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O’Donnell discusses what it is like to wear many hats as a mother and a breadwinner, and she provides help to those trying to balance it all. The information discussed in Mogul, Mom, & Maid is based on 100 interviews with women who want to work and need to work. In these stories, readers will find advice on how to improve their own lives as well as the lives of future working moms.":1,"#Leadership can sometimes feel like a difficult grind. In Leading Lightly, psychotherapist and executive coach Jody Michaels teaches leaders how to approach life with enduring ease and clarity. With her help, you can develop the cognitive and emotional capacity to deal with whatever leadership challenges come your way. You can use the methods and ideas in this book to develop your mental fitness, optimize high work performance, and lead and live in a whole new way. Even under stressful conditions, you can measurably transform results for you, your team, and your organization.":1,"#Advice for Working Moms":1,"#Mogul, Mom, & Maid":1,"#The Self-Care Mindset":1,"#In Here’s the Plan, Allyson Downey argues that preparedness is the key to professionally thriving during pregnancy and parenthood. By understanding pregnancy discrimination, utilizing your family leave rights, planning for your leave and return to work, and driving cultural changes, you can successfully weave together your career and your home life.":1,"#Working moms face a litany of challenges, not the least of which is figuring out how to advance their careers and thrive at work while finding the time, energy, and emotional bandwidth that’s needed to care for their families and themselves. In Advice for Working Moms from Harvard Business Review Press, 17 experts and various other contributors offer practical, holistic advice for women who want to champion their stories and find order in the complexity that’s ever-present in this chapter of their lives.":1,"#180 Results found for <span ljsid-1=\"\">\"Una luz en la niebla cuidados en las mujeres con depresión postparto\"</span>":1,"#You don’t need to choose between your career and your health. You deserve to have both. In The Self-Care Mindset, well-being expert and thought leader Jeanette Bronée discusses ways to move beyond outdated self-care concepts and learn to connect, communicate, and collaborate with others. By using the CARE framework, we can learn how to merge work and life in a healthy, productive, and constructive way to become our authentic selves and create cultures where we all do better work together.":1,"#Use questions to reactivate lightbulb moments. According to David Rock and Jeffrey Schwartz in <em ljsid-1=\"\">The Neuroscience of Leadership</em>, new ideas and lightbulb moments generate new neural connections in the brain but these new ideas always start out amorphous and faint compared to well-established habits. They need to be reactivated again and again until neural pathways become embedded in everyday thinking and decision making. This is what Rock and Schwartz refer to as increasing the attention density of an idea, and it's one of the most powerful tools you can use as a leader. One easy way to use it is to ask questions that prompt people to think more deeply about an idea or a strategic issue. You might ask, \"What did you find when you looked at the external market data? What is your goal for that sales call?\" Besides strengthening the new idea in their mind, your questions let your team know what you expect and how they should prepare for discussions with you.":1,"#Build a reliable personal system for managing attention and commitments. Given today's whirlwind organizations, you and everyone on your team needs a personal routine for managing priorities and commitments. There are many valuable methods available. For instance, David Allen's <em ljsid-1=\"\">Getting Things Done</em> is explicitly designed to help you manage the flood of information inputs.":1,"#Finally, notice everyone's deadlines. Rather than acting as a taskmaster or allowing poor follow-up to undermine results, think of yourself as the architect of your team's focus and attention. Design your team meetings to focus on all the work streams that should be underway, including the long-term priorities. When a key date is coming up, ask people how the work is coming along, dig in to challenges or delays, and when deadlines are met, notice and review the work quickly, thanking those who deliver. This shows you're paying attention and it reinforces that everyone's contribution matters.":1,"#As a committed leader, you know that any strategy is only as good as its execution, yet effective execution is rare and one of the traits of a truly high-performing team. So let's say you held an off-site or a working session where your team is aligned on new goals and generated some big ideas on how to take your business to the next level. Now what? How do you sustain your team's clarity and focus so they translate those insights into execution over time? Here are 4 suggestions that can help.":1,"#Document the big insights from the session real-time,...":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Elizabeth Doty</a></strong> is a former lab fellow of Harvard University’s Edmond J. Safra Center for Ethics and a Top Thought Leader in Trust. For 27 years, her firm, Leadership Momentum, has helped clients navigate change and improve strategy execution by building cultures of commitment, collaboration and action. She earned her MBA from Harvard Business School and writes regularly for <em ljsid-2=\"\">strategy + business magazine</em>.":1,"#Many times people do 1 and 2 and believe they’re doing 5. So what would be interesting again would be to think about having a conversation with your individuals on your team and think about, what are you at stake for? What are you playing for? And what I would tell you, frankly, is when you look at high-performance organizations, high performance begins with peers holding peers accountable. That's the key. And that would mean that you would look at issues and opportunities cross-functionally and at least make sure the issue gets raised, and at least you have a conversation with your cross-functional peer.":1,"#The second level of accountability is you’re taking accountability for your people, your direct reports. In a siloed organization, that's about as good as it gets. I take accountability for me and I take accountability for my people.":1,"#I think one of the interesting challenges is, as many times people will feel like they’re at stake for the organization, like they’re doing level 5, but in fact what they’re really doing is they’re really focusing on themselves and their people. So again, I just want to reiterate the fact that level 1 is yourself, 2 is your people, 3 is your peers, which is the gateway to high performance, 4 is for your leader’s success, and 5 is for the organization. And again, 5 is exemplified by the fact that you would look at the totality of the enterprise, think about where there are opportunities and issues regardless of your own functional area, and you would make sure that those issues or opportunities would be discussed and dealt