Archives November 2023

In dynamic, rapidly expanding businesses, executives are invariably concentrated on performance. Achieving financial targets often leads to a collective celebration, acknowledging the hard work and success. However, these triumphs are frequently a blend of chaos, luck, sleepless nights, and sometimes, a problematic culture, more than we’re willing to acknowledge.

The critical question for organizations is whether their successful performance is sustainable – not just in the immediate future or in a flourishing economy, but also during tougher times. Struggling companies need to evaluate their performance impediments and whether they’re capitalizing on their strengths.

Drawing from my experience in leading transformative changes in various high-growth companies, I’ve realized a vital lesson. To transition from occasional success to consistently high performance, embedding a performance-centric approach into the company’s core is essential. This integration is not just important; it’s imperative, and the sooner it begins, the better.

Here are four key steps to establish a robust performance framework:

1. Prioritize Performance as a Key Initiative: Performance in an organization should be more than a collective effort of executives; it should be a deliberate, cross-functional initiative. This involves examining every aspect of the organization – from mindset and processes to communication and metrics – and integrating performance focus into the company’s infrastructure. This requires a detailed strategy, a work plan with milestones, defined roles and responsibilities, and accountability. Without this, a company may aim for performance but won’t cultivate a culture of performance.
2. Designate a Performance Leader: For any company-wide initiative, a dedicated leader is crucial. This individual should be tasked with fostering a comprehensive performance culture, deeply embedded in the company’s operational principles. Often, this role is confined to certain departments, like finance or human resources, which limits its overall impact. The goal is to view people and performance through a unified perspective across the company. While not every company has a formal ‘chief performance officer,’ someone must effectively assume this role. It’s also important to assess and realign leadership roles to ensure they match the company’s growth phase.
3. Unify the Executive Team Around the Goal: The entire executive team must understand and commit to the organization’s core philosophy and values, playing their part in building a performance-driven organization. This goes beyond informal support; I advocate for what I call ‘executive partnership agreements.’ These agreements outline decision-making processes, treatment of employees, operating styles, boundaries, feedback mechanisms, and conflict resolution methods. This not only builds trust among executives but also provides a structured approach to managing disagreements.
4. Develop a Comprehensive Infrastructure Plan: Implementing a performance-focused approach requires integration into every aspect of the organization. This includes scrutinizing the entire product, marketing, and employee life cycles, ensuring consistent engagement and treatment of people at all stages. It’s about being tactical and identifying necessary changes. For instance, Valimail’s transformation involved a new company dashboard to flag performance issues early, a performance management system rewarding both outcomes and work methods, and restructured project teams based on strengths rather than hierarchy.

By treating performance as a strategic program rather than a mere aspiration, companies can unlock hidden financial potential and recapture market share lost to competitors. This approach fosters sustainable growth. Most importantly, with clear executive leadership and focus, performance is no longer left to chance but becomes a deliberate, integral part of the organization’s journey to success.

Reflecting on Your Role in Workplace Harmony: Unintentional Behaviors That May Be Straining Colleague Relationships

Introduction: In our discussions at Fast Company, we often explore the challenges posed by difficult colleagues and demanding bosses. However, it’s worth pondering whether sometimes, we might be the ones causing friction in the workplace.

Self-Reflection on Communication Styles: Recently, I’ve been contemplating the impact of my communication style, particularly after reading about how different generations interpret emojis. This led me to question whether my frequent thumbs-up emojis in Slack might be perceived differently than intended, despite my genuine intentions.

Similarly, my tendency to interject in discussions, driven by enthusiasm and a desire to contribute, made me wonder if it’s perceived as intrusive or overbearing by my colleagues.

Guidance for Self-Awareness in the Workplace: If you’re concerned about your impact on your colleagues, here are some behaviors to consider and possibly adjust. Being mindful of these can enhance your workplace interactions and relationships.

Minimizing Jargon and Buzzwords: Workplace jargon, though common, can be alienating and is often viewed negatively. Phrases like “circle back” or “synergize” can be off-putting. A good practice is to review your written communications for jargon and replace them with clearer, more direct language.

Mindful Communication: While contributing to discussions is important, it’s equally crucial to ensure that your interjections are constructive and respectful. If you find yourself frequently interrupting or dominating conversations, try to practice active listening and allow conversations to flow more organically.

In virtual meetings, using structured communication methods, such as the “raise hand” feature, can help maintain order and ensure everyone has a chance to speak.

Balancing Confidence with Approachability: Confidence in your abilities is a strength, but it’s important to differentiate it from arrogance. Embrace humility, acknowledge that you don’t have all the answers, and be open to learning from others. Additionally, while sharing and venting with colleagues can be beneficial, be cautious of crossing into negative territory with excessive complaining or gossip.

