When you’re a leader, it’s easy to feel alone. After all, you’re dealing with issues and decisions that affect your team’s efficiency, culture, and morale.
What do people really talk about when they talk about diversity? Diversity can mean many different things but, for organizations, it usually means being populated by people with differences and acknowledging, accepting, and valuing those differences.
As election season thunders on, let’s take a timeout and considers how the various campaigns, whether successful or short-lived (not naming any names), can inform and reinforce the ways we approach collaboration.
We are on a constant mission to protect modern-day collaborators from the clutches of collabohaters. Our new refresh of our 9 Types of Collabohaters infographic had us once again thinking about the different wrenches that get thrown into the gears of collaborative business.
There are unpleasant truths many businesses must be prepared to confront before they can truly start talking about “a culture of collaboration.”
Mention the MBTI, Big Five, or other personality assessment tools and passions are quickly set alight.
Conflict curtails productivity. In the U.S., employees spend 2.8 hours per week dealing with conflict at work, according to CPP Global’s Human Capital Report. But its negative effects do not end there.
Despite having the word “service” baked right into their category name, SaaS companies sometimes come up short in serving the customer rather than chasing the next sale.
Michael Sampson wrote the book on user adoption; a few years ago, we brought him into our offices to help us think about new ways to help customers drive adoption and engagement. He knows his stuff.
Relations between marketing and sales are sometimes strained. Brand partnerships sometimes deteriorate after a heated argument. Vendor arrangements can fall apart, too, at the slightest offense. And despite good intentions, some messages can be misinterpreted as insult.