with from an actionable standpoint.":1,"#The third level is where high performance comes in. This is where I’m at stake for my peers, which means that if I think my peer has a blind spot, I'm going to support him. I'm going to coach him or her.":1,"#And then finally the fifth, the ultimate level of accountability, is I’m taking accountability for the organization.":1,"#<a ljsid-0=\"\"><strong ljsid-0-0=\"\">Howard Guttman</strong></a> is founder and principal of Guttman Development Strategies, Inc., a management consulting firm that builds high-performance teams and coaches executives to realize their own and their organizations’ potential. <em ljsid-2=\"\">Leadership Excellence</em> magazine has named him one of its “Excellence 100 Top Thought Leaders.”":1,"#The first level of accountability is when you take accountability for yourself, which is good. You’re taking personal accountability for the job you do.":1,"#The first level of accountability is when you take accountability for yourself, which is good. You’re taking personal accountability for the job you...":1,"#The fourth level is, I take accountability for my leader's success. Now in a hierarchical way of thinking, far be it for me to provide input to my leader. In a horizontal or high-performance organization, I’m at stake for my leader. I have a stake in how I'm being led.":1,"#The term <em ljsid-1=\"\">accountability</em> is bandied about in many different ways, shapes, or forms when we work in organizations. And when you think about accountability, there are really 5 ladders that determine whether or not you’re being accountable, but again in the parlance of a high-performing team. Let me outline what those factors are, and it will be worthwhile to think about how do you actually play it, what are you a stand for in your own organization.":1,"#Most teams spend a great deal of time in virtual or real meetings. High-performing teams are those that follow through on the goals and tasks determined in those meetings. Sue Powell asserts that by asking 3 simple questions, team leaders can hold the team members accountable and enhance productivity and success.":1,"#35 Results found for <span ljsid-1=\"\">\"accountability\"</span>":1,"#Accountability is vital in the workplace. Michael Caito reveals the 3-step process he employs every week to not only ensure his people are accountable but to help them win.":1,"#Hold Team Members Accountable in Virtual or Face-to-Face Meetings":1,"#How to Drive Accountability and Growth with a 1-on-1 Meeting":1,"#Accountability: The New Normal":1,"#Culture of Accountability":1,"#The article offers information on the concept of accountability at the workplace. Topics discussed include lack of accountability causing business losses, reviving fundamentals, and job descriptions as the best tool for successful management. Also being discussed is overcompensating for underperformers.":1,"#The article discusses the need for leaders to create a culture of responsibility. According to the author, this kind of culture includes accountability. The differences between responsibility and accountability are explained. The author notes that responsibility has a higher purpose than accountability and explains how these concepts apply to business matters such as a product launch and customer service.":1,"#The article discusses how organizations can instill a culture of accountability by keeping core values and meeting goals. According to the author, in order for organizations to create an accountability culture, accountability must be weaved into its fabric and become a part of its every aspect. The author stresses that accountability must be connected to advancement.":1,"#The article presents and explores three keys to creating a culture of customer accountability which include exceptional leaders, process of discipline, and workforce engagement. It offers tips on how to set a direction, do things right, and support employee development and communicate goals with the workforce.":1,"#338 Results found for <span ljsid-1=\"\">\"accountability\"</span>":1,"#Rethinking Accountability":1,"#Beyond Accountability":1,"#By Verónica H. Villena and Dennis A. Gioia":1,"#A More Sustainable Supply Chain":1,"#By Willy C. Shih":1,"#By Suketu Gandhi":1,"#How to Turn a Supply Chain Platform into an Innovation Engine":1,"#No Results found for <span ljsid-1=\"\">\"logistica\"</span>":1,"#389 Results found for <span ljsid-1=\"\">\"logistica internacional\"</span>":1,"#The Secret of Great Customer Service":1,"#The article discusses leadership ability, management styles, and leader evaluation as of 2013, with a focus on the need for adaptability and agility in management. Topics include the role of learning in executive positions, leadership performance indicators, and personality qualities which combine to create a successful leader. INSET: HIGH-PROFILE AGILE LEADERS.":1,"#The article discusses the five factors to effective leadership that connect to the Five Rs of talent management according to Cynthia Trudell of PepsiCo. These include the development of a positive and productive culture, the need for an effective leader to be flexible and willing to learn, and the direct connection of cost to key performance indicators.":1,"#Great customer service is about the employee, not the customer. Srikumar Rao explains why your employees’ customer service may be lacking, and what steps you need to take as a manager.":1,"#415 Results found for <span ljsid-1=\"\">\"logistica\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"fracciones arancelarias\"</span>":1,"#421 Results found for <span ljsid-1=\"\">\"fracciones arancelarias\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"aduanas\"</span>":1,"#Leadership for a Fractured World":1,"#Although technology can break down boundaries and increase the ability of people to connect, fractures remain in the ways people relate to one another. Fractures are breakdowns that occur across professional, cultural, ethnic, or gender boundaries. People need to work together to solve problems across groups and at all levels of authority. In Leadership for a Fractured World, Dean Williams contends that all leaders must learn to become change agents, people who want to make the world a better place and address the challenges of connecting groups and crossing boundaries.":1,"#No matter how unique a product or service is when it first enters the market, eventually it will be commoditized—or rendered indistinguishable from its competition through hypercompetitive market forces. To avoid the most common commodity traps, you must proactively identify commoditization threats and make the right strategic moves at the right time. In Beating the Commodity Trap, strategy theorist and thought leader Richard A. D’Aveni shares frameworks and strategies for guarding against commoditization while creating new business opportunities.":1,"#Beating the Commodity Trap":1,"#Anthony Flynn, Emily Flynn Vencat":1,"#Do you show maturity and restraint in resolving customer complaints with Operations people, or do you wield a machete on your forays into their work space? 