Boss or leader?

April 28, 2014

By  via inc.com   Article

Are You a Boss or a Leader?

“1. A boss knows it all; a leader is always learning.

2. A boss gives answers; a leader seeks solutions.

3. A boss talks more than listens; a leader listens more than talks.

4. A boss directs; a leader coaches.

5. A boss criticizes; a leader encourages.

6. A boss identifies weaknesses; a leader identifies natural gifts.

7. A boss is all about ‘me;’ a leader is all about ‘we.’

8. A boss places blame; a leader takes accountability.

9. A boss protects her ego; a leader reveals her vulnerability.

10. A boss demands results; a leader inspires performance.

Every team has a boss, but they really need a leader.  Start leading today!”


You do look fat

April 28, 2014

By Anita Bruzzese via quickbase.intuit.com   Article

Why You Hate Feedback and How to Learn to Love It

“This morning your mirror confirmed that yes, indeed, you do look fat in those pants. Your new puppy let you know that your house-training efforts are not working. … No matter where we get feedback – from our dog or our boss – it can be difficult to take. …

Strong feelings, often evoked by feedback, can accompany chemicals that alter how we process information and can distort the feedback we are hearing It’s something they call the ‘Google bias,’ which means one lone criticism of your tardiness at work by a colleague can trigger an assessment of your entire life. …

While it’s clear not all of us love getting feedback, the research shows that those who seek it out – especially the negative kind—are seen as more competent and can settle into new roles more quickly. They also fare better on performance reviews.

Helpful feedback

If you’re ready to get ahead at work, here are some ways to solicit feedback that is likely to be helpful, they say:

  1. Be specific. Don’t ask, “Do you have any feedback for me?” Instead, ask something like “What’s one thing you see me doing – or failing to do – that’s getting in my own way?”
  2. Seek out those who rub you the wrong way. People we like and who like us in return aren’t going to point out areas to improve since they probably think everything is great. Look for the colleague you clash with and ask the question listed above. You’re likely to gain insight into what you do to bug that person, and also make some headway in improving the relationship.
  3. Write it down. If you feel the feedback you’ve received is way off, write down what is wrong with it and what might be right. It just might be that there’s one thing that can give you the insight you need.”

Furor over gay rights

April 28, 2014

By The Associated Press via npr.org   Article

Mozilla CEO Resigns After Furor Over Gay Rights

“Mozilla co-founder Brendan Eich is stepping down as CEO and leaving the company following protests over his support of a gay marriage ban in California. … At issue was Eich’s $1,000 donation in 2008 to the campaign to pass California’s Proposition 8, a constitutional amendment that outlawed same-sex marriages. …

Eich’s contribution had drawn negative attention in the past but took on more weight when he was named CEO. Mozilla employees and users criticized the move on Twitter and elsewhere online. …

The departure raises questions about how far corporate leaders are allowed to go in expressing their political views. …

The onus is also on the corporation and its board to assess whether anything that a candidate has done or said in the past will adversely affect the company’s reputation, said Microsoft Corp. Chairman John Thompson, who led a five-month search that culminated in Microsoft hiring Satya Nadella as its new CEO in February.

‘When you run a public company or any visible organization, what you think and what you say is always going to affect the company,’ said Thompson, ‘You have to be mindful of how things you do and say will affect your customers, your employees and your investors.’

Eich said in a statement Thursday that Mozilla’s mission is ‘bigger than any one of us, and under the present circumstances, I cannot be an effective leader.’

Mozilla chairwoman Mitchell Baker apologized for the company’s actions in an open letter online Thursday, saying that Eich is stepping down for the company’s sake. … She said that Mozilla believes both in equality and freedom of speech and that ‘figuring out how to stand for both at the same time can be hard.’ “


Let’s go get them

April 28, 2014

By William Saletan via inc.com   Article

Purge All the Bigot CEOs

“Brendan Eich is gone. The creator of JavaScript and co-founder of mozilla.org has quit as Mozilla’s CEO, forced out by the uproar over a donation he made six years ago to a ballot measure against gay marriage. There’s no record of Eich discriminating against gay employees …

Some of my colleagues are celebrating. They call Eich a bigot who got what he deserved. I agree. But let’s not stop here. If we’re serious about enforcing the new standard, thousands of other employees who donated to the same anti-gay ballot measure must be punished.

