Many people working in large companies speak business-buzzwords as a second language. Business language is full of pretty meaningless words. I Don’t Understand What Anyone Is Saying Anymore article tells that the language of internet business models has made the problem even worse. There are several strains of this epidemic: We have forgotten how to use the real names of real things, acronymitis, and Meaningless Expressions (like “Our goal is to exceed the customer’s expectation”). This would all be funny if it weren’t true. Observe it, deconstruct it, and appreciate just how ridiculous most business conversation has become.
Check out this brilliant Web Economy Bullshit Generator page. It generates random bullshit text based on the often used words in business language. And most of the material it generates look something you would expect from IT executives and their speechwriters (those are randomly generated with Web Economy Bullshit Generator):
“scale viral web services”
“integrate holistic mindshare”
“transform back-end solutions”
“incentivize revolutionary portals”
“synergize out-of-the-box platforms”
“enhance world-class schemas”
“aggregate revolutionary paradigms”
“enable cross-media relationships”
How to talk like a CIO article tries to tell how do CIOs talk, and what do they talk about, and why they do it like they do it. It sometimes makes sense to analyze the speaking and comportment styles of the people who’ve already climbed the corporate ladder if you want to do the same.
The Most Annoying, Pretentious And Useless Business Jargon article tells that the stupid business talk is longer solely the province of consultants, investors and business-school types, this annoying gobbledygook has mesmerized the rank and file around the globe. The next time you feel the need to reach out, touch base, shift a paradigm, leverage a best practice or join a tiger team, by all means do it. Just don’t say you’re doing it. If you have to ask why, chances are you’ve fallen under the poisonous spell of business jargon. Jargon masks real meaning. The Most Annoying, Pretentious And Useless Business Jargon article has a cache of expressions to assiduously avoid (if you look out you will see those used way too many times in business documents and press releases).
Is Innovation the Most Abused Word In Business? article tells that most of what is called innovation today is mere distraction, according to a paper by economist Robert Gordon. Innovation is the most abused word in tech. The iPad is about as innovative as the toaster. You can still read books without an iPad, and you can still toast bread without a toaster. True innovation radically alters the way we interact with the world. But in tech, every little thing is called “innovative.” If you were to believe business grads then “innovation” includes their “ideas” along the lines of “a website like *only better*” or “that thing which everyone is already doing but which I think is my neat new idea” Whether or not the word “innovation” has become the most abused word in the business context, that remains to be seen. “Innovation” itself has already been abused by the patent trolls.
Using stories to catch ‘smart-talk’ article tells that smart-talk is information without understanding, theory without practice – ‘all mouth and no trousers’, as the old aphorism puts it. It’s all too common amongst would-be ‘experts’ – and likewise amongst ‘rising stars’ in management and elsewhere. He looks the part; he knows all the right buzzwords; he can quote chapter-and-verse from all the best-known pundits and practitioners. But is it all just empty ‘smart-talk’? Even if unintentional on their part, people who indulge in smart-talk can be genuinely dangerous. They’ll seem plausible enough at first, but in reality they’ll often know just enough to get everyone into real trouble, but not enough to get out of it again. Smart-talk is the bane of most business – and probably of most communities too. So what can we do to catch it?
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Tomi Engdahl says:
HOW TO HIRE THE BEST
Google Recruiters Say Using the ‘X-Y-Z Formula’ on Your Resume Will Improve Your Odds of Getting Hired at Google
Alternative: Reverse engineer their advice and improve recruitment at your business.
https://www.inc.com/bill-murphy-jr/google-recruiters-say-these-5-resume-tips-including-x-y-z-formula-will-improve-your-odds-of-getting-hired-at-google.html?cid=sf01002
Tomi Engdahl says:
Use the X by Y by Z formula
Google describes this as: “Accomplished [X] as measured by [Y], by doing [Z].” But just to make it easier to remember, let’s shorten it to X-Y-Z.