3) The people in Operations have a negative attitude about the sales department, and don't want to cooperate with me. 4) I cannot depend on Operations to take care of my customers; they cannot be trusted to deliver. Do you fail to communicate special customer requests or conditions - and create unexpected crises for the people who support your customers?":1,"#No Results found for <span ljsid-1=\"\">\"aduan\"</span>":1,"#417 Results found for <span ljsid-1=\"\">\"aduanas\"</span>":1,"#Custom Nation":1,"#Departmental Relationships":1,"#In Custom Nation, Anthony Flynn and Emily Flynn Vencat interview innovators and industry leaders from all corners of the global customization revolution to provide a comprehensive guide for anyone interested in doing business in the 21st century. This book defines the current way doing business as distinct from the 20th century model, predicts where it is headed in the near future, and provides a complete guide for how established or startup businesses can get a piece of the customization pie for themselves.":1,"#I Wanted Fries with That":1,"#Anna Saab, Tracie DeFreitas":1,"#Your Accommodation Request Was Denied. Now What?":1,"#Brand Advocates":1,"#You've requested an accommodation at work, but your employer has denied the request. What do you do now? Do you have options under the federal Americans with Disabilities Act (ADA)? If you work for an ADA-covered entity, you do.":1,"#418 Results found for <span ljsid-1=\"\">\"aduan\"</span>":1,"#Injustices occur every day. Instead of suffering in silence, you can learn to stand up for yourself and others and request that those wrongs be made right. In I Wanted Fries with That, Amy Fish offers practical tips that can help you vocalize your requests and complain with civility. Her pragmatic approach will help you learn how to share your concerns, navigate through thorny conversations, and arrive at solutions that are wins for everyone involved.":1,"#So, let me share a story with you about what great collaboration looks like and how it ties to business outcomes. A few years ago, the CFO of a leading law firm noticed something peculiar happening. He noticed that the youngest associates at the firm were all billing less hours than ever before. And this was odd because they were giving them more work, not less work, and as we all know law firms bill by the hour, so it was actually a concern, too. So, when they dug into it, they discovered that the associates were working differently. They had created their own peer Twitter-type network to help each other solve cases faster. Questions such as, “Where's this legal citation?” or “I know we did a case like this, what was the name of this?”":1,"#<strong ljsid-0=\"\"><a ljsid-0-0=\"\">Erica Dhawan</a></strong> is the world’s leading authority on connectional intelligence and the Founder & CEO of Cotential. Recognized as a “branding expert” by the Associated Press, <em ljsid-2=\"\">Fortune</em>, and <em ljsid-4=\"\">Inc.</em> magazine, she consults and speaks for a diverse range of clients, including Google, the World Bank, Morgan Stanley, and Microsoft. Dhawan has an MPA from Harvard University, an MBA from MIT Sloan, and a BS in Economics from The Wharton School.":1,"#by Erica Dhawan":1,"#The first is to ask yourself, of the current problems that you're...":1,"#Second, once you've identified other stakeholders that might be able to participate, ask yourself how could you design a way to engage new stakeholders to contribute to your challenge?":1,"#Clicking this link will redirect to relevant products for the Speaker Erica Dhawan.":1,"#And without specific mandate, they were collaborating effectively across the peer network to help all of them get work done faster, not only reducing billable hours by 10% but leading to a 15% increase in productivity at the exact same time. So now, the law firm is actually using this unique insight around increasing productivity through this unique network to launch a global Twitter work program to help optimize different teams and how they work. They're also reimagining how they sell in the future, not only relying on billable hours but tapping into the undiscovered value of team and group networks.":1,"#The first is to ask yourself, of the current problems that you're facing, who were you currently engaging? And who else cares?":1,"#As companies become more digital, we're all connected, and we all have the capacity to collaborate. But true collaboration in today's companies has to be intelligent. It has to be focused on high value, people, and relationship building.":1,"#And third, how could you continuously measure and reward that cross-stakeholder engagement so that you can create a culture and instill collaboration across your entire team and organization?":1,"#When you design a way to work together around a problem, but engage them to bring their best assets to a tied and shared purpose in the face of uncertainty, that's where the magic happens. If you're looking to become more collaborative, here are few suggestions for you to start.":1,"#The challenge for leaders is to balance individual needs with team directives. The secret to effective collaboration really is individuality. Here are 4 steps to foster true collaboration for each contributor.":1,"#We expect everyone here to be team players. You know, most of us have had a boss who preach teamwork. Some bosses even like to put up posters with slogans like “There is no ‘I’ in team.” Teamwork is essential to organizational success, but you know, too much teamwork can be deadly. That’s the point that Susan Cain, author of <em ljsid-1=\"\">Quiet: The Power of Introverts in A World That Can’t Stop Talking,</em> argues in an essay for the <em ljsid-3=\"\">New York Times</em>. She points out that drawbacks of too much teaming: quoting her, “Research strongly suggests that people are more creative when they enjoy privacy and freedom from interruption.”":1,"#Focus on team. Few things will get done without individuals pooling together. A manager can reinforce collaboration by making it known that individuals must coordinate with one another as well as cooperate too. Sometimes, this means that people will pitch in to help a teammate finish a task when their own work is finished.":1,"#Teamwork is essential to getting things done, and to do it effectively, managers need to draw upon the talents of individuals who have a stake in the outcome.":1,"#Affirm the purpose. The central organizing principle of our project is the “why.” It’s up to managers to let people know how the team is doing, contributes to organizational success.":1,"#Reflect together. There is one other valuable ingredient to effective collaboration: reflection. The perception may be that reflection is a solo endeavor, but many teams have found it valuable to employ in group settings. Managers can stimulate the thinking process by posing key questions for the group to reflect upon in silence and then discuss openly.":1,"#Encourage individualism. The secret to effective collaboration is individual contribution. When people think alike, they shut out alternate viewpoints. True collaboration weighs individual ideas and balances them with what the project needs. In short, teammates build upon the contribution of one another to achieve team goals.":1,"#We expect everyone