Eric Jacobson

Archive for the ‘Corporate Culture’ Category


USAA’s 10 Guiding Business Principles

In Company Culture, Corporate Culture, Customer Service, General Leadership Skills, Guiding Business Principles, Leadership, Management on May 14, 2013 at 5:48 am

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I really like these 10 guiding business principles that San Antonio, TX headquartered insurance company USAA lives by:

  • Exceed customer expectations
  • Live the Golden Rule (treat others with courtesy and respect)
  • Be a leader
  • Participate and contribute
  • Pursue excellence
  • Work as a team
  • Share knowledge
  • Keep it simple (make it easy for customers to do business with us and for us to work together)
  • Listen and communicate
  • Have fun

Too many companies don’t make it simple for their customers to do business with them.  Is it easy for your customers to:

  • Buy from you?
  • Make returns?
  • Get pricing and terms?
  • Receive timely responses to their e-mails?
  • Quickly get answers when phoning your company?

You can find more examples of companies with impressive guiding principles in the book, 1001 Ways To Energize Employees.


Seven Ways To Define Meaningful Work

In Company Culture, Corporate Culture, Employee Engagement, Employee Retention, Employee Satisfaction, Engaging Employees, Eric Jacobson On Leadership, General Leadership Skills, Leadership, Leadership Books, Leadership Skills, Management, Meaningful Work, Motivating Employees on March 23, 2013 at 4:31 pm

Eric Jacobson Leadership

There are so many good things to learn in the book, Helping People Win At Work, by Ken Blanchard and Garry Ridge. Among those is the section about how to define meaningful work.

Their definition consists of these seven attributes.  Work is meaningful when it:

  1. It is conducted in a manner that is “good and proper” in all respects.
  2. It positively affects our company and our communities, giving our work an impact that extends beyond ourselves.
  3. It provides learning and growth, offers challenges, requires creativity, pushes us to surpass limits, and creates exciting results.
  4. It provides recognition and rewards for our achievements.
  5. It allows us to succeed as a team while excelling as individuals.
  6. It allows us to enjoy the ride, bringing humor and fun into our work.
  7. It fuels passion!


The Power And Value Of Saying “Nice Bike”

In Corporate Culture, Effective Communications, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership, General Leadership Skills, Leadership, Leadership Books, Management on February 17, 2013 at 10:50 am

Have you said “Nice Bike” to someone today?

Perhaps I was just in the mood for an uplifting, motivating and humorous presentation when I heard Emmy award winning author and speaker Mark Scharenbroich at a conference awhile back.

Yes, I was in that mood. But, more importantly, Mark delivered a vitally important message and shared the power of making meaningful connections in one’s personal and professional life.

He also totally hit it out of the park with his presentation in which he shared stories from his book, Nice Bike – Making Meaningful Connections on the Road of Life. He explained the power of saying “Nice Bike” to someone – the engine that is fueled with:

  • acknowledging
  • honoring
  • connecting

…with that person.

You can read the book, each chapter a personal story/lesson of Mark’s, in an afternoon. And, without revealing those stories, my top two takeaways from the book and the presentation are:

  • Focused listening is one of the biggest honors we can bestow on others.
  • It is more important to be interested than interesting (as stated by former United States House of Representatives Barbara Jordan)

Mark is also the author of:

  • The Fred Factor
  • You Don’t Need a Title to Be a Leader
  • The Encore Effect

At the end of Mark’s presentation I immediately sent a Tweet on what a great job he had done.

“Nice Bike” Mark.


Be A Leader Who Teaches

In Corporate Culture, Effective Communications, Engaging Employees, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership, General Leadership Skills, Leadership, Management, Mentoring, Motivating Employees on February 17, 2013 at 10:47 am

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Take the opportunity today to teach an employee something new. Nearly everyone likes to learn and is capable of tackling a new challenge.

  • Teach your employee something that expands his (or her) current job description.
  • Teach something that will help him to get promoted within your organization at a later date.
  • Teach him a skill that uses new technology.
  • Or, teach him something that will allow him to be a more skilled leader and manager in the future.

You can even teach something that you no longer need to be doing in your position, but that will be a rewarding challenge/task for your employee.

The benefit to your employee is obvious. The benefit to you is you’ll have a more skilled team member who is capable of handling more work that can help you to grow your business and/or make it run more efficiently.

Be a leader who teaches.

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Book Review: Change-friendly Leadership

In General Leadership Skills, Motivating Employees, Leading By Example, Leadership Books, Leadership Training, Leadership Education, Company Culture, Leadership Skills, Setting Goals, Management, Leadership, Team Building, Employee Satisfaction, Effective Communications, Leadership Quotes, Engaging Employees, Corporate Culture, Eric Jacobson On Leadership, Eric Jacobson On Corporate Culture on November 18, 2012 at 10:27 am

Because Dr. Rodger Dean Duncan delivers so much timely, straight-forward and relevant wisdom in his new book, Change-friendly Leadership, reading it is like talking with your trusted best friend. Or, listening to your favorite teacher.  Or, soaking in the thoughts from your respected mentor.

