general management, Becoming A Top Manager highlights not only the most crucial aspects of becoming a successful general manager, but also the necessary mindset changes required—both on a personal and professional level—that will ultimately translate into ongoing success.
Most companies have ethics and compliance policies that get reviewed and signed annually by all employees. “Employees are charged with conducting their business affairs in accordance with the highest ethical standards,” reads one such example. “Moral as well as legal obligations will be fulfilled in a manner which will reflect pride on the Company’s name.” Of course, that policy comes directly from Enron. Clearly it takes more than a compliance policy or Values Statement to sustain a truly ethical workplace.
Does the character of our leaders matter? You may think this question was answered long ago. Countless business authors and analysts have assured us that great leadership demands great character. Time and again, we’ve seen that truth play out, as once-thriving organizations falter and fail under the guidance of leaders behaving badly.
When we hear about unethical executives whose careers and companies have gone down in flames, it’s sadly unsurprising. Hubris and greed have a way of catching up with people, who then lose the power and wealth they’ve so fervently pursued. But is the opposite also true? Do highly principled leaders and their organizations perform especially well?