here to be team players. You know, most of us have had a boss who preach teamwork. Some bosses even like to put up posters with slogans like “There is no ‘I’ in team.” Teamwork is essential to organizational success, but you know, too much teamwork can be deadly. That’s the point that Susan Cain, author of <em ljsid-1=\"\">Quiet: The Power of Introverts in A World That Can’t Stop Talking,</em> argues in an essay for the <em ljsid-3=\"\">New York Times</em>. She points out that drawbacks of too much teaming: quoting her, “Research strongly suggests that people are more creative...":1,"#The 1 Day Refund":1,"#There’s no one right way to lead, but there are many wrong ways. In the fifth edition of The New Leader’s 100 Day Action Plan, George B. Bradt, Jayme A. Check, and John A. Lawler outline a reliable process for leaders to get a head start, manage the right message from day one, and build a successful team of high performers who deliver results. When you align stakeholders around a shared purpose, you create a culture that enables and empowers others to succeed.":1,"#Most of us are pressed for time because we don’t know how to stop the treadmill of our lives. If you’re one of millions of multitaskers who crams as much into every workday as possible but still falls short of meeting goals, you need new strategies to use time more effectively. In The 1 Day Refund, Donna McGeorge shows you how to recover up to a full day each week to help develop your business. This book is for anyone who wants to gain more by doing less.":1,"#The New Leader's 100-Day Action Plan":1,"#After being falsely charged with theft and, later, held at gunpoint during an armed robbery, Matthew Dicks wakes every day with feelings of dread. He worries that if today is his last day on earth, he’ll regret that he didn’t make the most of his time and be overwhelmed by all that he didn’t achieve. Rather than letting his fears consume him, Dicks created a simple strategy that’s changed how he lives his life. In Someday Is Today, he sums up his One-Hundred-Year-Old Plan and offers 22 changes you can make today to live happily, purposely, and productively.":1,"#You don’t need to put in long hours at work to become rich. In The 6-Minute Work Day, Douglas Vermeeren details how you can generate income streams that will enable you to work only six minutes per day, leaving you time and energy to enjoy your life. Vermeeren’s actionable advice shows how much you can do in six minutes, how you can start an income-generating business, how to keep it going, and how you can find a leader to keep it profitable while you enjoy your six-minute day.":1,"#The 6-Minute Work Day":1,"#188 Results found for <span ljsid-1=\"\">\"90 DIAS\"</span>":1,"#An interview with Andrea Jung, chief executive officer (CEO) of Avon Products. Topics discussed include her views regarding need for talent development for reaching organizational goals; emphasis over the enhancement of communication and education being an chief talent development officer; and her suggestions to women and several organization for their success.":1,"#A View from the Top":1,"#The article discusses active listening as a leadership skill that can be used to increase business success. According to the article, 360-degree assessments sometimes indicate that employees believe their supervisors should develop better listening skills. The article states that listeners remain quiet when conversing with others, demonstrate respect, and challenge assumptions. The author describes his experiences developing listening skills and recommends asking clarifying questions and maintaining eye contact with conversation partners. INSET: Listen Like a Woman.":1,"#149 Results found for <span ljsid-1=\"\">\"singing\"</span>":1,"#The Art of Talking Without Talking (2023)":1,"#The art of talking and having a great conversation is truly the art of understanding the concept of a dialogue. Bruce Lee said that the true mastery of martial arts was the art of fighting without fighting. In your next conversation, see if you can identify which tones are used, which words move the conversation forward, and which words cause it to stall.":1,"#In today’s fast-paced and high-stress business world, people try to use multitasking to claw away at their mountains of tasks and responsibilities. Scientific research, however, clearly demonstrates that multitasking decreases productivity as the mind is stretched between two tasks. In Singletasking, Devora Zack shows that focusing on one task at a time is the key to increased productivity. Singletasking is the most efficient and effective way to work. Even so, singletasking is rare in the business world and requires immense intentional effort.":1,"#In this article, the author shares the four steps that contributed to his business organization's success. The author emphasizes on the need to listen to employees when arrives in a new organization, an advice offered by former city manager Frank Benest. He emphasizes how one need to demonstrate to the employees that he has heard them out and that their ideas need to be put into practice. He recommends communicating to the elected officials and the employees and with the public and volunteers.":1,"#Making a Difference":1,"#410 Results found for <span ljsid-1=\"\">\"singing\"</span>":1,"#No Results found for <span ljsid-1=\"\">\"Canto tradicional\"</span>":1,"#Six Simple Rules":1,"#Innovating Lean Six Sigma":1,"#Singletasking":1,"#Lean Six Sigma in the Age of Artificial Intelligence":1,"#Simply Managing":1,"#What Planet Are You On? Six Steps to Simplify Remote Management":1,"#Situationally Speaking":1,"#Minimize and Simplify":1,"#The Six Sigma Way":1,"#160 Results found for <span ljsid-1=\"\">\"Canto tradicional\"</span>":1,"#Zigging When They Zag":1,"#Source: Credit Union Magazine":1,"#Culture Drives Results":1,"#The article discusses the potential of traditional marketing communication. According to Joe Karasin, head of growth marketing at CircleIt, has plans to try some traditional communication strategies during Q4 2022 and Q1 2023 by placing advertisements in nondigital publications and billboards. Tony Gilbert, communications officer at the nonprofit Masonic Medical Research Institute, tells that people respond positively to good old-fashioned paper letters.":1,"#The article relates the statement of Rudy Pereira, chief executive officer of Wisconsin-based Royal Credit Union, about the importance of organizational culture to grow the business.":1,"#The article discusses the foundational elements that contribute to the success of a group. Topics covered include the importance of a sense of belonging to humans, the need for a community which emphasizes that all roles are valued and the need for learning to be done by the expert through to the level below. Also mentioned is the benefit of using the cascading training approach to properly acquire skills and continue generating the success of a group.":1,"#<var hour=\"\"></var>:<var minutes=\"\"></var> minutes":1,"#You are signed in as <var signed_in_as=\"\"></var>":1,"#Nearly every business has a content marketing strategy, which can make it difficult to stand out and build community. However, the oversaturated nature of