Are Meetings Help Or Hindrance?

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Are Meetings Help Or Hindrance?

Love!
Ian Borges
4x loved!

Meetings can be the bane of corporate life. There are those endless meetings, where much gets said, but little or nothing gets decided conclusively. Then, there are meetings which get hijacked by a few dominant or disruptive players. Then there are meetings which serve as superficial covers for hidden agendas and corporate games. Most employees are in agreement when they admit they loathe meetings and would rather get back to work. However, this is not the most ideal status-quo.    

To Innovate, You Need To Be Innovative

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To Innovate, You Need To Be Innovative

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Ian Borges
3x loved!

When a company fails to innovate, it’s quite easy to assume they failed because of a lack of ideas or creativity. While this might be somewhat true, it’s not a case of lack of ideas. Ideas, in reality, can be easily found but companies lack in innovation because they have a listening problem. In typical, hierarchical organizations, idea generation is the remit of higher management, or teams set up for the said purpose. When approached in this fashion, the company’s potential for innovation gets seriously limited. Company leaders will never hear about the game-changing idea of someone working on the production line.

Job Titles Can Open Doors

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Job Titles Can Open Doors

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Ian Borges
2x loved!

Job titles don’t occupy much space - whether they’re on a business card, an email signature, a name plaque or someone’s LinkedIn profile. However, they have a tremendous impact on the identity of a person, what they can do and what the world around them expects from them. Though businesses are increasingly embracing alternative management practices, people will still covet hard-won top-level management positions and C-suite titles.   Those few words, describing what a person does, have an enormous effect on their egos, their job satisfaction, and purpose in life. Simply put, titles are short, albeit powerful, identities that people chisel for themselves over years spent climbing the corporate ladder. But titles aren’t made equally and neither are they equally efficient. Generally speaking, the efficiency of something - both tangible and intangible, is contingent upon not just its capacity to get things done, but also upon how quickly it can get results. In that sense, traditional C-suite titles are obviously more efficient than titles several rungs below on the corporate ladder.

The Problem With Top- Down Goal Setting

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The Problem With Top- Down Goal Setting

Love!
Ian Borges
3x loved!

When goals are set in a top-down manner, they can have unforeseen negative consequences. For example, employees feeling disengaged or no commitment towards achieving those goals. Perhaps, because they feel the goals are unattainable or find it difficult to relate to them. People particularly struggle to relate to the broad, organization-wide goals. More often than not, employees in a conventional, top-down company don’t feel connected to the goals and don’t engage with them in a meaningful way. The truth is employees in such organizations don’t necessarily relate the work they do to the success of the company. There’s an undercurrent of disassociation making people go about their work in an egocentric way, hoping and striving for a bonus, a raise or a promotion. However, when a company changes its goal-setting process and moves to a bottom-up approach, they will begin to see employees as real people and connect personally with them.    

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