PrimeGenesis Blog
Answer ‘What If?’ Questions to Prepare for Field Promotions
The keys to managing the risk of promoting people much earlier than they are ready are:
Be Prepared
Manage the Hand-Off
Learn and Adjust in Real Time
Follow the “Flipped Classroom” Model in Business Presentations
It’s time to flip your business meeting model. The norms for teaching and presenting information in the classroom are making a 180-degree about face, and this change has tremendous implications for business leaders. When Generation Z – the Internet generation – enters the workforce, their expectations for business presentations will be drastically different from those today. If you don’t change with them, no one is going to pay attention to you anymore.
The key is leveraging all available technologies to share information before meetings so that you can banish “Death by PowerPoint” forever and focus on conversations leading to meaningful learning, contributions and decisions.
Three Keys to a Winning Attitude in a Service Business
If you create value for your customer primarily through service or support, you must be responsive and flexible. This is an attitude choice across strategy, posture and culture.
This is not touchy-feely theoretical gibberish. Attitude is the “how win” component of BRAVE leadership. Of course it’s important to pick the right place to play. Of course your vision and values must make what matters clear. But attitude is the core of your imperative, bridging between the environment and values, and relationships and behaviors. Get your strategy, posture and culture right. And make sure they are in sync.
Lessons From Citibank’s New CEO Announcement Cascade
Here’s an example announcement cascade timeline:
One-on-one conversations with those emotionally impacted – early morning
Small group meetings with those directly impacted – late morning
Formal announcement, concurrent with large group meeting with those indirectly impacted – mid-day
Follow-up conversations with those who were surprisingly emotionally impacted (there are almost always some) – afternoon
The Three Requirements for Consulting Success per Deloitte Consulting CEO Jim Moffatt
Want to try consulting? Be different, be strong and be committed. Or be something else.
How to Manage Your Personal Brand, Especially During a Job Search
Don’t assume everything is fine. Do due diligence on yourself.
Don’t try to hide unpleasant truths. Do explain things that need explaining before you’re asked.
Don’t mislead. Do manage what they will find out about you.
Don’t tell them about yourself. Do enable them to find out about you.
Communication is about connecting. Let people see you. But help them to see the best in you as you look to connect with the best in them.
Northeastern University’s Fight or Flight Decision
Survival of the fittest is all about survival of those most able to adapt to changing circumstances. Sometimes you have to flee in order to be able to fight another day. Sometimes circumstances give you no option but to fight. And other times circumstances give you an opportunity to advance while others are retrenching.
Leading the Unmanageable to Do Amazing Things
There was no way Chris Lin could survive inside the Coca-Cola culture. So, I gave him a two-year unbreakable consulting contract and invited him to be our voice of truth. One of the best choices I ever made. Chris was a candidate to head up Coca-Cola’s marketing in...
A Framework for Turning Individuals’ Strengths into Team Synergies
Enter Phil and Allan Maymin and Eugene Shen to create the “Skills Plus Minus” framework. Marrying that with my BRAVE leadership model yields five steps:
Understand the context in terms of where you choose to play and what matters.
Determine the attitude, relationships and behaviors required to deliver what matters.
Evaluate each individual’s attitudinal, relationship and behavioral strengths.
Structure the work in a way that allows individuals to complement each others’ strengths.
Monitor, evaluate and adjust along the way.
Seven Keys To Adjusting To A New Boss
Proactively tell your new boss that you want to be part of the new team and be willing to change.