business-to-business (B2B) marketing presents a real advantage for an organization that’s willing to rethink its process. In B2B Content Marketing Strategy, Devin Bramhall unpacks the common mistakes content marketers make and advocates for a strategy centered around community growth, relationship building, and trust. By focusing on resonance over knowledge, exchange over extraction, and authenticity over branding, you can create a sustainable content marketing strategy that has real impact on your business objectives.":1,"#The New CEO":1,"#The Employee Experience Revolution":1,"#Achieving a CEO position is a major career accomplishment, but it presents a wide range of challenges for those who transition into the role for the first time. In The New CEO, Ty Wiggins, PhD, details the common mistakes made by first-time CEOs and outlines strategies to help you improve your early performance in the role. Switching from working with a team to overseeing an entire organization requires you to communicate clearly, stay connected with all business areas, and be accountable to competing stakeholders. By building a strong leadership team, learning when to accelerate or slow down, and adopting a service leader mindset, you can excel in your first 100 days as a newly minted CEO.":1,"#B2B Content Marketing Strategy":1,"#The lack of meaning along with widespread burnout in many organizations are holding back financial growth and employee well-being. As customer and employee experience plummets across industries, a new opportunity arises for purpose-driven leaders. In The Employee Experience Revolution, John R. DiJulius III and David D. Murray review the current state of employee well-being and outline the actions leaders can take to create a world-class culture that inspires and fulfills. By leading with transparency, communicating with clarity, and developing others with compassion, you can accelerate into the future with human-centric leadership.":1,"#One mentor isn’t enough to support long-term growth. Ruth Gotian introduces the idea of building a “mentoring team” made up of diverse voices, perspectives, and experiences, showing how a more intentional network can broaden your thinking and open new paths for success.":1,"#How to Develop a Network of Support and Insight":1,"#Why Workplace Wellbeing Matters":1,"#I See You":1,"#Workplace wellbeing can be defined by how employees feel at work and about their work. Although many companies believe workplace wellness is important, they often don’t invest in it. In Why Workplace Wellbeing Matters, Jan-Emmanuel De Neve and George Ward offer actionable insights and a data-driven perspective to make a business case for workplace wellbeing.":1,"#In AQ, Liz Tran makes a compelling argument for building agility to thrive in an uncertain world. By learning how you respond to proactive and reactive change, amassing tools for agility, and deploying clear strategies to combat a world marked by CHURN, you can build an agility quotient that will make you an unstoppable force.":1,"#You have the ability to increase your influence, impact, and income. In I See You, coach and CEO Amy Kemp takes you on a journey of self-recognition and women empowerment that begins with being honest about where you are and what you want. Through personal stories, best practices, and hands-on exercises, you’ll create space for growth, uncover what’s inside of you, and recognize the intuition, strength, and clarity you already possess.":1,"#Develop an Inclusive Listening Ear":1,"#To sharpen accent recognition skills, Hansen says leaders must first recognize that everyone has an accent. In the Quartz article \"Accent Bias Is an Unchecked Sign of Racism in the Workplace\", Heather Hansen makes the case that communication is a two-way street. The accent modification specialist and American communications advisor based in Singapore urges leaders to work on developing their accent recognition skills.":1,"#Fawning":1,"#It’s easy to imagine collaboration as a group of skilled colleagues working happily on a clear, defined, and communal goal. However, there’s often more complexity and conflict within collaboration than conventional methodology can account for. In the second edition of Collaborating with the Enemy, Adam Kahane details different types of collaboration and outlines strategies to help you work with those you don’t trust or align with. By reflecting on your inner drives of love, power, and justice; embracing conflict as a natural stage of growth; and prioritizing experimental steps over rigid goals, you can create a wide network of unified collaborators and learn to work with people you don’t really like.":1,"#Collaborating with the Enemy, Second Edition":1,"#In Fawning, Dr. Ingrid Clayton explores the practice of fawning, one of the lesser-discussed approaches to trauma. This practice can involve connecting with an aggressor and even complying with their demands to neutralize danger, but it can take a heavy toll on the person deploying it. She shares tools for unfawning that can help you discover why you engage in this chronic practice and begin the journey toward healing. The book does include references to sexual, physical, and emotional abuse, which are used illustratively but may be triggering. Please read with caution and seek support when needed.":1,"#Accountable Leaders":1,"#Conscious Accountability":1,"#To hold one another accountable, you and your employees must first have clarity, so you each know what you’re accountable for. Garry Ridge explains how you can have meaningful conversations about accountability with your team.":1,"#Every leader wants his or her team members to be accountable. Michael Caito presents 3 coaching steps you can implement to ensure accountability on your team.":1,"#Coaching your People to Be More Accountable":1,"#Almost every leader Peter Fuda meets want to raise accountability in their organizations. By following his 3 methods, you can raise accountability among team members to achieve improved results.":1,"#Raise Accountability to Boost Results":1,"#Keys to Holding Others Accountable":1,"#The key to holding people accountable is for them to hold themselves accountable. By following Dr. Betty Uribe's simple steps, you will be able to hold your people accountable without having to micromanage them.":1,"#Accountability is one of the best written management books that advocate freedom and responsibility without control in managing business organizations that achieves sustainable results in sales growth and overall bottom line performance for many industries. This advocacy professes the belief in granting individuals in a business organization the right and the freedom to make choices that allows people to be personally responsible in their jobs when they are allowed to design and own their jobs, and to create their systems. And for leaders to have faith in their people by believing that everyone wants to be great and that they be trusted to do great things. Control based thinking asserts that controls establish accountability while freedom based thinking says that control stifles accountability and leads to cheating, shortcuts, and passive aggressive behavior to achieve results that in turn