This means that you want to focus on accomplishments — quantitative results and the impact that you had as a result.
https://www.inc.com/bill-murphy-jr/google-recruiters-say-these-5-resume-tips-including-x-y-z-formula-will-improve-your-odds-of-getting-hired-at-google.html?cid=sf01002
Tomi Engdahl says:
Here’s How People Judge You Based On Your Face
https://www.iflscience.com/editors-blog/heres-how-people-judge-you-based-on-your-face/
Tomi Engdahl says:
Why are technical recruiters so clueless?
https://signalvnoise.com/posts/2598-why-are-technical-recruiters-so-clueless
Are there any recruiters working in technology who get it? Anyone putting in just a minimum of effort to appear even half-way competent? If so, they need to speak up. The reputation of their profession is being soiled by completely clueless hacks.
Tomi Engdahl says:
How To Get A Great New Job In 2020
http://on.forbes.com/61831e7XB
The first thing you must do is get your act together. One of the biggest problems that job seekers have is that they carry around a lot of baggage. They are angry with what’s happening at their current company and frustrated over being treated so shabbily.
Spend some time researching the companies that would be a natural progression for you to go next in your career. Investigate them to determine if they are doing well or not. Check out the company’s career page for its job listings. Ask around your network to see if anyone has a connection with the company and whether or not they can make an introduction for you.
Tomi Engdahl says:
Coronavirus Hits Big Business: These Companies Are Cutting Operations And Restricting Travel To China As Disease Spreads
http://on.forbes.com/618715k7c
Topline: As the Wuhan coronavirus continues to spread—with more than 100 people dead and some 4,700 infected—an increasing number of major companies are responding to the situation in China by suspending some business operations, restricting travel and more.
Tomi Engdahl says:
The Coronavirus Is A Black Swan Event That May Have Serious Repercussions For The U.S. Economy And Job Market
https://www.forbes.com/sites/jackkelly/2020/01/27/the-coronavirus-is-a-black-swan-event-that-may-have-serious-repercussions-for-the-us-economy-and-job-market/?utm_source=FACEBOOK&utm_medium=social&utm_term=Valerie/#76616c657269
The coronavirus is a black swan event, which may have serious consequences for your job, the stock market and global economy.
Historically, when the stock market goes relatively straight up, there is an expectation of a correction somewhere down the road. A correction is about a 5 to 10% drop in value of stocks. It’s viewed as necessary, like clearing out the dead brush in a forest to prevent a future fire. Even the wisest minds on Wall Street admit that they can’t anticipate where the next correction will come from and what damage it may bring. It now seems that the coronavirus is that black swan event.
Tomi Engdahl says:
The Myth of the Successful One-Person Business
https://www.entrepreneur.com/article/236562
There was once a time when it was just me. I was providing computer services. I was working a lot of hours. But I wasn’t making any money at it.
Today, I’m making money. Why? Because I’m supervising 10 people who are providing computer services for me. I’m making money off of them.
Tomi Engdahl says:
What Great Listeners Actually Do
https://hbr.org/2016/07/what-great-listeners-actually-do?utm_campaign=hbr&utm_medium=social&utm_source=facebook
Chances are you think you’re a good listener. People’s appraisal of their listening ability is much like their assessment of their driving skills, in that the great bulk of adults think they’re above average.
In our experience, most people think good listening comes down to doing three things:
Not talking when others are speaking
Letting others know you’re listening through facial expressions and verbal sounds (“Mmm-hmm”)
Being able to repeat what others have said, practically word-for-word
Tomi Engdahl says:
The Evil List
Which tech companies are really doing the most harm? Here are the 30 most dangerous, ranked by the people who know.
https://slate.com/technology/2020/01/evil-list-tech-companies-dangerous-amazon-facebook-google-palantir.html
Maybe it was fake news, Russian trolls, and Cambridge Analytica. Or Travis Kalanick’s conniption in an Uber. Or the unmasking of Theranos. Or all those Twitter Nazis, and racist Google results, and conspiracy theories on YouTube. Though activists, academics, reporters, and regulators had sent up warning flares for years, it wasn’t until quite recently that the era of enchantment with Silicon Valley ended. The list of scandals—over user privacy and security, over corporate surveillance and data collection, over fraud and foreign propaganda and algorithmic bias, to name a few—was as unending as your Instagram feed.
