Within the labor force in the US, and to a lesser degree the world, there is a substantial confluence of circumstances that cannot be ignored by C-Level leadership, and not limited solely to the role of HR leaders- decreased employee tenure and a shrinking workforce in key skill sets.
According to Liz Ryan, writing at Businessweek.com. “Actual employee rights in the U.S. are fairly limited.” She posits that because “it’s legal to make hiring and termination decisions for random (nondiscriminatory) reasons” (such as an employee’s favorite sports team), employees need a “Bill of Rights” to protect themselves.
Is the Fear of Failure the “Big Gun’ of motivational tools? Or just another negative voice in your head. The answer may surprise you.
The phrase Fear of Failure usually carries with it a stigma of being a ‘negative’ motivator, and therefore not a good motivator. I say ‘negative schmegative’.
Changes in the economy and the business environment have forced some organizations to change the way they do business. Whether we like it or not, managers and supervisors are the ones who have to implement the changes. In addition to the more traditional skills we possess as supervisors, it is critical that we understand our role as leaders, or change agents, in these rapidly changing times.
I recently posted a blog entry entitled "open letter to the CEO" and one of the readers took me to task for posting something with a misspelling because I used the term Stakeholder instead of Shareholder.
While we might be talking semantics here, I thin for every organization there is tremendous potential to change the focus from shareholder to stakeholder.