Why High Potential Could Be High Risk

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Why High Potential Could Be High Risk

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Semco Style Institute
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When your vision is to build a company that’s organized more horizontally, without multiple levels of hierarchy, the process of recruiting new talent becomes a double-edged sword. On the one hand, you want to hire people who are at the top of their game to catapult your growth and, on the other hand, there’s this nagging doubt whether such “top talent” will stick. After all, there’s no denying that recruitment is a costly, time-consuming affair and you’d like to get it right the first time. However, hiring top talent from the market means taking on the risk that their ambitions may not be realized within the horizontal structure of your organization - and that eventually, they may leave.

When Sharing Is Empowering

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When Sharing Is Empowering

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Ian Borges
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Basic economics suggest that employees respond to financial incentives. However, not all financial incentives are created the same. Usually doled out on the basis of merit or hierarchy, incentives like bonuses or commissions can be deceptive in the ways they reward.Profit sharing, for all, when done right has the ability to empower all employees as it recognizes everyone’s contribution towards the company’s success - whether they’re an entry-level analyst or a C-suite executive.

Why You're Wrong About Self-Management

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Why You're Wrong About Self-Management

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Ian Borges
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Agile or self-steering teams are no longer restricted just to the realm of software or IT: Instead, it’s a new management mindset that’s finding more takers and believers every day. However, there’s a huge void between aspiring to become agile and actually being agile as an organization. A recent Deloitte survey of senior executives revealed that almost all respondents (94%) felt being agile and collaborative were among their top priorities to ensure organizational success. However, only a meager 6% of respondents could say that they were truly agile now. So, why the gap?

What Great Ideas Need to Survive

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What Great Ideas Need to Survive

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Ian Borges
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Businesses need ideas, not just for solving problems but also to keep growing. While most companies look outside for ideas, not too many look within. It’s a simple, yet, powerful way of empowering your employees and finding what the business requires at the same time. There’s never a dearth of ideas among employees, but it’s not all that easy for each of those ideas to see the light of day. That’s because people are often worried about bypassing authority to reach the relevant stakeholders; or, they simply give up after trying in vain to overcome all the bureaucratic red tape.

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