That’s why you’ll want to spend plenty of time reading the book.  Reflecting on the messages.  Absorbing the discussion,  And, then likely re-reading it.  Or, at least certain sections.

Duncan demonstrates in the book how humanness, approachability, and friendliness are necessary but often overlooked elements of making change successful in an organization.

He teaches leaders the foundation for effectively engaging people’s heads, hearts and hopes — all necessary to enable effective and lasting (sustainable) change in today’s constantly changing world.  Duncan refers to this as leading the whole person.

According to Duncan:

  • Change must accommodate people’s feelings–feelings that involve trust, confidence, passion, and all those other intangible but very real things that make us human.

Duncan’s change-friendly leadership approach includes knowing how to leverage the Champions, Agents, Sponsors and Targets within your organization.  And, how to combine tough love elements into the process while always operating from a platform of respect and caring, not intimidation and contention.

Readers will appreciate the “Bonus Points” offerings at the end of each major section of the book where they learn how to access free white papers, diagnostic tools, videos and other items by going to a URL or using a QR code via their Smart phone.

You’ll also likely enjoy as I did all the great leadership quotes sprinkled throughout the book, such as these:

  • Losing good people is costly.  But the number one most expensive thing that can happen to your organization is for your best and most capable people to quit and stay.
  • It’s often the stress that people resist, not the change itself.
  • A transactional leader focuses on routine and regimented activities.  A transformational leader focuses primarily on initiating and “managing” change.
  • It is not the strongest of the species that survive, not the most intelligent, but the one most responsive to change — Charles Darwin.
  • The key to change is to let go of fear — Roseanne Cash
  • Amateurs practice until they get it right.  Professionals practice until they can’t get it wrong.

Thanks to Cave Henricks for sending me an advance copy of the book.

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What I’ve Learned About Effective Corporate Cultures

In Company Culture, Corporate Culture, Engaging Employees, Eric Jacobson On Corporate Culture, Eric Jacobson On Leadership, General Leadership Skills, Leadership, Management, Motivating Employees on September 18, 2012 at 5:02 pm

Fortunately, most of my career I’ve worked in effective corporate cultures. If I put together the best of each, here is what made those environments effective:

•  Leaders led by example on a consistent basis and were willing to roll up their sleeves, particularly during tight deadlines or challenging times.

•  Employees clearly understood how what they did made a difference and how their contributions made the organization either more profitable or more effective.

•  The workforce included a blend of long-term employees with a rich company, product/service and customer history, employees who had been at the company for five to seven years, and then new hires with a fresh perspective and keen sense of new technologies and techniques. That blend worked best when the mix included virtually all A-players.

•  Top managers had a clear, realistic and strategic vision for how the company would grow and compete in the marketplace.

•  Employees were challenged and rewarded through growth opportunities, education and training and pay increases.

•  Leaders provided opportunities for the company and its employees to give back to the community. Sometimes it was through company organized volunteer projects. Other times it was by encouraging (and rewarding) employees to volunteer on their own.

•  A group of employees served on an activities committee with as little top management influence as possible, to plan at least monthly team-building, networking, education and charitable activities. This grass-roots approach helped ensure that the culture was shaped and influenced by employees and not only by top management. In this way, employees owned the culture as much as the management did.


Leadership Insights From Top Business Women

In Company Culture, Corporate Culture, Effective Communications, Employee Engagement, Employee Satisfaction, Engaging Employees, Leadership, Leadership Quotes, Leadership Skills, Leadership Training, Leading By Example, Listening Skills, Management, Mentoring, Team Building on September 6, 2012 at 5:22 pm

Every year, the Kansas City Business Journal honors 25 women business leaders in the Kansas City metro in its “Women Who Mean Business” awards competition.

The winners are identified as those women in the community who:

  • are outstanding in their business accomplishments
  • have growth plans for their companies
  • contribute to the community
  • improve the climate for women in business

Key insights from this year’s recently announced winners include these comments and observations:

  • “Listen to people who know the business.”
  • “I’ve learned when I’m angry to walk away, calm down.  Never, ever, ever react in anger to anybody.”
  • “Loyalty is not something you can spot right away; attitude is.  Attitude is something you can’t teach.”
  • “Mentoring is opening doors for younger people.”
  • “Work hard, but enjoy what you do”
  • “If you don’t give back to the community, how can you be a whole person?”
  • “Our job as business leaders is to bring out the best efforts from the most people.  Give them something purposeful and meaningful, and great things will happen.”
  • “I try to find people that I respect not only professionally, but personally.”
  • “You have to be a good listener and a good problem-solver.”
  • Pay attention and enjoy where you are instead of worrying about what’s 10 steps ahead of you.”
  • “I’m always focusing on what is this decision going to look like five years from now.”
  • “I will not pretend I have all the answers.  I will seek input from others so I can develop the right answers.”

