RAFFIAPALM

Resources for product teams from industry experts.

If you’re not actively taking what employees learn from their networks and bringing that knowledge back into the company to help solve challenges, it’s as if you’re flying millions of miles a year without bothering to attach your frequent flyer number to the reservations. The asset is there, but you have to claim it.

— The Alliance: Managing Talent in the Networked Age by Reid Hoffman, Ben Casnocha, et al.

Source: Amazon Kindle

Related Stories and Excerpts:

  1. Imagine a world in which managers and employees have honest conversations about each other’s goals and time tables; where managers and team members define jobs that match their values and aspirations; and in which even employees who move on to a different employer maintain an ongoing, mutually beneficial relationship with the company. It’s a world—and a culture of employment—that’s already taken shape in Silicon Valley, and we expect its principles will spread to all industries and across the globe. Mutual investment creates massive value for companies and for employees. Even if the effects of the alliance stopped there, it […]
  2. Evolution moves toward greater complexity, greater elegance, greater knowledge, greater intelligence, greater beauty, greater creativity, greater love. And God has been called all these things, only without any limitation: infinite knowledge, infinite intelligence, infinite beauty, infinite creativity, and infinite love. Evolution does not achieve an infinite level, but as it explodes exponentially it certainly moves in that direction. So evolution moves inexorably toward our conception of God, albeit never reaching this ideal. — The Singularity Is Near: When Humans Transcend Biology by Ray Kurzweil Source: Amazon Kindle […]
  3. Alignment means that managers should explicitly seek and highlight the commonality between the company’s purpose and values and the employee’s career purpose and values. Some obvious commonality emerges naturally: both sides thrive on progress. Companies want to launch new products, grow their market share, and expand into new markets; employees want to take on new responsibilities, increase their capabilities, and yes, make more money. In other words, both company and employee want to be on a winning team. But zoom in a bit more, and differences appear. Perhaps the employee has a side interest in early childhood education, but […]
  4. Care — about your customers, about your employees, about your brand — with everything you’ve got. Erase any lines in the sand — don’t be afraid of what’s new or unfamiliar. Show up first to market whenever possible, early the rest of the time. Instill a culture of caring into your business by: – Being self-aware – Mentally committing to change – Setting the tone through your words and actions – Investing in your employees – Hiring culturally compatible DNA, and spotting it within your existing team – Being authentic — whether online or offline, say what you mean, […]
  5. On building learning organizations Personal mastery: Continually clarifying and refining our personal visions, and seeing reality objectively. Building shared vision: The capacity to translate individual visions into collective visions that galvanize a group of people based on what they’ll really like to create together. Mental models: Learning to unearth our own personal pictures of the world, to bring them to the surface so that we see how they impact our actions. Team learning: Spending time together to suspend assumptions and come up with new ideas. Systems thinking: What causes patterns of behavior? It is a framework for seeing the whole picture instead of […]

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