Tomi Engdahl says:
China’s Economic Growth Hit A 30-Year-Low
https://www.forbes.com/sites/isabeltogoh/2020/01/17/chinas-economic-growth-hit-a-30-year-low/
China’s economic growth slowed to its lowest levels in three decades in 2019, but analysts are welcoming Friday’s results thanks to signs that the world’s second largest economy is beginning to stabilize.
Tomi Engdahl says:
****BANTER POST****
https://www.facebook.com/groups/majordomo/permalink/10158379209204522/
Which gives you more ,
Street cred or Certifications?
If you are talking to someone who has worked or is working in IT field, then street cred but if you are talking to someone who knows jack squat about IT (HR, some in upper management) then certs.
Tomi Engdahl says:
Why Doing Good Is Good For Business
https://www.forbes.com/sites/deloitte/2020/01/21/why-doing-good-is-good-for-business/?utm_source=FBPAGE&utm_medium=social&utm_content=3087781786&utm_campaign=sprinklrForbesMainFB#6635ec486b29
Not too many years ago, the prevailing wisdom was that profit and corporate social responsibility were mutually exclusive pursuits. The idea that a company could improve its bottom line by decreasing greenhouse gas emissions or reducing income inequality had little chance of gaining traction among executives.
Today, though, smarter technologies and processes are decreasing costs and gradually ushering in a new understanding that doing good for people and the planet doesn’t have to come at the expense of net income.
In Deloitte Global’s third-annual Readiness Report, “The Fourth Industrial Revolution: At the Intersection of Readiness and Responsibility,
“We firmly believe that companies motivated by a greater societal purpose will be stronger, more successful businesses for the long term,” says Deloitte Global CEO Punit Renjen. He’s not alone; Renjen, alongside the CEOs of nearly 200 major U.S. corporations, signed the Business Roundtable’s recent statement saying corporations must go beyond advancing shareholder interests. “This is a strong signal that companies are defining their values and commitments to a broader base of stakeholders,” Renjen says. “The challenge now is for businesses to put these commitments into action.”
Tomi Engdahl says:
A hacker has released a 0-day attack against a wide range of DVRs and cameras that use SoCs from Huawei subsidiary HiSilicon.
Huawei Subsidiary Distributes 0-Day Backdoor in DVRs, NVRs, IoT Cameras
https://www.extremetech.com/computing/305830-huawei-subsidiary-hisilicon-distributes-0-day-backdoor-in-dvrs-nvrs-iot-cameras
One issue that’s been of increasing concern to US companies and customers is the fear that Chinese companies will create hard-wired backdoors into the various networking and 5G products they sell in Western markets. Such backdoors could then be exploited for corporate espionage or government surveillance.
Thus far, the evidence for this kind of deliberate backdooring has been mixed. A damning report by Bloomberg last year — one that I initially believed — faded into confused questions over whether the company had accurately reported the situation, along with disagreements over whether the backdoor as described was even technologically possible. A UK report on Huawei’s security practices last year found ample evidence of sloppy coding and poor version control, but turned up no sign of corporate or government backdoors aimed at allowing a coordinated surveillance campaign.
Now, a new report by Vladislav Yarmak explains how Huawei subsidiary HiSilicon has integrated a firmware backdoor into the SoCs it sells to various companies that build digital video cameras (DVRs), network-connected video recorders (NVRs), and other various devices. The backdoor is integrated into the SoC firmware, which means it gets deployed anywhere the SoC is. According to Yarmak, this backdoor has been deployed in at least three different versions since 2013.
