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  1. How Technology Leaders Are Enabling Business Strategy in the Digital Age
  2. Insights From Inside Google That Will Transform How You Live and Lead
  3. Markers of Meaning
  4. How Coca-Cola Learned to Combine Scale & Agility
  5. Science-Based Strategies to Harness Your Best Time and Get Your Most Important Work Done
  6. More Recent Articles
  7. Search Soundview Executive Book Summaries
  8. Prior Mailing Archive

How Technology Leaders Are Enabling Business Strategy in the Digital Age

With the onslaught of cloud solutions, consumerization of technology and increasingly tech-savvy businesspeople, it’s time for a manifesto for leaders who recognize –– and are nervous about –– the demands of the digital age. Whether you’re an executive, department head or IT manager, The New IT provides an action-ready blueprint for building and strengthening the role of IT in your company –– and prescribing IT’s future.

By using field-tested techniques to align your IT department with your corporate objectives, you can leverage the power of technology across the entire company. The New IT provides a set of tactical and experience-based frameworks to help you and your colleagues conceive a new roadmap. You’ll learn how to bring your business and IT teams together in a way that is truly transformative. The new IT doesn’t just deploy technology. It balances strategy and delivery. It’s interactive and inclusive. It’s as omnipresent as the smartphone and just as revolutionary.

The New IT equips you with the tools you need to succeed in reframing the IT conversation and propelling your business forward.

IN THIS SUMMARY, YOU WILL LEARN:

• To identify your current and future IT archetype.

• How and why you need to make your IT portfolio central.

• To reorganize IT into service lines.

• To build a stronger and enduring role for IT as a business partner.

Not a Soundview Executive Book Summaries subscriber? Then click on the title to purchase and download it right now to begin learning these critical business skills.

 

     

Insights From Inside Google That Will Transform How You Live and Lead

WHAT’S WORKED AT GOOGLE

Laszlo Bock, head of People Operations at Google, once interviewed a job candidate who was clearly wearing a new and quite expensive pinstripe suit purchased just for the interview. Bock told the candidate that he had good news and bad news. The good news was that he was hired; the bad news is that he would never wear that beautiful suit again.

Googlers, as the 50,000 employees of Google are called, do not wear suits. However, casual clothes is just one (rather minor) facet of a progressive working environment that has allowed Google to win numerous Great Place to Work awards, not only in the United States but in countries around the world. In his book Work Rules: Insights from Inside Google That Will Transform How You Live and Work, Bock details how the company recruits, motivates and manages the highly talented people who join the company.

A High-Freedom Approach

For Bock, a “high-freedom approach” to managing people is key, as compared to the low-freedom command-and-control approach of traditional companies. For example, in addition to mission (Google’s succinct mission statement is “to organize the world’s information and make it universally accessible and useful”), the cornerstones of Google’s culture are transparency and voice, he writes.

While many companies insist they champion full transparency of the company’s operations and giving their employees a voice, Google translates the words into unequivocal, on-the-ground action. For example, one would expect that Google would carefully guard its code base — the collection of source code that contains, Bock writes, “the secrets of how Google’s algorithms and products work.” In most software companies, new engineers can see some of the code base for just their product. “At Google, a newly hired software engineer gets access to almost all of our code on the first day,” he writes. The issue is trust, he explains. If you trust your employees, there is no reason not to be transparent and not to let them guide decisions.

As Bock writes in one of the two “work rules” that summarize the chapter on culture, “Give people slightly more trust, freedom and authority than you are comfortable giving them. If you’re not nervous, you haven’t given them enough.”

Each chapter ends with two to four of these succinct work rules that encapsulate the core lesson of the chapter. These work rules are listed at the end of the book, creating perhaps one of the most comprehensive guides to managing people ever gathered in four short pages.

Some of the work rules are progressive but not surprising. The work rules for selecting new employees, for example, are set a high bar for quality, find your own candidates, assess candidates objectively and give candidates a reason to join.

Other work rules may be more unexpected. The rules for compensation begin with “Swallow hard and pay unfairly. Have wide variations in pay that reflect the power law distribution of performance.” In other words, it is often assumed that employees at a certain level should make approximately the same amount of compensation, with some slight adjustment for performance. However, the contribution that employees make to the company will vary greatly from employee to employee. Studies show that the top 1 percent (in performance) of workers generates 10 times the output of average workers. Employees, Bock writes, should be compensated accordingly.

While there are numerous books about Silicon Valley management methods, Work Rules offers both an in-depth exploration of the workings of the iconic company’s HR efforts and policies and a take-away list of practical to-dos valuable to the HR functions of any company.

     

Markers of Meaning

“The startling truth is that 70% of the workforce is disengaged – their bodies may put in long hours, but their hearts and minds never punch in.  You may even be one of those that’s searching for ways to make work really work for you.  This is a terrible dilemma for organizations trying to motivate employees to do more with less. So how to motivate the disengaged, and further engage the engaged?  It’s not pay, perks, or promotions.

The answer is to foster meaning at work, that is, give work a greater sense of personal significance, and thus, make work matter. “    Scott Mautz

Through his research, Mautz has discovered that specific Markers of Meaning exist, or unique conditions that create meaning in and at work. It’s possible to learn how to trigger each Marker of Meaning and inspire elevated performance and fulfillment that sustains over the long haul.

