#HR #RRHH Making love and making personal #branding #leadership

I have a 2-year-old boy. It’s incredibly exciting experience being part of his journey — teaching him new things and trying to be the best role model I can be.
I also have an 8-year-old “child” — the company I founded in 2008, WordStream.
Raising a child and building a great startup culture are surprisingly similar.
Like a child, the startup culture you create will become a reflection of you — the company’s founder (or founders) — as well as your early hires.
So what type of culture is your aspiring startup developing?
Is it one where your employees will thrive and achieve big and amazing things that help grow your company?
Or will you create a toxic culture where your employees are doomed to underachieve and ultimately cause your startup to fail?

Facebook, Google, Tesla, Zappos, Twitter, SquareSpace etc. These are some of the companies that have set such high standards that every person wants to work for them. But, what is it that they are…

As an employer, you know that striking the balance between being respected and being liked is a stunningly hard task. I would like to offer you a type of management that refuses this premise entirely. The most successful employers work with all their employees, and are often seated alongside their lowest tier employees. This model completely smashes the damaging hierarchical system that most companies have.

Learn how “going for breakthrough” radically increases your chances of achieving transformational change in business results, culture and leadership.

Successful company cultures manifest seven distinct characteristics as well. These are company cultures that indicate growth and an upward dynamic, an

The famed playwright and author George Bernard Shaw once said, “Progress is impossible without change, and those who cannot change their minds cannot change anything.” Although Shaw perfectly expresses how important change is, his quote doesn’t acknowledge how hard it is to carry out. 

Organizational change can be so difficult to carry out that many business leaders avoid it altogether. That’s unfortunate because when it’s done properly, a business pivot can be a force for good. We’ve collected four examples of organizational change to show you how businesses can become more productive, more profitable, and more successful.

 

During the first half of 2014, I trained for and ran two half-marathons, back-to-back. This was a huge achievement for me as for the first time in my life, I didn’t get out of breath just from climbing stairs. Finally, I had become the holy grail of “fit”.
Shortly after the second half-marathon, I moved house. On moving day, I got up bright and early to load the crammed boxes into the van.  However, as I went to carry the first box, I found I couldn’t lift it. But I was so fit, I’d just run two half-marathons – what happened?! Well, it turns out, not all exercise is created equal. Although I had strong legs and stamina, my arms had not been trained at all, so I was weak as a kitten in my upper body. I was not what is known as functionally fit.
Functional fitness is the concept of linking exercise back to everyday movements found in daily life so that you can sense and respond to any external force or challenge that may come your way. For example, lifting boxes, running for the bus and dodging pedestrians.
This is the same type of strength needed in organisations if they are to thrive in the 21st century. Large corporations have traditionally been good at developing the structures and practices to enable efficient and predictable results, but this is the equivalent of just jogging on a treadmill every day. This worked when external conditions were stable and could be predicted. But what happens if you have to run outside, on unknown terrain, at varying speeds and with potential obstacles? Jogging on a treadmill doesn’t prepare you for a more uncertain and complex environment.
You must encourage and nurture certain attributes in order to have a culture that can thrive in unpredictable conditions. As part of our recent Digital Transformation Barriers Report, we have analysed best practice cultures and drawn on our experience with clients and our own teams to define these. These are the five muscles of your culture that must be exercised so that your organisation is functionally fit, and primed to respond to changing market dynamics:

Facebook, Google, Tesla, Zappos, Twitter, SquareSpace etc. These are some of the companies that have set such high standards that every person wants to work for them. But, what is it that they are…

Unconventional ways to boost innovation, productivity and collaboration in the workplace.

Author Caroline Webb’s new book, "How to Have a Good Day," dives into the latest behavioral science research on a question we all want answered: What can we do to be happier at work – and elsewhere?

Culture is the single most important factor in organizational success or failure. It tells employees how to behave, how to do their jobs and how “things are done around here.” But would your employees, middle-management and executives all describe your culture the same way? Articulate your culture Being intentional about culture means you

We live in a VUCA world (volatile, uncertain, complex, and ambiguous) and every day our employees encounter situations and questions, particularly with customer