The telecommunications carrier that has been on everyone's lips concerning innovation is T-Mobile USA. Formerly a full subsidiary of Deutsche Telekom, the German telecommunications behemoth, now T-Mobile USA, is publicly listed (TMUS) and only 67% owned by Deutsche Telekom. How did a boring 4th place American carrier become one of the hottest and innovative telecommunications companies?
We made the mistake of overlooking the "fit factor" before, and morale and productivity plunged. It was difficult to turn it all around. Now we prioritize compatibility during the hiring process -- we want people who work hard and play hard together. Attention to culture fit has not only made our company a better place to work, it's boosted our ROI.
Our growing love of healthy and sustainable food doesn't necessarily translate into a growing love of cooking. Many people who want to eat healthy and interesting meals don't have the time, nor the inclination to cook. Enter the meal-kit service business, estimated to grow to $3 billion in the coming years.
In the post-recession economy, markets are changing faster than the mighty corporations of old can keep up with. To combat the epidemic of nimble startups, corporations are advocating fresh thinking such as prototyping, failing fast and quick iterations based on customer feedback. But few, if any, corporations have been able to point to any concrete successes, no matter the size. Why is that?
The definition of a traditional career does not lend well in today's innovation and technology driven economy. Workplaces are changing. No longer must you come into the office everyday for business meetings when you can stay at home and with a click of a button, video conference with executives around the world.
Success defines many of us. We are often judged by our lifestyle, our clothes, our cars and the company we keep. Whether we truly love the work we do and look beyond our job status as a way of validating ourselves varies from person to person. If ambition trumps all else, here are 10 ways that it can wreck your career.
Prof. MacDonald said that if your personal life jeopardizes your professional or public role, it's reasonable to expect you to warn potential employers, but only really substantial risks need to be divulged. On the employer's side, if a lot hangs on their employees being "squeaky-clean," it's up to them to do a thorough background check.
Truth is, that wasn't normal by any means. As a society, our relationship with homeless people is simple; either you drop a coin or walk by. It's impossible to connect with people as people because we let ourselves get divided only by borders, but also by our occupations, social status, and other arbitrary self-imposed barriers.
If not repaired, the unhappy Gen Xers who will remain in organizations will be unable to pick up the slack caused by retiring boomers and will stall the development of millennials. Gen Xers are currently supervising millennials bosses. So when observers warn of millennials leaving the workforce in droves, they might want to first investigate their Gen X bosses and their feelings of value.
Your organization has a culture whether you like it or not. The culture is a mood, feeling, and attitude. In our practice we describe culture as the sum total of conversations that happen in your organization and amongst its stakeholders. It is not genetically encoded; your culture can be shaped, evolved, and enhanced. The question is: Can your corporate culture make you money?
Any way you cut it, the process of hiring employees that are the best fit for your company can be arduous and stressful. And with so many people looking for employment, we can expect that identifying the right candidate for the job will only get more difficult. Here are a few strategies we've been using.