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Leadership Lessons From “Moral Of The Story”

In Company Culture, Corporate Culture, Effective Communications, Employee Engagement, General Leadership Skills, Guiding Business Principles, Leadership, Leadership Books, Leadership Education, Leadership Quotes, Leadership Skills, Leadership Training, Leading By Example, Management, Motivating Employees on September 6, 2012 at 5:19 pm

I’m a big fan of best-selling author Harvey Mackay.  He writes about business, sales and leadership and typically ends his articles with a moral of the story.

Culled from his writings of the past three and half years, here are some of my favorites of his moral of the story endings:

  • Change your thinking, change your life.
  • It’s not enough to know how to do things – you must know why you do them.
  • If you live in the past, you won’t have much of a future.
  • If you want to outsmart the competition, you have to outthink the competition.
  • Don’t be afraid to make a decision.  Be afraid not make a decision.
  • What you learn on your first job will last through your last job.
  • Minds are like parachutes – not much good unless they are open.
  • If you can’t be an expert, hire one.
  • People have a way of becoming what you encourage them to be.
  • It only takes a little spark to ignite a great fire.
  • Doing the right thing is never the wrong thing to do.

Mackay’s best-selling business books have sold more than 10 million copies worldwide. They have been translated into 37 languages and sold in 80 countries.

Swim With the Sharks Without Being Eaten Alive was a groundbreaking New York Times #1 best seller for 54 weeks.

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Work Reimagined Connects Experienced Workers With Interested Hiring Businesses

In Collaboration, Corporate Culture, Engaging Employees, Hiring, Hiring Great People, Hiring Older Workers on August 21, 2012 at 8:34 pm

Older displaced leaders seeking work have a new online resource to help connect them with businesses with a special interest in workers with long experience.  AARP launched a new website in July called, Work Reimagined.

The site is powered by LinkedIn, the career-oriented social media site.

Work Reimagined is the first talent exchange dedicated to helping companies find experienced workers and to helping experienced professionals connect to more satisfying careers.

For businesses hiring, Work Reimagined helps them target the most appropriate, experienced workers.

For people looking for work, the site lets you access unique, personalized job leads from employers who respect depth of knowledge and experience.

The site also is a place to share experiences, challenges and dreams for the future via groups and discussions on LinkedIn.

Working with AARP, participating companies have signed a pledge to level the playing field for experienced workers.  Employers who sign the Pledge agree that they have:

  • Openness to the value of mature workers
  • Nondiscriminatory HR policies
  • Immediate hiring needs (at the time of Pledge signature)


Book Review: Rapid Realignment

In Company Culture, Corporate Culture, Effective Communications, Employee Engagement, Engaging Employees, General Leadership Skills, Leadership, Leadership Books, Leadership Skills, Leadership Training, Listening Skills, Making Decisions on July 15, 2012 at 5:31 am

Spend some quality time with the new book, Rapid Realignment, and you’ll learn how to ensure that your strategy, customers, processes and people work seamlessly together in the service of customers and that those four elements continually realign in the face of constant change.

The authors, Dr. George H. Labovitz and Victor Rosansky, share throughout the book a series of case studies from Federal Express, Quest Diagnostics, Navy Hospital at Camp Pendleton, Farmington Savings Bank and a host of other organizations who have stepped up to the challenge of rapid realignment.

Key takeaways from the book include:

  • Vertical alignment describes a condition in which every employee can articulate the enterprise’s strategy and explain how his or her daily work activities support that strategy.
  • Each organization must have a Main Thing.  That Main Thing as a whole must be a common and unifying concept to which every unit can contribute.  Each department and team must be able to see a direct relationship between what it does and this overarching goal.  And, the Main Thing must be clear, easy to understand, consistent with the strategy of the organization, and actionable.
  • Growth and profits are surely the ultimate aim of every business organization, but they are outcomes of succeeding with the Main Thing.
  • Good bosses understand the value of giving subordinates a long leash.  In addition, best bosses listen, back up their employees, trust and respect their employees and provide feedback to employees.
  • Leaders foster engagement when they listen to their employees, create a common purpose, and give people greater ownership of their work.
  • Corporate culture is the product of four dynamically related components:  attitudes, beliefs, values, and behavior.
  • The fastest and most  effective way to change attitudes and beliefs is to change people’s behavior and show them the beneficial results of the new behavior.
  • Organizational culture is revealed in artifacts and symbols, the stories people  tell, relationships, and the rituals and rules that guide behavior.

You’ll appreciate the Key Points summaries and the Things To Do suggestions from the authors at the end of each of the nine chapters in the book.

And, particularly timely are the book sections where the authors teach readers how to:

  • bring the customer voice inside your company through social media
  • use social media and digital technology to quickly identify points of misalignment

Labovitz is the founder and CEO of IDI, an international management training and consulting company, and professor of management and organizational behavior at the Boston University Graduate School of Management.

Rosansky is co-founder and president of LHR International, Inc.  He has more than 25 years of experience as a consultant, helping Fortune 500 clients to drive rapid strategy deployment and alignment.

Thanks to the book publisher for sending me an advance copy of the book.

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