defeats accountability. Whereas freedom based environment leads to more productive results in business enterprises since it offers \"intrinsic\" rewards that sustains accountability at all levels while control based environment offers \"extrinsic\" rewards that are themselves subtler forms of control to achieve results.":1,"#In your job, it’s vital to take responsibility and be willing to address challenges. Waldo Waldman discusses the importance of taking accountability for your work and owning the results.":1,"#Be Accountable for Results":1,"#The article focuses on improving organizational learning culture by embedding development into everyday work practices to balance immediate performance demands with future capability building. It highlights core tensions where task-focused environments prioritize efficiency over learning, leading to siloed expertise and missed opportunities for reflection and growth. To address this, it proposes cultivating learning agility through the 4Ps—purpose, process, playground, and proactiveness—which guide motivation, strategy, application, and initiative in learning. The article outlines five fundamental shifts, including integrating learning with work, fostering collective bench strength, promoting two-way feedback, and providing structured learning methods, supported by practical routines to embed these changes. This approach aims to create agile, resilient teams capable of continuous learning amid high-pressure, complex work environments.":1,"#Learning as a Routine":1,"#Onboard New Employees Successfully":1,"#Most company turnover occurs within the first 90 days of hiring. Shane Green presents 4 rules to help you onboard your new hires smoothly and successfully.":1,"#Someday Is Today":1,"#Effective collaboration is achieved only when you can balance individual needs with team needs. John Baldoni offers 4 steps to fostering true collaboration.":1,"#4 Secrets to Team Collaboration":1,"#How to Ensure Accountability on Your Team":1,"#True excellence can only be achieved through accountability. Bernie Banks reveals the five actions you must take to foster accountability.":1,"#Crucial Accountability":1,"#An interview with University of Oregon professor of psychology, Jennifer Freyd, is presented. She discusses the reasons why a response to shocking or traumatic news important. She recommends some things that human resources (HR) professionals should do when hearing traumatic news. She cites the things that should be done by an HR professional when an employee is distraught and inconsolable.":1,"#Active Listening Leads to Business Success":1,"#©2023 by Harvard Business School Publishing Corporation":1,"#Leading Lightly":1,"#The article discusses how a top salesperson can sustain a proper mindset in order to continually stay on top of his peers. It claims that keeping the proper mindset includes being motivated, inspired and educated. It examines the three elements that a salesperson should include in his personal sales success soundtrack to maintain top performance, including music to motivate and staying inspired.":1,"#Pump Up the Volume - Create the Soundtrack of Your Sales Career":1,"#Held to Account":1,"#If a picture is worth 1,000 words and you want people to “see” what you’re saying, doesn’t it make sense to use visual thinking and visual communication tools to bring your ideas to life? That’s the premise executive coach and adjunct professor of leadership Todd Cherches presents in VisuaLeadership. Supported by research, anecdotes, and easy to understand and to implement methodologies, Cherches illustrates how thinking and communicating visually is the best way to capture people’s attention, help them understand what you’re communicating, and ensure they remember your message.":1,"#VisuaLeadership":1,"#Women today are busier than ever, less satisfied, and are looking for answers. In When Women Rise, Dr. Michele Kambolis provides scientifically supported practices, including explicit inspirational meditations and breathing exercises, that help women reawaken their minds, bodies, and souls. By understanding the effects of nature on our bodies, practicing daily rituals, mantras, and meditations, and keeping an openness to healing, we can personally find our unique path toward a more peaceful, healthy, and joyous life.":1,"#When Women Rise":1,"#The article presents advice for managers to address employees with poor attitudes of entitlement. It is noted that problem employees can be unwilling to improve job performance or develop negative habits such as tardiness and absenteeism. Suggestions include cultivating formal and appropriate supervisor-subordinate relationships, avoiding emotional communication with staff, and not rewarding the entire staff for the accomplishments of a few employees.":1,"#Employees with 'Attitude'":1,"#The Insights You Need from Harvard Business Review":1,"#The article discusses anticipated regulations by the U.S. Labor Department Office of Federal Contract Compliance Programs (OFCCP) regarding the hiring and employment individuals with disabilities as of January 2014. Topics include compliance measures by federal contractors and suggestions for the hiring process, including training programs and recruitment strategies for hiring managers, changes to human resources information systems, and data collection.":1,"#Attorneys, Consultant Provide 'Game Plan' for OFCCP's Rules":1,"#Simplify the organization’s product...":1,"#By Christian Schuh, Wolfgang Schnellbächer, and Daniel Weise":1,"#ISBN: 978-1-64782-596-6":1,"#ChunkLoadError at d.f.j (https://accel.ebscolearning.com/MFE-Content-Navigation-Product/remoteEntry.js:1:14394) at https://accel.ebscolearning.com/MFE-Content-Navigation-Product/remoteEntry.js:1:5867 at Array.reduce (<anonymous>) at d.e (https://accel.ebscolearning.com/MFE-Content-Navigation-Product/remoteEntry.js:1:5846) at ./Footer (https://accel.ebscolearning.com/MFE-Content-Navigation-Product/remoteEntry.js:1:1301) at a (https://accel.ebscolearning.com/MFE-Content-Navigation-Product/remoteEntry.js:1:1583) at a (https://accel.ebscolearning.com/single.ba9ce55dd5291ae825e1.js:1:12375) at d (https://accel.ebscolearning.com/single.ba9ce55dd5291ae825e1.js:1:12495) at a (https://accel.ebscolearning.com/single.ba9ce55dd5291ae825e1.js:1:12404) at https://accel.ebscolearning.com/single.ba9ce55dd5291ae825e1.js:1:12580":1,"#Brian Bedford, Julie Miller":1,"#Document the big insights from the session real-time, in vivid ways. Don't just track action items. Chronicle \"aha\" moments in ways that easily bring them back to life, hiring a graphic recorder, photographing key flip charts, or having people tell the story of the biggest insight from the meeting are all ways to make it easier to reactivate important insights later. Also, dedicate some time near the end of the meeting for individuals or intact teams to really think through next steps, revisiting their priorities and determining whether they can commit and truly deliver on new action items.":1,"#Emphasizing Employee Listening Improving the employee experience means listening to employee needs. Make sure the organization is using employee communication channels to keep employees in tune with the organization. By