Investment fund management continues to be male dominated, and, unsurprisingly, funds go primarily to male founders. Things don’t change because those with power don’t have a strong impetus to upset the status quo.
After the talent displacement of 2020, we’re beginning to see unemployment numbers drop again. Predictably, a boom will stimulate even more demand for top talent as businesses reopen, capacity swells and seasons change.
As executives, one way we grow our impact and scale our performance is by creating standard operating procedures for our team. So why can’t we do that for ourselves when distinguishing between work and life?
Organizations and teams who are successfully working hybrid have individuals and managers who trust each other.
Little attention, if any, is paid to whether the brand resonates with the people inside the organization.
We apologize if we have slighted one of your own “go to” phrases that help you navigate your business journey. But for different reasons, we believe we should look at those phrases a different way.
First impressions can be lasting impressions.
The use of customer preference in selection—whether based on gender, race, age or any other protected characteristic—is one of a number of examples of possible systemic discrimination outlined by the Equal Employment Opportunity Commission recently.
Historically, women have gone unfunded and have been underfunded while being expected to do more than their male counterparts. Male allies in C-suites can help by working to eliminate these often-overlooked forms of gender disparity.
Our attention goes (like currency does) to what we deem worthwhile. Attention is, in essence, what matters to us.
What became clear was that most people think about the concept of productivity at the individual level.
People management abilities are extremely valuable, whether or not you are in a leadership position or have the title of manager.
It’s estimated that at least 100,000 small firms are gone forever.
The days of relying on perks and benefits to attract talent and differentiate culture are over. And when you strip those perks from the equation, all you’re left with is people—and the goals, values, motivations and desires that come with them.
Our work relationships aren’t and shouldn’t be transactional. All relationships are human relationships.
As the work is not getting done and you’re bothered by that, it’s sucking the energy right out of you.
Regardless of whether any new laws that affect the workplace are enacted, there are always administrative changes at the federal level that affect companies. Regulatory agencies and commissions such as the EEOC, the Department of Labor and the National Labor Relations Board have rule-making authority on a variety of important issues that can impact employers, and their interpretations often change with new administrations.
Unlike a verbal conversation, emails create perpetual, written records of business messaging. If executed well, email is an effective and expedient form of business communication, but confusing messaging can leave a lasting bad impression.
Middle managers who work at an organization where robust remote work policies were not in place prior to the pandemic are increasingly the go-between for individual contributors and executive leaders—even more than they were in the past.
In a 360-degree assessment, in which we compare leaders’ self-ratings to how their colleagues rate their performance across several categories, 70% of executives rated themselves lower at specific skills than did their colleagues.