Tomi Engdahl says:
https://www.academicwork.fi/blogi/rekrytointi/tiedostamattomat-ennakkoluulot-ohjaavat-sinunkin-yrityksesi-rekrytointia?utm_source=facebook&utm_medium=linkad&utm_campaign=rpftj_wp&utm_content=ads
Tomi Engdahl says:
https://www.visualcapitalist.com/700-year-decline-of-interest-rates/
https://www.visualcapitalist.com/the-history-of-interest-rates-over-670-years/
Tomi Engdahl says:
Growth hacking your way to a culture of experimentation
https://www.frantic.com/blog/growth-hacking-your-way-to-a-culture-of-experimentation
Growth hacking is a term often connected to start-ups looking for quick ways to grow, scale and profit. While its methods – such as rapid experimentation – are still fan-favorites in the start-up scene, Growth hacking isn’t just for start-ups.
It’s applicable to companies of various sizes and types that struggle with silos, growth and scaling. Growth hacking isn’t just looking for a silver bullet – it’s about creating a company-wide growth culture that gets the big wins in the long run.
Tomi Engdahl says:
https://www.growthhacking.fi/casestudy_timmi/
Tomi Engdahl says:
https://www.fastcompany.com/90456980/5-questions-to-ask-when-you-need-help-finding-your-purpose?partner=forbes
Tomi Engdahl says:
https://www.fastcompany.com/90456980/5-questions-to-ask-when-you-need-help-finding-your-purpose?partner=forbes
1. WHAT DO YOU DO WELL?
2. WHAT DO YOUR FRIENDS SAY YOU DO WELL?
3. IF YOU COULD DO OR BE ANYTHING, WHAT WOULD YOU DO OR BE?
4. WHAT GIVES YOU RESULTS WHEN YOU DO SOMETHING?
5. HOW CAN YOU GET BETTER?
Tomi Engdahl says:
True Stories of Ingenious Ways People Outsmarted Their Boss
“I’d say, on average, I work about 30 mins to one hour a day.”
https://www.vice.com/en_uk/article/qjdjev/how-to-get-away-with-doing-less-work-outsmart-boss
When Dolly Parton released the great, anti-capitalist anthem “Nine to Five”, she had no idea how good she had it. In 2020 Britain, working an eight-hour workday is the least of your worries – if your day even is that short. With the proliferation of zero-hour contracts in an insecure job market, we’re working for less money than ever before, leaving millennials the first generation in decades to be poorer than their parents. Not to mention that technology has blurred the line between work and free time, making it all too easy for your boss to drop you a “Could you take a look at this?” email at 11 PM on Thursday.
So, how do you reclaim power in a job market that gradually wears down any modicum of self-respect? From stealing the stock to organising the workplace, we spoke to young people about the ways they outsmarted their employers.
Tomi Engdahl says:
If You’re Engaging In Any Of These Actions, You Shouldn’t Be A Manager
https://www.forbes.com/sites/kathycaprino/2020/02/09/if-youre-engaging-in-any-of-these-actions-you-shouldnt-be-a-manager/?utm_source=FACEBOOK&utm_medium=social&utm_term=Valerie/#76616c657269
Part of the series “Supporting Today’s Workforce”
These six managerial behaviors will crush the success of your team
Demeaning and ridiculing your employees publicly or privately
Suppressing or not allowing questions to be asked that employees need to, to do their jobs
Making employees feel “stupid,” inadequate, or inferior when they struggle or don’t meet expectations
Refusing to make regular time to meet with your employees and give them the constructive guidance, training and feedback they need
Blaming your employees for under-performance when you’re actually responsible
Not eliciting regular feedback from your employees and asking them for (and listening to) their candid feedback on how you’re doing as a manager, and what could be improved
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It’s not difficult to become a more inspiring and empowering manager, but when you do, the positive results are dramatic. It involves growing in your compassion, understanding, patience, communication skill, and openness to feedback. And it requires more self-awareness and emotional intelligence than many of us currently possess or have ever focused on developing.
