If you look at the companies that have values based leadership, not only can you really predict what the behavior will be like when you interact with those organizations, but they also have strong leaders who live the values every day.Continue reading →
It has been over a year in the making but my new book is finally out in book stores. Yippee!! This is a photo from a local Barnes & Noble store. More photos will be forthcoming. I would like to express my thanks to all the people who have helpedContinue reading →
Overdrive: How integral is a company’s culture to its overall success and profitability? AnnR: Every company has a culture, but a negative culture – where employees feel used up and spit out – works against your ability to succeed and make profit. You need a positive culture that empowers people to outperform the competition.Continue reading →
Ann Rhoades is featured on The Cranky Middle Manager Show. You can download the audio podcast or listen to it online. Useful and practical ideas on shaping your companies organizational culture. Below are the show notes of topics covered in the podcast:Continue reading →
Some leaders believe that all they need to do is proclaim a set of values and organizational culture will magically change, but that does nothing to retool the values that control actions on the front line. Changing those inherent values takes more effort and can’t be done by any leader or executives acting alone.Continue reading →
What are the secret ingredients of high performing teams they outline? Breakthrough teams, ones that produce exceptional results, have an understanding among members “that in the interest of the greater good team members agree to set standards for their interactions”.Continue reading →
A great deal has been written about customer service. But in our experience,
transparency is the differentiating factor between good and great customer service companies.
Leaders who… make decisions based on what is “right” for the customer, above all other considerations, win customer loyalty in the long term leading to sustainable bottom-line results.
But it isn’t enough just to hire “A” players. You must continually exceed the expectations of your people and re-recruit them every day. Don’t make the mistake of failing to recognize or spend time with “A” players. Leaders often assume “A” players don’t require attention.Continue reading →
Values Based Leadership Involves Recruiting and Hiring “A” Players
One of the most important things you can do to create and sustain a values-centric culture, is develop a system for recruiting and hiring A players who mirror your values. What are A players? They are people who authentically live your company’s values daily. They can be anyone at any level of the organization. They are people who are dedicated and successful in their jobs and care about getting things done right. Obviously those are the kinds of people you want on your team.
Creating a Values Blueprint is an important part of the process and includes establishing a set of behaviors for each value. The Values Blueprint then provides a foundation for hiring, rewarding, recognizing, and managing the performance of employees.Continue reading →
Leading a corporate culture based on values is easier said than done. The most successful organizations today have leaders who understand that they are responsible for the cultures of the organizations. They understand that the success of the organization depends completely upon the people. And they understand that success is about creating a place where people are inspired to perform at their highest levels.Continue reading →
Ann Rhoades. The other trip was to the 10 year, actually, this year we’re celebrating our 10th year at jetblue, and so there was an operations off site meeting in Orlando that I attended and the enthusiasm and the energy and the spirit was wonderful…..They are so enthusiastic and so proud to be working for a company that really lives the values and has a strong corporate culture.Continue reading →
Ann Rhoades. I tell people to be very careful about and very specific about being transparent on the compensation area. Make sure you have very strong consultants who won’t tell you just what you want to hear but will tell you what the expectation is and what their opinion is as far as what information we should be releasing.Continue reading →
Zappos is a great example of “Off the Wall Leadership.” Building and maintaining the culture you want may be easier said than done. If it were easy, more companies would be doing it successfully. It takes a focus on core values, leadership, and a commitment to institutionalizing the desired behaviors.Continue reading →
Congratulations, JetBlue, for your commitment to getting the right results the right way! The People Ink team is privileged and blessed to have worked with Dave Barger, JetBlue CEO, and his team to develop a values-centric model for creating a unique culture. The model is simple, but difficult to execute, because it requires a commitment to a set of core values and associated behaviors.Continue reading →
By Gayle Watson I just finished reading Jim Collins’ new book, How the Mighty Fall: And Why Some Companies Never Give In. Collins’ hopes the book will equip leaders with knowledge about the stages of decline, so that they may reduce their chances of falling all the way to the bottom. I particularly liked it because Collins’ research provides more evidence that values-based leadership is a differentiating factor between successful companies and those that fail. … Continue reading →
When Herb Kelleher, former CEO of Southwest Airlines, was asked about the unique Southwest culture, he simply replied, “Culture is what people do when no one is looking.” Most often, I find a disparity between the formal policies and operating procedures of an organization and “how things are really done around here.” There is no mystery to corporate culture. Take a look around your organization and you will see it in the way people interact every day. … Continue reading →
In today’s troubled times, what distinguishes successful companies from those that fail? According to Jim Collins, author of Good to Great: Why Some companies Make the Leap and Others Don’t, companies that win during challenging times have core values, stick to those values, and hire the best people. Many leaders fail to execute this simple concept. Off the Wall Leadership gives leaders five essential principles for creating and maintaining a values-centric culture from a practitioner’s … Continue reading →