MEDIUM – Achieving business agility allows companies to swiftly adapt to market changes without additional costs. This can be realized through effective product management. Overabundance of low-level Product Owners, typically focused on specific tasks or features, hinders true agility. Elevating the role of Product Managers to oversee company-level product backlogs and forming cross-functional “teams of teams” enable holistic problem-solving. This approach integrates business-level goals with synchronized team efforts, fostering a collaborative environment that enhances agility and overall value delivery.
By Roland Flemm
HBR – Managers can ensure voluntary employee agreement by giving time to respond, suggesting emails for replies, and providing refusal phrases. These strategies reduce pressure and foster genuine commitment, avoiding resentment and maintaining engagement. Implementing such approaches helps achieve authentic compliance and enhances workplace relationships.
HBR – Mid-size startups, termed the “mighty middle,” offer significant growth opportunities by targeting midsize niches and employing unique strategies for funding, hiring, and competing. These businesses, unlike venture-scale startups, often require bootstrapping and DIY approaches. Successful examples like Supply and Nguyen Coffee Supply demonstrate how leveraging community-building, social media, and online courses can lead to substantial growth. Recognizing the distinctiveness of mighty-middle startups is crucial for entrepreneurs, investors, and policymakers to foster a more inclusive and sustainable entrepreneurial ecosystem.
BUSINESS LEADERSHIP TODAY – Employee experience is crucial for performance, productivity, and retention. Effective strategies to improve it include maintaining strong communication and feedback, fostering an inclusive and supportive work environment, helping employees find purpose, and utilizing tools for leadership and engagement. Companies like Google and Microsoft exemplify these practices through regular feedback systems, diversity training, and supportive policies. These approaches create a positive work environment, leading to increased engagement, satisfaction, and organizational success.
BUSINESS LEADERSHIP TODAY – Emotional intelligence (EI) improves team culture by enhancing communication, fostering belonging, building trust, and increasing team cohesion. Leaders with high EI can better understand and manage emotions, leading to more effective communication and a supportive work environment. This approach promotes trust, reduces toxic behaviors, and encourages psychological safety, enabling teams to be adaptable and resilient in challenging times, ultimately boosting overall performance and engagement.
NEXT LEVEL BENEFITS – Next Level Benefits encourages employers to foster a culture of generosity beyond Giving Tuesday by implementing initiatives such as matching charitable gifts, providing paid volunteer time, and establishing employee relief funds. By supporting employee-driven causes and community grants, companies can make a meaningful impact throughout the year. Cultivating a corporate social responsibility ethos helps businesses continuously contribute to social good, benefiting both employees and communities.
HBR – Larry Cheng, a partner at Fidelity Ventures, emphasizes that great entrepreneurs possess passion, perseverance, and meticulous attention to detail. Successful venture investments align with personal interests and prioritize value creation beyond capital. Cheng advises founders to focus on clear priorities to avoid diluting their efforts and underscores the role of luck in entrepreneurial success. Failure, he notes, is an essential learning experience.
HBR – Reflecting on personal goals, preferences, and past experiences can help employees identify the rewards and recognition that are most meaningful to them. By listing and ranking these preferences, observing workplace practices, communicating with managers, and providing constructive feedback, employees can guide their employers in offering more effective and personalized incentives. This approach enhances motivation, engagement, and job satisfaction, benefiting both employees and organizations.
MEDIUM- Success in creative work relies on consistent effort rather than chasing instant gratification. Building a dedicated audience requires showing up daily, focusing on long-term growth, and fostering genuine connections. This approach leads to meaningful and sustained success, as opposed to fleeting, unpredictable viral moments.
HBR – Effectively leading a hybrid team requires understanding and accommodating the differing needs of introverts and extroverts. Introverts may need more time and space in meetings, which can be facilitated through tools like chat bars, hand-raising features, and asynchronous participation options. Extroverts benefit from regular face-to-face interactions, video meetings, and social activities to maintain connection and engagement. Managers should foster a digital environment that supports varied communication styles, ensuring all team members can contribute authentically. This approach promotes inclusivity and productivity as organizations transition to hybrid work models.