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  • Class of 2013: Master These 15 Simple Skills

    Class of 2013: Master These 15 Simple Skills from Dave Kerpen Which of the 15 skills do you think are the most important to master? Which ones have you mastered? Which ones would you like to master?

  • Human Skills Needed by Managers

    An occupation group in the Bureau of Labor Statistics Occupational Outlook Handbook is management. There are many management occupations, but all managers need technical, conceptual, and human skills. Have you already developed the human skills to be a manager? Score yourself on each of these 10 human skills using the following rating scale. Never - 1 Seldom - 3 Often - 5 Regularly - 10 I challenge employees to set objectives. I coach employees to resolve performance issues. I encourage employees to contribute new ideas. I take an interest in my employees' personal lives. I delegate fairly. I communicate my goals clearly. I resolve conflicts in a productive way. I behave as a professional. I inspire my employees to do their best work. I am a good listener. What is your score. (The top score is 100.) Prioritize the areas you need to develop. Which area will you develop first? Once that goal is achieved, what is the next area you need to develop?

  • The Ideal Organization

    Rob Goffee and Gareth Jones identified the six most essential imperatives for creating an ideal work environment. Let people be themselves. Unleash the flow of information. Magnify people's strengths. Stand for more than shareholder value. Show how the daily work makes sense. Have rules people can believe in. How can a manager create a work environment with the above 6 elements? To get more ideas, look at the following statements created by Goffee and Jones . How close is your organization to the ideal? To find out, check off each statement that applies. The more check marks you have, the closer you are to the dream. Let Me Be Myself ☐ I'm the same person at home as I am at work. ☐ I feel comfortable being myself. ☐ We're all encouraged to express our differences. ☐ People who think differently from most do well here. ☐ Passion is encouraged, even when it leads to conflict. ☐ More than one type of person fits in here. Tell Me What's Really Going On ☐ We're all told the whole story. ☐ Information is not spun. ☐ It's not disloyal to say something negative. ☐ My manager wants to hear bad news. ☐ Top executives want to hear bad news. ☐ Many channels of communication are available to us. ☐ I feel comfortable signing my name to comments I make. Discover and Magnify My Strengths ☐ I am given the chance to develop. ☐ Every employee is given the chance to develop. ☐ The best people want to strut their stuff here. ☐ The weakest performers can see a path to improvement. ☐ Compensation is fairly distributed throughout the organization. ☐ We generate value for ourselves by adding value to others. Make Me Proud I Work Here ☐ I know what we stand for. ☐ I value what we stand for. ☐ I want to exceed my current duties. ☐ Profit is not our overriding goal. ☐ I am accomplishing something worthwhile. ☐ I like to tell people where I work. Make My Work Meaningful ☐ My job is meaningful to me. ☐ My duties make sense to me. ☐ My work gives me energy and pleasure. ☐ I understand how my job fits with everyone else's. ☐ Everyone's job is necessary. ☐ At work we share a common cause. Don't Hinder Me with Stupid Rules ☐ We keep things simple. ☐ The rules are clear and apply equally to everyone. ☐ I know what the rules are for. ☐ Everyone knows what the rules are for. ☐ We, as an organization, resist red tape. ☐ Authority is respected. How could the above statements help you in your job search?

  • The 3 Habits of Great Creative Teams

    Keith Yamashita , founder of SYPartners , says collaborative teams have an awareness beyond the day-to-day, respect the unique talents of team members, and actively cultivate meaningful one-on-one relationships. Think about a time that you've been part of a great team, at school, at home, at work, or on the athletic field. What made it a great experience?
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  • How Organizations Structure Social Media Teams

  • How To Be a Master Minute Taker

    Managers and their work teams have meetings. You never know when you will need to take the minutes of a meeting. Don't panic. Christy Crump, the director of operations for Regulatory Compliance Services who has 25+ years of experience as an administrative professional, provides her top 3 minute taking tips to help you diminish this fear. Keep it simple. Be prepared for the meeting. Keep the marked up copy of the draft. What other tips would you add to be a master minute taker?
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  • Working for Love

    What are the advantages and disadvantages of businesses having an office-dating policy? What problems arise from managers dating employees? Please Include Attribution to OnlineBusinessDegree.org with this Graphic

  • What U.S. Employees Really Think About Today’s Workplace

    Root Inc., a strategy execution consulting company, shared the results of a survey conducted by Kelton titled “ America’s Workforce: A Revealing Account of What U.S. Employees Really Think About Today’s Workplace .” The America’s Workforce study found: • Employees feel discouraged: More than half (54%) of employees have felt frustrated about work. • Manager/employee relationships need improvement: Only 38% strongly agree that their manager has established an effective working relationship with them. • People don’t understand strategic direction: 40% say they don’t get the company’s vision or have never seen it. • Innovation is being stymied: Nearly 67% of American workers can name at least one thing that would prevent them from taking any kind of risk at work. • Big picture contributions missing: Only 43% of workers say they feel accountable for the company’s revenue, profit, or growth. • Not leading by example: Just 26% of workers strongly agree that managers embody the values they expect from their employees, only 39% say their manager understands his/her role at the company, and 40% strongly feel their managers understand their company’s strategy or goals. • Collaboration across teams is tough: Just 27% strongly feel they can depend on outsiders to fulfill their duties when working with other groups. • Training isn’t relevant: 26% report they don’t have any training available to them right now, and the 62% who do have training available believe it is either somewhat or not at all applicable to their jobs. The study also revealed some positive news and opportunities for companies to capitalize on: • Finding the bright spots: 56% feel their company is better at identifying what works well instead of fixing processes that are not working. • Training can make a difference: Workers with training available to them recently have felt committed (48% vs. 39%), happy (45% vs. 37%), and excited (30% vs. 14%) about work. • Glimmers of hope: 43% of workers said they felt happy about work at some point in the last month. In this video, Root's President, Rich Berens, discusses why this report is important to managers. What can managers do to improve their relationships with employees?