Tomi Engdahl says:
How Many Of Google’s Banned Interview Questions Can You Answer?
https://www.iflscience.com/technology/how-many-googles-banned-interview-questions-can-you-answer/
Tomi Engdahl says:
The culture-shifting benefits of hiring an unlikely candida
https://qz.com/work/1796259/the-benefits-of-hiring-an-unlikely-candidate/
Tomi Engdahl says:
Don’t Waste Your Time on Networking Events
https://hbr.org/2016/09/dont-waste-your-time-on-networking-events?utm_source=facebook&utm_campaign=hbr&utm_medium=social
Large, traditional business networking events are a time-honored institution. They have been a staple of aspiring and successful professionals for so long that most networking advice focuses not on whether you should attend, but on how to make the most of these events when you do attend. In theory, they’re one of the best ways to grow your business.
Here’s the problem: you’re probably not getting the consistent results you’re looking for.
The most basic problem with traditional networking events is that they are mixing bowls for professionals who are there for different reasons. Everyone there is focused on his or her own personal agenda, whether it’s signing a new client, creating awareness for their business, or connecting with someone in the hopes of developing a mutually beneficial relationship. Everyone is playing a different game, which is why there are usually no clear winners.
Tomi Engdahl says:
How To Be Highly Successful And Unstoppable
https://www.forbes.com/sites/jackkelly/2018/05/23/how-to-be-highly-successful-and-unstoppable/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#6d616c6f7269
To get ahead in your career or seek out a new job, you need a high level of self-confidence.
You have a couple of options, including dedicating months to absorbing dozens of self-help books, spending a small fortune on a career and life coach, giving up because it’s too hard or simply following this easy to-do checklist:
Tomi Engdahl says:
The One Uncomfortable Feeling You Must Experience In Order To Be Successful
https://www.forbes.com/sites/briannawiest/2018/05/21/the-one-uncomfortable-feeling-you-must-experience-in-order-to-be-successful/?utm_source=FACEBOOK&utm_medium=social&utm_term=Malorie/#120d7f885329
Contrary to conventional wisdom, success depends less on the virtues of talent and drive than it does one’s ability to withstand fear and uncertainty. Many people display inclinations toward one skill or another in their early lives. Many champion the title of best in the school, team or town – but talent is only a part of the equation. What separates the outliers from the rest is not the amount of discomfort they are willing to bear – the difference is whether or not they can withstand uncertainty.
Tomi Engdahl says:
The commonality of the trends is that the corporations desire to cut costs and save money. Since the more experienced people tend to earn a higher salary, they are easy targets.
Why Many Professionals In Their Late 30s, 40s And 50s Are Not Benefiting From The Tight Job Market
http://on.forbes.com/61821cRsw
It’s widely reported that we are in the midst of an amazingly strong economy with a record-high level of employment. However, the United States government and the media—merely regurgitating government data—are detrimentally ignoring a segment of the population who are not participating in the so-called hiring boom.
The job seekers impart that they are the victims of several current trends. These professionals, usually with 20-plus years of experience, are well compensated. They say that their companies are engaged in the process of “juniorization,” which entails pushing them out the door in favor of younger employees who are paid much less. Their jobs are also relocated—without them—to lower-cost locations both within the U.S. and in other countries.
Initially, when they are first laid off, the now-forced job seekers are sanguine about the situation. Being in the business world for a long time, they write it off as a mere byproduct of working at large companies. As time progresses, they come to the realization that all of the other companies in their niche are doing the same exact thing that has happened to them.
The professionals, more often than not, have been laid off in the past, so they know the drill. They fill out applications, send résumés and follow up with emails and calls. However, now something strange is happening. The middle-aged and older job seekers are not receiving any callbacks or feedback for interview requests. On the rare occasion they do interview, the applicants get ghosted and are left in the dark as to what happened and why they were not selected.
The direction is hiring people with minimal years of experience instead of someone with a decades-long career.
