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[post_date] => 2016-09-20 14:18:38
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Sydney Finkelstein is the Steven Roth Professor of Management and Director of the Center for Leadership at the Tuck School of Business at Dartmouth College, where he teaches courses on Leadership and Strategy. He is also the Faculty Director of the flagship Tuck Executive Program, and has experience working with executives at a number of other prestigious universities around the world. His latest
bestselling book is SUPERBOSSES: How Exceptional Leaders Master the Flow of Talent. He will be a keynote speaker at the IMI National Management Conference on 29th September 2016.
IMI: Based on your current work – if you only had 6 words of advice to give a business – what would they be?
SF: Great leaders create other great leaders.
IMI: What does this mean?
SF: Imagine a world where the work you did really mattered. Where the person who you call your boss changed your life by helping you accomplish more than you ever thought possible. Where your own opportunities would multiply in ways you may have been afraid to even dream of. That’s the world of “superbosses”, leaders with an incredible track record of generating world-class talent time and again. By systematically studying business legends and pop culture icons like Lorne Michaels, Ralph Lauren, George Lucas, Larry Ellison, Miles Davis, Charlie Mayfield, and Alice Waters, what superbosses actually do comes into focus. And anyone can do these same things. Superbosses identify, motivate, coach and leverage others in remarkably consistent, yet highly unconventional and unmistakably powerful ways. Superbosses aren’t like most bosses; they follow a playbook all their own. They are unusually intense and passionate — eating, sleeping, and breathing their businesses and inspiring others to do the same. They look fearlessly in unusual places for talent and interview them in colorful ways. They create impossibly high work standards that push protégées to their limits. They partake in an almost inexplicable form of mentoring, one that occurs spontaneously and with no clear rules. They lavish responsibility on inexperienced protégées, taking risks that seem scary and foolish to outsiders. When the time is right superbosses may even encourage star talent to leave so they can then become part of a strategic network of acolytes in the industry.
IMI: Where should we look for further information?
SF: I put together a list of interesting articles related to this subject:
Superbosses aren't afraid to delegate their biggest decisions
The rise of the superbosses
George Lucas: Management Guru?
The Power of Feeling Unthreatened
Hire People and Get Out of the Way
Sydney Finkelstein is a keynote speaker at the IMI National Management Conference taking place on Thursday 29th of September. To register for this event, please click here.
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[post_title] => 5 Tips for Motivating Employees
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[post_title] => 3 slick selling techniques you should take from the Time-share Salesperson
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Previously a lecturer in Psychology at Pembroke College, Oxford, he has been Professor of Psychology at University College London since 1992. He has lectured widely abroad and held scholarships and visiting professorships at, amongst others, the University of New South Wales, the University of the West Indies, the University of Hong Kong and the University of KwaZulu-Natal. He has also been a Visiting Professor of Management at Henley Management College. He has recently been made Adjunct Professor of Management at the Norwegian School of Management. Since 2007 he has been nominated by HR magazine as one of the 20 Most Influential People in HR.
IMI: Based on your current work – if you only had 6 words of advice to give a business – what would they be?
AF: Every Disruption involves threat and opportunity.
IMI: What does that mean?
AF: We live in turbulent times: times of both threat and opportunity that really test managers. So what are the fundamental principles of good management to ensure staff are happy, motivated and productive? Can you teach experts to become good people managers and if so, how? What is the role of money in motivation? And how can we engage rather than disenchant our staff? We know from futurologists that the world of work is changing fast, even though many predictions have not come true. But where we work, for whom we work and with whom we work are all in flux. How do you manage the older worker? What are young people really like in the work-place? What is the work-place and organisation of the (near) future going to look like? Finally, I address the (continual) management of change. Which strategies work best and why? No one ever said managing people was easy: but we can learn to do it better and ensure our organisation thrives and survives in an uncertain world.
Adrian Furnham is a keynote speaker at the IMI National Management Conference taking place on Thursday 29th of September. To register please click here.
[post_title] => "Every Disruption involves threat and opportunity" Six Word Wisdom from Adrian Furnham
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[post_date] => 2015-10-01 14:00:00
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Rory was appointed Creative Director of OgilvyOne in 1997 and ECD in 1998.
He has worked on Amex, BT, Compaq, Microsoft, IBM, BUPA, easyJet, Unilever and won numerous awards along the way.
In 2005 he was appointed Vice Chairman of the Ogilvy & Mather Group UK. He was elected President of the Institute of Practitioners in Advertising in 2009 for two years.
Rory is also a visiting professor of Warwick University and was recently awarded an honorary doctorate (D. Litt) by Brunel University.
He will be a keynote speaker at the IMI National Management Conference on 8 October 2015.
IMI: Based on your current work – if you only had 6 words of advice to give a business - what would they be?
RS: "Think like a biologist"
IMI: What does this mean?
RS: There is a dangerous tendency for people to look at businesses and markets as though they were pieces of engineering: and should be managed and understood in Newtonian terms. Today more than ever it's more useful - at least most of the time - to use the mental models we use to understand complex and evolving systems.
Source:www.askabiologist.asu.edu
IMI: Where should we look for further information?
RS: A great first place to start is by reading Robert H Frank's book The Economic Naturalist, and his later work The Darwin Economy. Nassim Taleb's Antifragile is a long but mind-reshaping read.
The other areas of worthwhile study are evolutionary psychology and behavioural economics. These seek to understand how (and why) people - often unconsciously - make decisions in reality, and why this may differ from narrow and naive theories of economic rationality.
Where to start here? Predictably Irrational by Dan Ariely. Nudge by Thaler and Sunstein. And The Rational Animal by Griskevicius and Kenrick.
Sapiens, by Noah Harari, Butterfly Economics by Ormerod, Adapt by Tim Harford and The Origins of Wealth by Eric Beinhocker would also be an essential read.
Rory Sutherland s a keynote speaker at the IMI National Management Conference taking place on Thursday 8 October. This event has now reached maximum capacity however if you would like to be added to the waiting list, please email your contact details and company name to conference@imi.ie.
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[post_date] => 2014-09-29 11:53:40
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[post_content] => Described as ‘The Jane Bond of Innovation’, Nilofer Merchant has grown businesses — from Fortune 500s and silicon valley web start-ups — for 20 years. She will be a keynote speaker at the IMI National Management Conference on 9 October 2014. As an innovative thinker and practitioner, Nilofer will share her thoughts and experience on how we best align our organisations to succeed against our business challenges today and into the future.
IMI: Based on your current work – if you only had 6 words of advice to give a business - what would they be?
NM: Not everyone will, but anyone can.
IMI: What does this mean?
NM: Most organizations think of work in boxes. As in engineering does this and marketing does that. Or, even more personally as Tom is responsible for delivering X and Susan is responsible for Y. This is to put work into neat little boxes to create some type of measurability. It’s a relic of the industrial era when the way to profitability and market performance was on efficiency and productivity. But if you look around your workplace, you’ll notice the most obvious truth. Most things are not failing because so and so didn’t do such and such. It’s because of a gap. A gap between organizational silos. A gap between understanding. A gap between the organizational boxes. In order to close the box, you need to organize not around boxes but around purpose. Organize not by “who should be here” but who wants to be here. And while not everybody will rise up to solve the situation, create new products, etc … what you’ll discover is an amazing reserve of talent that exists. Things you didn’t know were possible will happen. Because anybody can.
IMI: Where should we look for further information?
NM: Visit my website nilofermerchant.com
Nilofer Merchant is a keynote speaker at the IMI National Management Conference taking place on Thursday 9 October. If you are interested in attending click here to register.
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