Congratulations to Charlotte Westerhaus-Renfrow, clinical assistant professor of management and business law, who received the 2018 Samuel S. Dargan Award, presented by the Indiana University Maurer School of Law’s Black Law Student Association (BLSA).
The desire to do fulfill one’s desire to help the company should not out-weigh the overall welfare of the customer or client. Leaders should consider stepping back from setting unrealistic performance goals that invite people to cheat or make compromised choices. Anyone having an impulse to commit an unethical act, even if they truly believe their efforts will help a client of customer, may want to think again and ask themselves the following questions: If this made front page news how would it make me look? How would it affect my brand reputation? Would I be ashamed? Embarrassed? How will it hurt my customer or client?
Feedback is essential to helping us grow—whether that be at work or at home. In the words of Bill Gates, “We all need people who give us feedback. That’s how we improve.” So now is the time to dance on the tightrope of constructive feedback like a pro. It’s not a stunt, it’s a necessity.
Although anger can be a highly motivating tactic in certain negotiations, it can boomerang back at you and hurt your chances of success. So, before you blow up in anger during a negotiation, perhaps you should ask yourself this: Is your preferred outcome worth the likely repercussion that will follow? If not, don't get angry. Remember, what goes around, comes around.
“Bad apples” can most certainly turn a company’s culture into “a rotten barrel.” But what effect are these unethical behaviors having on the “good apples” – those dedicated employees at all levels of an organization who have a strong and positive ethical base, but who are working side-by-side with the “bad apples?
The common denominator in bro culture workplaces is an impenetrable career-related glass ceiling for women and others who cannot or do not emulate fellow bros employees’ behaviors and attitudes. Unfortunately, bro culture’s most insidious workplace undercurrents are created when male employees become comfortable with, or insensitive to, sexually harassing behavior directed at female and male employees. Moreover, many of these bros truly believe their employers hire and promote women not for their talent and expertise, but because of politically correct mandates for diversity and inclusion.
Sharing information with employees and customers can enable workspace awareness, build trust and help companies achieve goals. Moreover, transparency can enable better decision making. But transparency also has an opposite side – a “blind side” of excessively sharing critical information that can backfire and threaten to cause more business pain than gain for everyone.
Yes, it is important to embrace Millennial workers’ unique attributes. On the other hand, Millennials also need to turn the generational mirror outward and acknowledge the stellar contributions of older employees’ workers.
The need for a group to conform – Groupthink – is an all too common ailment that can adversely affect good people and healthy groups, making them inefficient, unproductive, and dysfunctional. In order for groups to make sound decisions, leaders need to take the time to create a work environment where diverse points of view are not only welcomed but also valued.
The road of comeback is far from easy. However, resilience is the key to a successful comeback and is measured by the speed and fullness of the recovery from difficulties. Resilient organizations bounce back from setbacks, regain momentum, and find new footing.
So how to start out on the road towards earning that extra million? First and foremost, recognize the initial offer is just that – an offer. It’s a starting point for what’s to come; now, it’s game on!
If you are negotiating for yourself or on behalf of your company or client, you have a responsibility to get the best deal possible in each and every negotiation. While you can’t prevent your counterpart from lying, you can effectuate strategies that will prevent you from being duped and the deal going up in flames.
If there is a good chance that online apologies are so very tricky and can also deplete a leader’s self-worth like Kryptonite saps Superman’s (or Superwoman for that matter) strength, should leaders post apologies via social media