Embracing Emotional Intelligence: Developing emotional intelligence is key to understanding and managing your impact on others. This includes being aware of your tone, body language, and the words you choose. It’s also about recognizing and respecting the emotions and boundaries of your colleagues.

Conclusion: The journey to self-improvement in the workplace starts with self-awareness. By reflecting on and adjusting your behaviors, you can contribute to a more harmonious and productive work environment. Remember, small changes in your approach can make a significant difference in how you’re perceived and how effectively you collaborate with your team.

Embracing Change: The Entrepreneur’s Constant In the world of business, the only constant is change itself. As an entrepreneur, embracing and adapting to this reality is crucial. Many business owners might think that overcoming one challenge means they can relax, but new challenges are always on the horizon. The key to success lies in recognizing that difficulties will emerge and having confidence in your ability to handle them effectively.

Learning Through Uncertainty: A Decade of Entrepreneurial Insights Over the past ten years, I’ve navigated through various periods of uncertainty, including major events like the global pandemic, the rise of artificial intelligence (AI), and economic recessions, as well as shorter-term fluctuations like last summer’s spike in advertising costs. These experiences taught me the importance of cultivating deep self-trust and adaptability, essential for long-term business survival.

Four Methods to Foster Resilience:

1. Developing a Problem-Solving Mindset Many business owners panic when faced with industry challenges or disruptive trends. My approach has always been to maintain a problem-solving mindset. For instance, the advent of AI tools like ChatGPT posed a challenge, but instead of fleeing, I taught my students how to leverage these tools to enhance their work.
2. Diversifying Income Streams Entrepreneurship can offer more security than a traditional salaried job. Diversifying your income through complementary products or services can stabilize your overall earnings. In my business, I balance a high-ticket, one-time offer with a lower-cost monthly subscription, ensuring a steady income flow.
3. Maintaining Financial Health I advocate for reinvesting in your business and prioritize financial health, savings, and awareness. For example, the recent increase in advertising costs brought some uncertainty to my business. However, having savings and a safety net allowed me to navigate this period smoothly.
4. Adaptability is Key Adjusting your business model or strategy in response to unexpected challenges or market shifts is crucial. During the 2020 pandemic and economic recession, I taught my students the art of adaptation and pivoting in line with market changes.

Cultivating Mindset and Business Resilience As an entrepreneur, accepting that challenges are part of the journey and continually pushing beyond your comfort zone is essential. Each new level brings its own set of challenges, but that’s what makes the journey exciting. These challenges are opportunities for personal growth and learning, motivating you to pursue your goals. Remember to focus your energy on aspects of your business and life within your control and let go of those that aren’t.

In the dynamic landscape of the American workforce, where 3 to 4.5 million employees resign each month, adapting to change has become a necessity. The reasons for such a significant number of job transitions are as varied as the individuals themselves, ranging from the pursuit of better compensation and benefits to the desire for a fresh professional challenge.

The notion that one must remain within a single industry is becoming obsolete. Skills are increasingly seen as transferable, and employers are on the lookout for fresh talent and the unique perspectives they bring. This influx of new ideas can be a boon for both the employee and the company, offering a chance to inject innovation and drive progress.

Organizations are re-evaluating their workforce, often opting for a leaner, more dynamic team. In this environment, job seekers who can offer a new outlook paired with a proven ability to deliver results are in a prime position.

Professional capabilities, particularly at the executive level, are not confined to any one industry. Leadership philosophies, trend analysis, and project management are just a few examples of skills that can be applied universally. While industry-specific knowledge is beneficial, the core competencies required for success are largely the same across different fields.

A career change, rather than being seen as a risk, is increasingly viewed as a strategic move. It can lead to a wealth of opportunities and personal growth, breaking the mold of a career confined to a single industry. A diverse professional background can be an asset, demonstrating adaptability and the ability to apply one’s expertise in various contexts.

For those contemplating a shift in their career path, consider these tactics:

• Preparation is key: Reflect on how your existing skills could be relevant in a new industry. Areas like marketing, sales, and communications are universal across sectors.
• Conduct thorough research: Look into industries that are currently expanding and get to know the major players. Leverage your network for insights into different sectors or companies.
• Clarify your priorities: Determine what you value most in a job, such as benefits, culture, and work environment. This will guide you in finding a role that aligns with your needs.
• Articulate your reasons: Be ready to discuss your career transition in interviews. Approach any questions about your change with honesty and confidence.

Embracing a new career opportunity with the right preparation can lead to mutual success for both you and your future employer, charting a path forward in an ever-evolving job market.