More than 35,000 people gave money to the campaign for Proposition 8, the 2008 ballot measure that declared, ‘Only marriage between a man and a woman is valid or recognized in California.’  If you organize the data by company, you can add up the total number of donors and dollars that came from people associated with that company.

… other companies, including other tech firms, substantially outscored Mozilla in pro-Prop 8 contributions attributed to their employees. That includes Adobe, Apple, Google, Microsoft, Oracle, Sun Microsystems, and Yahoo, as well as Disney, DreamWorks, Gap, and Warner Bros.

Thirty-seven companies in the database are linked to more than 1,300 employees who gave nearly $1 million in combined contributions to the campaign for Prop 8. Twenty-five tech companies are linked to 435 employees who gave more than $300,000. Many of these employees gave $1,000 apiece, if not more. Some, like Eich, are probably senior executives.

Why do these bigots still have jobs? Let’s go get them. … If we’re serious about taking down corporate officers who supported Proposition 8, and boycotting employers who promote them, we’d better get cracking on the rest of the list. Otherwise, perhaps we should put down the pitchforks.”

 


The large cost of small lies

April 28, 2014

By Rebekah Campbell via boss.blogs.nytimes.com   Article

The Surprisingly Large Cost of Telling Small Lies

“I know that lying is bad and telling the truth is good — we learn that as children. But the secret to success? I looked at Peter, confused and skeptical. He nodded and assured me, ‘Complete honesty is the access to ultimate power.’

As we spoke, I started thinking about the little lies I tell every day — often without thinking about it, but not always. I have been guilty of exaggerating a metric here or there or omitting facts for my own advantage. Each time, there is a little voice inside my head that tells me it is the wrong thing to do. I have wondered whether everyone does this or whether it is just me. Could this be what has been holding me back?

I did some research and it seems most of us lie quite a bit. A study by the University of Massachusetts found that 60 percent of adults could not have a 10-minute conversation without lying at least once. …

Peter maintains that telling lies is the No. 1 reason entrepreneurs fail. Not because telling lies makes you a bad person but because the act of lying plucks you from the present, preventing you from facing what is really going on in your world. Every time you overreport a metric, underreport a cost, are less than honest with a client or a member of your team, you create a false reality and you start living in it.

You know the right path to take and choose another, and in so doing you lose control of the situation. Now, rather than tackling the problem head on, you have to manage the fallout from the lie. I know people who seem to have spent their entire careers inflating the truth and then fighting to meet the expectations they have set.”


Most hated is most profitable

April 28, 2014

By  via businessweek.com   Article

The Most Hated U.S. Airline Is Also the Most Profitable

Spirit Airlines (SAVE) inspires a special kind of wrath among the American traveling public: It’s the industry leader in customer complaints by a wide margin. Over the last five years, Spirit’s rate of complaints to the Department of Transportation was three times higher than other U.S. airlines ….

This is not the first time Spirit has been dinged for customer dissatisfaction. Last year it was the lowest-scoring carrier in a Consumer Reports survey of 16,000 readers. ‘Poor service, poor communication, poor quality,’ a commenter at airline-rating firm Skytrax wrote this week. ‘You couldn’t even make up how bad they are.’

In spite of the rancor it inspires, Spirit has become the most profitable U.S. airline in terms of its operating margin and return on invested capital. Spirit’s 16.2 percent margin is highest among U.S. public airlines, as is its 26 percent return on capital, according to data compiled by Bloomberg. …  Spirit shares have gained 439 percent since its mid-2011 public offering at $12.

the low-cost model rightly treats airfare as a utility. ‘There really does not need to be a service component attached to consuming airfare.’ To that end, Spirit, along with other ultralow-cost carriers, has done all it can to drive ticket prices as close to zero as possible. The point is to attract new customers with low fares, then squeeze them into a spartan, cramped cabin and charge them for any and all amenities: water, carry-on bags, seat assignments, and the like. Spirit’s planes pack far more seats in the cabin than do other airlines, 178 on anAirbus (AIR:FP) A320—that’s 28 more than on the same plane at United Airlines(UAL) or JetBlue. And Spirit’s seats don’t recline.

On the flip side of this financial success, Spirit is still growing rapidly. It plans to almost triple its 54-jet fleet by 2021.”


Let’s tear apart everything

April 21, 2014

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