I saw a cartoon years ago that showed people sitting around a table looking bored and drinking coffee. The caption read: “Purpose of Today’s Meeting: Avoid Work and Eat Donuts.” I had a chuckle at the time, but also a painful twinge of recognition.
Team members at Google are challenged in much the same way as nearly everyone else in corporate life. To get things done, they need to come together fast and tackle complex tasks that have no easy solutions. But Google loves to take on huge challenges (driverless car, anyone?) and a team of Google researchers recently set out to find the workplace equivalent of The Holy Grail: a perfect team.
Most of us have had a bad boss. If you google “bad boss,” you’ll find hundreds of references. They all have one premise in common—bad bosses are bad news. My take is that the quality of bad boss ranges on a continuum, from mildly ineffective to criminal. Let’s look at three examples and approaches for each one.
As the economy strengthens, many organizations are coming to grips with leadership challenges – and, specifically, the need to more quickly develop a deeper bench of future leaders. The unrelenting war for talent and the pace of Baby Boomer retirement patterns are two of the issues fueling the leadership imperatives at many organizations.