5 Ways Leaders Rock Employee Recognition
By Meghan M. Biro | Forbes
We are all aware that employee recognition is a successful practice to engage and retain employees, but we also know how difficult it is. We forget, we do too late, we seem half-hearted . Let’s read some suggestions from Forbes on how we can improve.
Continue on Forbes
What managers need to know about motivating employees
By Darren Tracey | Staffmotivationmatters
In this article we can refresh the meaning of motivation, the importance of recognition and the role of managers in driving it. Nothing especially new but, let’s refocus, sometimes it is just a matter of attention. Continue on staffmotivationmatters
Saturday, September 7, 2013
The organizational challenges of the internazionalization
The challenging relation between foreign HQ and local Chinese subsidiary, the supporting role of HR
By Giorgia Madonno | “Il Quaderno” Italian Chamber of Commerce in China
A critical aspect that several foreign companies must face in managing a local branch or a production site in China is the challenging relationship between the Head Quarter and the local subsidiary. This challenge involves in particular the following aspects:
The Corporate vague perception of the local reality and the difficulty of building a trust relation between Corporate and local subsidiary.
The balance between decentralization and centralization in the organization and decision-making process.
The communication processes between Headquarter and local branch.
Friday, September 6, 2013
Developing a coaching culture in the company
By Giorgia Madonno
Marco Polo Consulting
Posted September 06, 2013
How to develop a coaching culture in your company, how to use internal coaches.
Let's see this video about an interesting business case
Developing a coaching culture: Asterys business case
Are leaders equipped to cope with adaptive change?
By Giorgia Madonno
Marco Polo Consulting
Posted September 06, 2013
Are leaders equipped to cope with adaptive change?
Leadership & Career management books - recommended by us (1)
The Leadership Pipeline: How to Build the Leadership by Ram Charan, Stephen Drotter, James Noel
An updated and revised version of the bestselling The Leadership Pipeline - the critical resource for how companies can grow leaders from the inside. In business, leadership at every level is a requisite for company survival. Yet the leadership pipeline -the internal strategy to grow leaders - in many companies is dry or nonexistent. Drawing on their experiences at many Fortune 500 companies, the authors show how organizations can develop leadership at every level by identifying future leaders, assessing their corporate confidence, planning their development, and measuring their results. New to this edition is 65 pages of new material to update the model, share new stories and add new advice based on the ten more years of experience. The authors have also added a "Frequently Asked Questions" section to the end of each chapter.
The book describes very clearly which are the different requirements from each Leadership career step in terms of skills, values, Time focus and suggest learning actions aimed to develop people for the next transition
Leadership career steps:
1) Individual Constributors
2) Manager of others
2) Manager of managers
3) Functional Manager
4) Business Manager
5) Group Manager
6) Enterprise manager
An updated and revised version of the bestselling The Leadership Pipeline - the critical resource for how companies can grow leaders from the inside. In business, leadership at every level is a requisite for company survival. Yet the leadership pipeline -the internal strategy to grow leaders - in many companies is dry or nonexistent. Drawing on their experiences at many Fortune 500 companies, the authors show how organizations can develop leadership at every level by identifying future leaders, assessing their corporate confidence, planning their development, and measuring their results. New to this edition is 65 pages of new material to update the model, share new stories and add new advice based on the ten more years of experience. The authors have also added a "Frequently Asked Questions" section to the end of each chapter.
The book describes very clearly which are the different requirements from each Leadership career step in terms of skills, values, Time focus and suggest learning actions aimed to develop people for the next transition
Leadership career steps:
1) Individual Constributors
2) Manager of others
2) Manager of managers
3) Functional Manager
4) Business Manager
5) Group Manager
6) Enterprise manager
Herminia's Blog: Top 50 Ranking of China's Business Leaders Exposes...
By Giorgia Madonno
Marco Polo Consulting
Posted September 06, 2013
Herminia's Blog: Top 50 Ranking of China's Business Leaders Exposes...: "A general who fears to unsheathe his sword is not a good general," says Mr. Li Jiaxiang , Chairman of Air China from 2004 to 200...
You cannot change other people behaviors but you can change your reaction to them
By Giorgia Madonno
Marco Polo Consulting
Posted September 06, 2013
Harvard Business Review's video: Defuse difficult people.
How to deal with difficult people and their bad behaviors?
1) Shift your attention to your own feeling and thoughts
2) Respond with not judgemental observations
3) Ask a thoughtful observation
Thursday, September 5, 2013
Managing generation Y in China
By Giorgia Madonno
Marco Polo Consulting
Marco Polo Consulting
Posted September 05, 2013
Your team members in China are from Generation Y?
See what Bloomerang Business
week suggests in order to manage them effectively
Working with China's Generation Y - Bloomerang Business week
Population demographics make
it essential to understand the priorities of Chinese employees born in the
1980s: They make up about 50% of the country's current working-age population.
Although local and foreign organizations in China must learn to manage Gen Ys
effectively to remain successful, they are struggling. In a previous article, Reckoning with Chinese
Generation Y, we introduced our research showing that urban Chinese Gen Y members are
smart and well-educated. While they hold on to many traditional values, they
are beginning to challenge the preeminence of hierarchy.
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