Leadership Evolution: Adapt or Die!

by Dov Baron

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I think you’d agree: The greatest leaders are those who are most adaptive. Maybe you, in fact, are a leader and understand that to be the best, you must keep adapting and growing. As such, your organization must do the same. If you carry these beliefs, it’s likely you’ve been a leader for a long time, and your organization has what appears to be an established culture.

Has your culture adapted, however, so that it’s ready for the largest worker influx in history, the Millennials? Do you have a culture that actually does — and will continue to — generate fierce loyalty? To answer these questions, we will have to take a step back and look at what it takes to generate fierce loyalty in your people — and, more specifically, what drives people and keeps them engaged. As I specifically outline in my upcoming book, “Fiercely Loyal: How High Performance Companies Develop and Retain Top Talent,” the Millennial workforce is motivated by very different factors than the previous generations.

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Where are the Performance Leaks in Your Organization?

by Emily Capito

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As your organization grows, you acquire certain necessary luxuries like a Human Resources department, quality control specialists, new locations and layers of middle management. The very characteristics that delineate a mature organization from a fledgling startup are also ripe to be your weakest links.

This is why David can beat Goliath: David’s team is small, excited and wickedly efficient. Goliath might boast in-house attorneys and a 10-year strategic plan, but his organization is leaking productivity, energy and morale by the ton. In this increasingly startup-friendly environment, it’s critical to identify and repair the performance leaks in your organization.

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Teaming of Operating Partners and CEOs Following Add-On Acquisitions

by Rob Steinberg

via Getty Images

For the first time ever, add-on acquisitions have exceeded platform buy-outs. According to Pitchbook add-on acquisitions accounted for a surprising 53 percent of all buy-outs in 2013, while platform buy-outs fell to 32 percent of all deals in 2013 — the smallest level ever.

The focus on add-on acquisitions stems from the difficulty of growing the bottom line through traditional operational improvements.  The old tool kit of cutting your way to greater profitability by terminating personnel, removing extraneous product lines and reducing inventory levels is far less available as, post-recession, most companies have trimmed down or died.

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High Performers, Not Headaches

by Sally Hogshead

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A lot of times when I talk with business owners, entrepreneurs and leaders within companies, the qualities that help them succeed are very different from the qualities of their support staff. There is this breakdown of communication between the leader and the people who are supporting that leader.

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Analysts See Jump in Big Businesses Hiring Online

by Darrell Jones

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recent study by Staffing Industry Analysts (SIA) reveals that mid-market and enterprise companies are turning to online freelance teams at record pace. Centered around research conducted by the SIA team, the article reports that 10 percent of firms now employing a contingent workforce plan to use online staffing in the next two years. This is a dramatic increase from last year’s SIA study, where similar estimates were at 3 percent.

SIA asked Jon Diller, VP of Enterprise Solutions at Elance-oDesk, for his take on the trends behind the uptick in online hiring. He pointed to three key reasons for the increased adoption of online staffing by large companies:

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