going back to building trust with employees, creating a flexible environment, and relying on our employee listening strategy, we can create a better workplace culture that employees want to be a part of. Through our reliable employee listening strategies, we were able to create an engaging work experience and deliver the flexible, inclusive, supportive, collaborative, and caring culture employees were craving.":1,"#Inventory Strategy":1,"#Lean Manufacturing, Six Sigma, and other high-efficiency/low-cost operational strategies, with their relentless focus on keeping inventory at the lowest possible levels at all times, have been the rage for quite some time. However, these strategies often cause significant stress to supply chain managers and produce mixed results. In Inventory Strategy, supply chain expert Edward H. Frazelle makes the case that the lowest amount of inventory is not always the best amount. He believes that inventory management cannot be viewed as a single, independent entity. Rather, it is part of an optimized business strategy that takes into consideration financial, service, and operational factors in determining the right inventory levels for achieving the best return on investment in any situation at any given time. Frazelle shares how the principles of his RightStock™ model and RightChain™ process can help any business determine the optimum inventory levels for any circumstance.":1,"#4 Steps to Improving Execution":1,"#In order for your team to become truly high-performing, it must be able to execute effectively. Elizabeth Doty gives leaders 4 suggestions that can help to translate your team’s insights into execution over time.":1,"#Hold Others Accountable with Clarity":1,"#Improving and maintaining shareholder value keeps companies healthy. The supply chain drives economic profit, which in turn drives shareholder value. In Harvard Business School Publishing title The New Supply Chain Agenda, three experts provide a five-point strategy for achieving supply chain excellence. Reuben E. Slone, J. Paul Dittmann, and John T. Mentzer draw on their collective industry and academic expertise, as well as an extensive database built on in-depth supply chain audits and forum contributions, to explain the five levers for controlling the performance of critical steps within the process.":1,"#A supply chain includes all components of a business responsible for gathering the materials and services required to make a product, as well as the manufacture and shipment of the product to stores and, ultimately, customers. Each year, American companies spend more than one trillion dollars on their supply chains, yet few of them know the best ways to manage their supply chains or make them more efficient. In Supply Chain Management Best Practices, veteran business journalist David Blanchard explains how successful businesses have taken new approaches to managing their supply chains that allow them to ship products to customers faster while reducing costs and making supply chain management an integral part of their organizations.":1,"#The Market-Driven Supply Chain":1,"#Supply Chain Management Best Practices":1,"#Supply Chain Risk":1,"#The increase in the number and frequency of natural and man-made catastrophes has forced multi-national corporations to focus on the security of their supply chains by evaluating risks. Reducing internal risks by outsourcing processes has exposed corporations to external risks to their supply chains. Their strategies to reduce labor and inventory costs over the past three decades have, in essence, externalized costs until a disaster occurs. In Supply Chain Risk, John Manners-Bell examines various forms of risk to supply chains and explores ways that businesses have improved the resilience of their supply chains in the face of random and indiscriminate external forces.":1,"#For the last 40 years, supply-driven sales and operations planning (S&OP) has been a consistent management process for the manufacturing and distribution of consumer and industrial products. However, in today’s customer-centric world, demand now dominates product variation and complexity and has sparked extreme service demands. In this climate, supply-driven S&OP has resulted in higher inventories, lower manufacturing productivity, and decreases in distribution efficiency. According to Robert Burrows, in order for good companies to survive and thrive, market segments—and developing strategies for each segment—must drive true S&OP vision. The Market-Driven Supply Chain gives businesses and organizations a new way to look at the supply chain and offers an unprecedented opportunity to achieve competitive advantage, deliver customer value, and generate free cash flow.":1,"#The New Supply Chain Agenda":1,"#In today’s global business environment, supply chains are essential for effective and efficient trade. Current supply chains can no longer be viewed as simple chains; instead, they are complicated networks that rely on technology and flows of information. In Global Supply Chain Ecosystems, Mark Millar discusses the high-priority issues facing supply chain professionals and offers insights into what factors promote supply chain success.":1,"#Accountability is the foundation upon which all personal success is built. In Uncommon Accountability, New York Times best-selling authors and execution experts Brain P. Moran and Michael Lennington explore what it means to be accountable. You’ll learn how to harness accountability to drive growth, learning, and results; shift from an “I have to” mindset to an “I choose to” mindset; and stop managing by using negative consequences.":1,"#Accountability must flow throughout an organization for it to run smoothly. Saar Gillai presents a simple, 3-part strategy for driving team accountability.":1,"#Driving Team Accountability: The Good, Bad, and Ugly":1,"#Uncommon Accountability":1,"#What's on employees' minds? Managers proactively seek employee feedback when making decisions, and action occurs at multiple points in the organization. For it's The State of Employee Listening report, the organization interviewed HR decision makers from more than 600 global organizations with 1,000 or more employees about their current employee listening strategy and plans for the future.":1,"#Listening Skills":1,"#Are You Listening?":1,"#Crossing Borders":1,"#The article focuses on four project managers and how they dealt with culture clashes and differences between where they work and their countries of origin. It comments on automobile manufacturer PSA Peugeot Citroen project manager William Passos and problems he encountered managing a project in Buenos Aires, Argentina due to his being in his 20s. It talks about PMO Academy Ltd. project manager Sharon Mullan and her observation of cultural differences between Britain and Asia.":1,"#Whether you're a manager, leader, or employee, you must be accountable to yourself as well as others. Adopting a mindset of accountability will help you achieve results and even transform your organization.":1,"#Building Accountability":1,"#Listening to Your Emotions":1,"#Listening to your emotions can be difficult, but it's the best way to understand who you are and what you