Tomi Engdahl says:
https://www.pilipalisaatio.fi/
Tomi Engdahl says:
10 traits of a ‘perfect’ boss, according to a decade of research by Google
https://www.inc.com/justin-bariso/google-says-best-bosses-in-world-do-these-10-things.html
Tomi Engdahl says:
Sissimarkkinointi tarkoittaa muutakin kuin oivaltavia mainoksia
https://pollitasta.fi/2020/01/06/sissimarkkinointi-tarkoittaa-muutakin-kuin-oivaltavia-mainoksia/
Tomi Engdahl says:
Embrace transformation, be ready for disruption
https://www.columbiaroad.com/blog/embrace-transformation-be-ready-for-disruption
When looking at the explosive growth of marketing technology (there are now roughly 7000 marketing software products on the market), one sees some important trends. These include so-called “smarketing” (the technology-driven alignment or merging of sales & marketing), data-driven and autonomous decision-making, and more focus on a superior customer experience.
Tomi Engdahl says:
https://exportmaker.fi/naista-syista-tulet-epaonnistumaan-kansainvalisilla-markkinoilla/
Tomi Engdahl says:
‘Why Do You Want This Job?’ Is A Trick Question–Here Is How To Intelligently Answer It
https://www.forbes.com/sites/jackkelly/2019/03/26/why-do-you-want-this-job-is-a-trick-question-here-is-how-to-intelligently-answer-it/
Tomi Engdahl says:
https://www.forbes.com/sites/insights-ibmservices/2019/12/20/8-ways-cloud-is-transforming-business/
Tomi Engdahl says:
22 Microhabits That Will Completely Change Your Life In A Year
https://www.forbes.com/sites/briannawiest/2018/09/18/22-microhabits-that-will-completely-change-your-life-in-2-years/
Aa
Tomi Engdahl says:
Jarno Limnéllin kolumni: Tulevaisuuden arvioissa unohtuu helposti kaikkein tärkein ja vaikutusvaltaisin tekijä – ihminen
https://yle.fi/uutiset/3-11202778
Merkittävimmät teknologian taistelut käydään nyt ihmisten mielistä, arvoista ja asenteista, jolloin on pakko kysyä mitä kannattaa ja saa digitalisoida, kirjoittaa Jarno Limnéll.
Tomi Engdahl says:
https://hbr.org/2019/08/is-it-time-to-let-employees-work-from-anywhere
Tomi Engdahl says:
https://tyopaikat.oikotie.fi/tyontekijalle/artikkelit/ainainen-tehokkuuden-vaatimus-on-raskasta-ja-tylsyttaa-mielen
Tomi Engdahl says:
The importance and impact of optimising digital revenue streams
https://www.columbiaroad.com/blog/the-importance-and-impact-of-optimising-digital-revenue-streams?utm_content=117340380&utm_medium=social&utm_source=facebook&hss_channel=fbp-1180887171984670&hsa_acc=10153848399300580&hsa_cam=6160855387454&hsa_grp=6167010134454&hsa_ad=6167010887054&hsa_src=fb&hsa_net=facebook&hsa_ver=3
Taking sales online can be a complex process and it’s not always clear what to invest in first. The key is to break the buying process down into pieces and start with the areas that offer the most potential for impact.
Tomi Engdahl says:
Pomon tehtävä on auttaa muita loistamaan omassa työssään – Kun työntekijä on kasvanut pomon ylitse, pomo on onnistunut
https://hidastaelamaa.fi/2019/02/pomon-tehtava-on-auttaa-muita-loistamaan-omassa-tyossaan-kun-tyontekija-on-kasvanut-pomon-ylitse-pomo-on-onnistunut/?utm_content=buffera18a2&utm_medium=social&utm_source=facebook.com&utm_campaign=buffer#52ee8f20
Tomi Engdahl says:
6 Ways Leaders Stay Focused At Work
https://www.forbes.com/sites/averyblank/2020/01/27/6-ways-leaders-stay-focused-at-work/
You may be losing focus at work because of feeling overwhelmed or sometimes a lack of interest. Leaders know how to overcome obstacles like these and stay on top of their work. Demonstrate your leadership by doing these six things to help you stay focused at work:
1. Make a list of your to-dos.
2. Focus on one thing at a time, and stop worrying about other things.
3. Identify and set aside the time of day you are most productive.
4. Accept that you will not be interested in everything you do.
5. Delegate tasks that do not interest you.
6. Ask yourself, “Would I rather do this now or later?”
To help you focus, work on one task at a time, recognize the time of day you are most productive and remember that the ideal time may be now. Leaders know how to manage their own time, so take it upon yourself to identify ways to help you focus.