Markers of Meaning:

Direction

  1. Doing work that matters

Discovery

  1. Being congruently challenged
  2. Working with a heightened sense of competency and self-esteem
  3. Being in control and influencing decisions/outcomes

Devotion

  1. Working in a caring/authentic/teamwork-based culture
  2. Feeling connection with and confidence in leadership and the mission
  3. Being free from corrosive workplace behavior

Looking at this list of markers, I can see why such conditions would be motivators for engagement in any company or work environment. But how do we foster these markers of meaning in our organizations?

Join us on July 7th to learn how. We have invited Scott Mautz to present his findings and answers at our Soundview Live webinar How to Motivate By Creating Meaning. You’ll walk away equipped with a host of specific ideas, insight, and practical tools to help do so.

     

How Coca-Cola Learned to Combine Scale & Agility

designtogrow2

In today’s ever-changing marketplace, every company is at risk of having a “Kodak Moment”— watching its industry and the competitive advantages it has developed over years, even decades, vanish overnight. The reason? An inability to adapt quickly to new business realities. Established companies are at risk, but it’s no easier being an agile startup, because most of those fail due to their inability to scale. Tomorrow’s business winners — regardless of size or industry — will be the ones that know how to combine scale with agility.

In Design to Grow, a Coca-Cola senior executive shares both the successes and failures of one of the world’s largest companies as it learns to use design to be both agile and big. In this rare and unprecedented behind-the-scenes look, David Butler and Fast Company senior editor Linda Tischler use plain language and easy-to-understand case studies to show how this works at Coca-Cola — and how other companies can use the same approach to grow their business.

Design to Grow is a must-read for managers inside large corporations as well as entrepreneurs just getting started.

IN THIS SUMMARY, YOU WILL LEARN:

• Key differences between scale and agility.

• What it means to design on purpose.

• The three realities underlying the new normal of today’s marketplace.

• The power of modular design for creating agility.

• How open systems can help you create a leaner organization.

Not a Soundview Executive Book Summaries subscriber? Then click on the title to purchase and download it right now to begin learning these critical business skills.

 

     

Science-Based Strategies to Harness Your Best Time and Get Your Most Important Work Done

PRODUCTIVITY STRATEGIES DESIGNED FOR HUMANSIt seems that every day is the same for most of us: too much to do, too little time to do it. In this hyper-busy, 24/7 world, author Josh Davis’ contention that we can regain control of our lives by being highly productive for two hours a day seems almost silly. Yet in his book, Two Awesome Hours, Davis makes a compelling case that we can get most of the important work done in a total of two hours — or a similarly overall short amount of time (two hours, he explains, is not a magic number but representative of the small amount of highly productive period for which we should aim).Not a MicroprocessorThe secret is to change the mindset of most productivity efforts, which is built on the concept of trying to be efficient for the entire day. The fact — as proven by science — is that machines and computers can be efficient for eight or 10 hours a day, but humans cannot. The brain is not a biological version of a computer microprocessor. You can’t just turn it on and off. It needs to rest. It becomes distracted — and that’s okay.

In short, Davis writes, we need to stop trying to emulate the productivity of machines and instead work with our continually expanding knowledge of how the brain works.

Five Strategies

Based on the science of the brain, Davis has developed five productivity strategies that are designed for humans and not machines.

Strategy 1. Recognize Your Decision Points. It may seem that the moments between tasks are unimportant and, in fact, unproductive. After all, you are not working. As a result, most people rush through what Davis calls “decision points,” those moments in the day when you are deciding what to do next. In their quest to be “productive,” however, people don’t give enough thought to what they should be doing next. They grab the first task they see and end up spending an enormous amount of time on a task that is of secondary importance. “There’s a time and place for the less important work, but leveraging your decision points will help you keep attuned to your larger priorities,” Davis writes.

Strategy 2. Manage Your Mental Energy. Not all hours are the same. This is a major difference with machines, which will work the same no matter when they are operating or for how long. A brain will become tired, and different tasks have more or less impact on brain fatigue. Davis urges his readers to learn when their mental energy is at its peak; this is the time to focus on the most difficult of tasks. And they should be careful not to drain their energy just before that energy is most needed.

Strategy 3. Stop Fighting Distractions. As with decision points, distractions are often seen as the enemy of productivity. In truth, they can be opportunities for regeneration and refocusing. That doesn’t mean reading the sports pages or cyberloafing on social media sites at will, Davis explains. However, daydreaming for a few minutes while looking out the window can send you back to the task refreshed and newly focused.

Strategy 4. Leverage Your Mind-Body Connection. There is a tendency, Davis writes, to separate the mental from the physical. In truth, mind and body are connected, and this offers opportunities to help (or hurt) your mental capacity by how you treat your body. How, when and what you eat or drink, for example, can make a big difference in your mental capacity. Use the mind-body connection to your advantage, Davis urges.

Strategy 5. Make Your Workspace Work For You. The right physical environment will also play a major role in your productivity. “You often can’t change the place where you work, but there are lots of little things you can do to ensure that your workspace is helping, not hindering your productivity,” he writes.

These five deceptively simple strategies, Davis writes, “are effective not only because they are simple and easy to start implementing but also because they work with, not against, your biology.”

In this quick and engaging read, Davis makes a compelling case that the secret for creating the conditions “for at least two hours of incredible productivity every day” is to forget efficiency and draw on the lessons from the latest research in psychology and neuroscience — two disciplines that have nothing to do with machines.

     

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