need. Learn how to interpret your internal voice to better manage change and conflict, both in your personal and professional life.":1,"#Listening is a critical skill for people’s professional and personal lives. Thuy Sindell presents 2 styles of listening leaders can adopt to become more effective listeners.":1,"#The article discusses the labor law for supervisors. Topics mention including the uses of mediation as a means in resolving the employer-employee disputes in the employment discrimination cases, helping the employer and employee in crafting a win-win solution such as cultivating a positive employment relationship, good faith interaction and accommodation provisions.":1,"#The article offers suggestions to move businesses into the new markets. It mentions that the business enterprises should know where there customers lies the most and recommends to learn the business processes in the area such as government regulations, customs procedures, and infrastructure. It states that businesses need to connect with their customers which helps in global expansion of the business and informs that consumers demand the convenience of delivery of products as in the U.S.":1,"#Growing (Even More) Global":1,"#The article offers suggestions for developing culturally competent talent in organizations. Topics include developing cross-cultural communication; creating cultural dimensions; focusing on cross-cultural performance improvement; introducing cross-cultural coaching; offering cross-cultural training; and introducing activities like expatriate assignments, and online learning.":1,"#Prepare for Arrival":1,"#Executives from eight multicultural agencies Ad Age spoke with said that putting the Latino population under a general \"Hispanic\" label is a mistake when trying to reach the audience. Latinos accounted for more than half of the United States' population growth and the demographic now makes up nearly 19% of the country's total population, according to data from the U.S.":1,"#Advertising to the U.S. Latinx community":1,"#An interview with Antonio Nieto-Rodriguez, project manager at Immediate Past Chair, is presented. When asked about the consequence of increased competition on projects, he talks about new projects and new opportunities for project managers. Nieto-Rodriguez also talks about the importance of leadership skills and strategic management in project management; and \"coopetition,\" which involves cooperation between two or more competing organizations.":1,"#The Challenges -- and Opportunities -- of Increased Global Competition":1,"#\"Cost-cutting measures\" is a familiar byline on the financial statements of most companies these days. Employee morale, however, does not have to be cut along with expenditures. You can motivate workers without spending an extra dime. That process begins with a listening ear.":1,"#Listen to What's Really Going On":1,"#by Elizabeth Doty":1,"#Clicking this link will redirect to relevant products for the Speaker Elizabeth Doty.":1,"#Source: HR Focus":1,"#Clicking this link will redirect to relevant products for the Speaker Howard Guttman.":1,"#Recently Viewed <span ljsid-2=\"\">(31)</span>":1,"#Building Trust, Belonging, and Team Connection":1,"#Trust is the foundation of every high-performing team. This learning path explores how leaders can build trust, demonstrate empathy, foster belonging, and create psychologically safe environments where people feel comfortable speaking up, sharing ideas, and working together effectively. Learn practical approaches for strengthening relationships, deepening team connection, and creating a culture where everyone can thrive.":1,"#Este sitio web utiliza tecnologías como cookies para habilitar la funcionalidad esencial del sitio, así como para analítica, personalización y publicidad dirigida. Para obtener más información, consulte el siguiente enlace:":1,"#The author offers her suggestions to improve one’s resilience to manage the stress. She suggests to make connections and building relationships with people by creating a strong network, maintain self-perception in stressful situation, and discover the inner strength, to be aware of self-worth and self-awareness.":1,"#Building Resilience":1,"#Bricks Matter":1,"#In Bricks Matter, Lora Cecere and Charles Chase, Jr., reveal the insights of 75 supply chain pioneers. They chart the evolution from inwardly focused, supply-oriented supply chain management toward agile, resilient, market-driven supply chains. Today companies aspire to transform their supply chains into value networks that can sense channel data in real time and run it though horizontal processes to shape demand and respond quickly to increasingly volatile markets. They model the stages of supply chain evolution and predict that “Supply Chain 2020” will face higher demands for compliance, corporate responsibility, and microtargeting; it will leverage developments in everything from social media to digital manufacturing and forecasting tools to provide more value for companies and customers.":1,"#Cascade Training":1,"#Global Supply Chain Ecosystems":1,"#Why Businesses Need Diplomacy":1,"#The article discusses how globalization has changed the landscape of the international businesses and mentions how businesses operate in several countries, engage in negotiation and development of trade standards. Topics discussed include cultural clashes to be faced by firms engaging in internationalization, increasing power of stakeholders, which businesses are seldom prepared to handle and how companies in New Zealand form partnerships and expand into emerging markets overseas.":1,"#In our society, people are conditioned to form answers and hold firm to them. This conditioning starts early. In their beginning school years, students are cautioned against changing their answers on tests and quizzes. Instead, they’re taught to stick with their first instincts and push forward with confidence. But thanks to extensive research, psychologists and others now see the flaws in this practice. Adam Grant is one of the psychologists who believes there’s value to rethinking, revising, and unlearning what people know to be “true.” In Think Again, Grant, a Wharton professor, best-selling author, and popular TEDx speaker, helps people in all fields see the importance of rethinking at work and in life. He explains how they can coach themselves and others toward rethinking and create something that matters: building a community of people who are willing to reconsider their perspectives to find new wisdom.":1,"#Think Again":1,"#In Enterprise Supply Chain Management, Vivek Sehgal takes a comprehensive look at the role of supply chains within a variety of industries and organizations. Supply chain management evolved out of a need to manage the complex flow of resources required to support a business enterprise. To maximize profits, a company should aim to achieve a better flow of resources than its competitors. Since supply chain processes affect the costs of planning and operations, efficient supply chain management can create opportunities to reduce the cost of goods sold, improve asset turnover, and ultimately enhance the profitability of an organization.":1},"version":204613}]