Tomi Engdahl says:
STRATEGY EXECUTION
Many Strategies Fail Because They’re Not Actually Strategies
https://hbr.org/2017/11/many-strategies-fail-because-theyre-not-actually-strategies?utm_campaign=hbr&utm_source=facebook&utm_medium=social
Many strategy execution processes fail because the firm does not have something worth executing.
The strategy consultants come in, do their work, and document the new strategy in a PowerPoint presentation and a weighty report. Town hall meetings are organized, employees are told to change their behavior, balanced scorecards are reformulated, and budgets are set aside to support initiatives that fit the new strategy. And then nothing happens.
One major reason for the lack of action is that “new strategies” are often not strategies at all.
A real strategy involves a clear set of choices that define what the firm is going to do and what it’s not going to do. Many strategies fail to get implemented, despite the ample efforts of hard-working people, because they do not represent a set of clear choices.
Many so-called strategies are in fact goals. “We want to be the number one or number two in all the markets in which we operate”
Without a clear strategic direction, any implementation process is doomed to fail.
“If there is one thing I have learned about communicating choices, it is that we always focus on what the choices are. I now realize you have to spend at least as much time on explaining the logic behind the choices.”
A set of a limited number of choices that fit together — such as Hornby’s “perfect-scale models for adult collectors that appeal to nostalgia” — is easy to communicate, which is one reason you need them. You cannot communicate a list of 20 choices; employees simply will not remember them.
And if they don’t remember them, the choices cannot influence their behavior, in which case you do not have a strategy (but merely a PowerPoint deck).
It’s not just a top-down process. Another reason many implementation efforts fail is that executives see it as a pure top-down, two-step process: “The strategy is made; now we implement it.” That’s unlikely to work.
“Successful firms are characterized by maintaining bottom-up internal experimentation and selection processes while simultaneously maintaining top-driven strategic intent.”
Let selection happen organically. A common mistake in the bottom-up implementation process is that many top managers cannot resist doing the selection themselves. They look at the various initiatives that employees propose as part of the strategy execution process and then they pick the ones they like best.
Strategy implementation requires top managers to design the company’s internal system that does the selection for them.
Make change your default. Finally, another reason many implementation efforts fail is that they usually require changing people’s habits. And habits in organizations are notoriously sticky and persistent.
Identifying and countering the bad habits that keep your strategy from getting executed is not an easy process
It may also involve identifying key processes and explicitly asking the question “Why do we do it this way?” If the answer is a shrug of the shoulders and a proclamation of “That’s how we’ve always done it,” it may be a prime candidate for change.
There are usually different ways of doing things, and there is seldom one perfect solution, since all alternatives have advantages and disadvantages
Tomi Engdahl says:
Why We Fail To Reach Goals: Our Brains Begin With One Focus, But Closing The Deal Requires Another, Study Suggests
https://www.forbes.com/sites/daviddisalvo/2020/02/24/why-we-fail-to-reach-goals-our-brains-begin-with-one-focus-but-closing-the-deal-requires-another-study-suggests/
All of us start out after a goal with energy and motivation, so why do we so often fail to hit the target? A new study at the intersection of neuroscience and behavioral science offers a simple but useful insight about the failure to reach goals. It centers on the disconnect between our decision-making focus before we start pursuing a goal and our focus after we begin.
The results of the experiments were consistent for both physical and mental effort: the amount of the financial reward influenced how the participants chose their effort-reward combinations, as expected. But when they started the work, their performance was determined by how much effort reaching the reward was really going to require, regardless of how much money was at stake.
In other words, a focus on rewards fueled the pursuit, but a focus on effort took over when the work started.
