Like a prophet from on high, global futurist and author Dan Burrus’ has a rare knack for technology predictions that provide us with a blueprint for change in the business world. His book Flash Foresight challenges leaders to examine hidden trends, using them to shape the innovations of tomorrow versus allowing for aimless solutions that lack relevance.
Job growth and wages are on the rise, which should signal a great time for businesses in the U.S.—except that no one wants to run them. Only one-third of U.S. workers believe becoming a manager will advance their careers, according to recent survey by professional staffing website Addison Group.
I just started a new job where I am an exempt employee. When I started, I was asked to provide a “regular work schedule” that I selected as 7:30 a.m.-4:00 p.m. When I inquired about coming in at 8:30 on Monday and Friday mornings, my employer said they didn’t favor that and as a new employee, I didn’t feel comfortable pushing back. As an exempt employee, what are the rules about standard hours?
It’s an unwritten but long-standing axiom in business: You can’t get to the top alone. You need a mentor in your corner who is older and wiser. As a young, aspiring publisher almost 27 years ago, I certainly had help from all around. The business owners with whom I spoke supported me with their wisdom, as they continue to do today. I’ve received guidance, know its value and am extremely grateful.
You might experience a scenario like this at the office: A colleague, boss or employee is incredibly gifted; they are technically skilled, knowledgeable, strategic and very smart. But a frustrating paradox is that they are terrible communicators: unable to take on other’s perspectives, constantly interrupting and long-winded, putting themselves ahead of others, defensive, inflexible, emotional — you get the drift.
In the coming months, Chris Johnson will ask a lot of his employees, whose average age is just 24 years old. He expects to do $30 million in retail sales this third year of manufacturing, recently signed a powerful licensing deal with Disney’s Marvel, and plans to expand from the four products currently on shelves to more than 100 next year. But Johnson’s hiring strategy emphasizes passion over experience, something he says his team has in spades.
I am currently handling a nasty investigation into bullying and harassment at my company. What do I do after the investigation if all parties remain with the company? The relationship has broken down — do we just have to move the employees? I think it’s too late for mediation.
Studies show that the problem isn’t bad workers as much as bad bosses, who aren’t just a nuisance — they’re expensive. They cost a company productivity and turnover. Yet for some reason they’re being hired again and again. So why are we so rotten at hiring leaders, and how can we change?
Whether or not your business is in retail products, you can make the most of this momentum to promote your company and offer special promotions to existing customers and leads — making your last quarter more profitable and less stressful.