  • Workers Replaced by Automation

    In this video, an employee talks about working for a company for 18 years. Then, she is told that her job is being automated. What other jobs have been automated? What jobs cannot be automated? Will those jobs be automated in the future? How can you make sure that your job cannot be automated?
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  • Telework and No Promotion

    Yahoo's CEO Marissa Maye r decided that telecommuting or teleworking employees will work in the office beginning in June. Teleworkers work from home or from a remote satellite office. The human resources (HR) director Jackie Reses stated “speed and quality are often sacrificed when we work from home ." Picture: Marissa Mayer and her baby via Twitter in October Some companies have shifted customer service and sales jobs to a 100% teleworking level. Graphic from The Wall Street Journal Many people like the idea of working from home, and more people telework each year. They save time since they don’t commute to work. They don’t have to dress-up since they don’t see customers or other employees. According to the attached June 2012 article in the Monthly Labor Review not only is telecommuting just as popular among childless employees as it is among parents, mothers are no more likely to work from home than are fathers. Teleworkers may be more productive, but many teleworkers feel isolated and lonely. They aren’t visible at work. They are left out of key conservations. They miss sharing ideas at the “water cooler.” They don’t brainstorm or collaborate spontaneously with others. Thus, they aren’t promoted as readily as those who work in the office. When does telework not work for a team, employee, or total organization? Do you think that Yahoo will ban teleworkers forever? How can managers create the best culture for all employees - regardless of location and teleworking options?

  • Always See the Internet with Google Glass

    Yesterday, Google began accepting applications for "bold, creative individuals" to try Google Glass, eye glasses connected to the Internet through Wi-Fi or Bluetooth on the user's phone. (It appears that the glasses would replace the user's smartphone. Users can record video, translate speech, send messages, participate in Google+ Hangouts, and get directions.) Applicants post in 50 words or less what they'd do with the glasses on Google Plus or Twitter. The post must contain the hashtag #ifihadglass. Those chosen must pay $1,500 and pick up the glasses at a special event in New York, San Francisco or Los Angeles. How could managers and work teams use wearable technology like Google Glass? How useful could wearable technology be for work teams?

  • Best Places to Work 2013

    Workplace Dynamics, an employee survey company, publishes a list of the Top 150 workplaces in America. The list was drawn from 30 major national newspaper contests and was based on the responses of more than 1 million employees at 872 companies with at least 1,000 employees. The top ten companies in the 2013 National Top Workplaces rankings: 1. Quicken Loans, Detroit, MI. 2. The Container Store, Coppell, TX 3. Anadarko Petroleum Corporation, The Woodlands, TX 4. Park Place Dealerships, Dallas, TX 5. EOG Resources, Inc., Houston, TX 6. Pioneer Natural Resources, Irving, TX. 7. Mattress Firm, Houston, TX 8. Coyote Logistics, Chicago, IL 9. Keller Williams Realty, Austin, TX 10. NuStar Energy L.P., San Antonio, TX Doug Claffey, Workplace Dynamics CEO, explained . "Too often, companies focus on perks such as free cappuccino, rock climbing walls, and nap rooms. While these employee benefits are nice-to-haves, they do not drive organizational health which really drives employee fulfillment. Our research shows that companies that set a clear direction for the future, execute well and bring real meaning to work are the healthiest. That makes them both Top Workplaces AND successful organizations." What do you think makes a "best place to work"?

  • A Job is More Than a Description

    What is your job? Most of us would answer that question with the job title or a job description. You can find most jobs listed in the Occupational Outlook Handbook . It lists hundreds of occupations and describes" What They Do, Work Environment, How to Become One, Pay, and more." Also included is the Bureau of Labor Statistics (BLS) employment projections for the 2010–20 decade. But, Seth Godwin, writes, " Your job is to surprise and delight and to change the agenda. Your job is to escalate, reset expectations and make us delighted that you are part of the team ." A job is much more than the skills you bring to it. When you join a work team, how will you suprise and delight the other members of your team? How will you escalate, reset expectations, and make the other members delighted?
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  • Santa Collaborates with His Team

    Businesses are using private social media tools. Salesforce Chatter is an example. See the infographic below for an example of how Santa and his team are collaborating in real-time using Chatter . Why would managers want to use private social media tools?

  • Millennial Workforce

    In this episode of Revolution, Identified Co-CEO Brendan Wallace shares insights into millennial behavior with Brian Solis . His company is a new network that connects younger professionals with the businesses that hope to hire them. How can managers nurture millennial employees in a collaborative, rewarding, and connected workforce?
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