“We found that there isn’t a direct relationship between the amount of reward that is at stake and the amount of effort people actually put in,”
“This is because when we make choices about what effort to put in, we are motivated by the rewards we expect to get back. But at the point at which we come to actually do what we had said we would do, we focus on the level of effort we have to actually put in rather than the rewards we hoped we would get.”
The problem, according to this study, is that we fail to refocus on the reward – not just once, but as often as needed to keep effort in perspective as the means to our desired end.
“Then when we face the reality of our choices, we realize the effort is too much and give up,”
In fairness, though, we don’t always have the best sense of how much effort something will require, especially if it’s a goal we haven’t pursued before. Getting better at making decisions has much to do with figuring this out and not letting ourselves forget the lesson.
The takeaway from this research has two parts. First, we must begin our goal pursuits with as much realistic acknowledgement of the effort required as possible, no matter how strongly the chemical surge hits us. Then, once we begin, we must refocus back to the reward and keep the effort in perspective.
Tomi Engdahl says:
https://talented.fi/fi/blog/tietotyolaisen-palautuminen/
Tomi Engdahl says:
Miten digiloikka onnistuu? Mervi Hämäläinen väitteli aiheesta ja kertoo, mitä tutkimukset sanovat
https://www.tivi.fi/uutiset/tv/e2f60eb8-387b-44a5-9c82-a49ef07989e7
”Tutkimusten perusteella tärkeimpiä tekijöitä ovat toimintakulttuuri ja digitaalinen kypsyys eli kyky omaksua uusia digitaalisia innovaatioita. Tämä linkittyy ylimpään johtoon, joka tekee strategiset ratkaisut ja päättää investoidaanko uuteen digitaaliseen innovaatioon ja sen testaamiseen. Ketterä kehittäminen ja kokeileva toimintakulttuuri helpottavat muutosten tekemistä”, Hämäläinen vinkkaa.
Tomi Engdahl says:
A three-level framework for transforming digital sales
https://www.columbiaroad.com/blog/a-three-level-framework-for-transforming-digital-sales
Tomi Engdahl says:
3 asiaa, jotka todella kannattaa tehdä ennen työhaastattelua
https://www.iltalehti.fi/tyoelama/a/7e5421dd-b4e7-4302-b632-4135b34f6e4e
Hän neuvoo noudattamaan yksinkertaista kaavaa: 1,2,3.
Whiten neuvo on tämä: Valmistaudu työhaastatteluun niin, että sinulla on valmiina yksi heikkous, kaksi henkilökohtaista, ainutlaatuista faktaa itsestäsi ja kolme esimerkkiä vahvuuksista
Tomi Engdahl says:
How to Avoid the Complacency Trap
https://spectrum.ieee.org/at-work/tech-careers/how-to-avoid-the-complacency-trap
Critiquing my skills as a public performer, they put it bluntly: “We’re getting top dollar for you. And we think you can do better.”
Better?
“You hide behind your iPad. Put it aside. Engage. Connect.”
That advice landed like a ton of bricks, compacting my ego just enough for me to hear the truth in their words. I felt ashamed, embarrassed, and suddenly unqualified, tumbling from the top of the world to suffering impostor syndrome in less than a minute. I grew quiet, and my agents grew worried. I’d never truly learned how to take criticism without first feeling wounded.
The following weekend I found myself swimming across that imaginary pool of blood, riffing off an idea offered by an improv partner.
Feeling now as though I’ve been jolted out of a lazy sleep, I hunger for more—for new skills, challenges, and opportunities. How can I be a better storyteller?
No one knows where we’ll be in a year or a decade, but we have the power to decide for ourselves whether we’ll be standing still or moving forward. With so many opportunities to connect with and learn from friends and colleagues, we need never remain in place. And if we remember to offer what we ourselves have learned, others will walk alongside, keeping stride, learning from us.
Tomi Engdahl says:
https://tyopaikat.oikotie.fi/tyontekijalle/artikkelit/vielako-valmistaudut-tyohaastatteluun-kuin-kuulusteluun?utm_source=fb&utm_medium=fb_postaus&utm_campaign=fb_tyopaikat