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Tom Pedersen, newly appointed chief learning officer (CLO) of Shinsei Bank in Japan, pondered how he could facilitate development of an integrated culture and transformation of the organization. Shinsei Bank had not developed longstanding tradition or a strong corporate culture. The bank, which was ... மேலும்

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If you're a successful leader, you probably have a hard-charging, high-need-for-achievement personality. Yet those very traits that have made you successful can sabotage your career without your even knowing it. Sticking with your proven strengths instead of risking exposure of your weaknesses can h... மேலும்

It's a paradox: many highly successful people tend to become reluctant to move beyond their already proven capabilities. Behind this inertia is a deeply rooted anxiety: you want to continually perform at peak level, to be recognized, and to have strong relationships with your boss and your colleague... மேலும்

Achievement-craving professionals experience high levels of anxiety, and doubts about their own purpose top the list. What's it all about? Am I connected to a cause or an enterprise that matters? Do I matter? In this chapter, organizational behavior expert Thomas DeLong shows how developing a clear ... மேலும்

Achievement-craving professionals want to believe they're in the inner circle, that they're members of the club. Successful, smart A players may seem outwardly confident, but beneath that glossy veneer lurks an inner doubt: Am I as good as everyone thinks I am? Does management see me as an indispens... மேலும்

What constitutes a feeling of insignificance? Lack of encouragement from your boss? The nagging sense that you are merely a replaceable part? Odds are, if you're a high-need-for-achievement type, prestige and pay are not enough--you need to feel that you matter to your organization. But according to... மேலும்

Racing from one meeting to the next? Spending every free moment answering e-mails? Never getting any "real" work done? In this chapter, organizational behavior expert Thomas DeLong introduces the first of four traps that keep achievement-craving individuals from realizing their full potential: busyn... மேலும்

Competition can lead to great results. But constantly comparing yourself to others becomes a trap if you are a high-need-for-achievement professional. Instead of inspiring you, comparing can be a source of anxiety that keeps you focused on just about any variable in someone else's life--their salary... மேலும்

Do you find yourself wondering how to assign blame every time something goes wrong? Many smart, accomplished professionals find it difficult to hear that they've made a mistake or that they haven't met expectations; that they may need to change to do better next time. Blaming others is an easy way o... மேலும்

While a moderate amount of worry may help you to focus, too much diminishes your effectiveness. Worse, it robs you of your ability to move outside your comfort zone. Whether you know it or not, if you're like most high-need-for-achievement professionals, your anxiety is a trap that keeps you from re... மேலும்

Do you have painful memories from your career that still haunt you? Maybe your first boss denied you a promotion you felt you deserved, or you were seduced by a persuasive manager into staying in an unrewarding job, or your organization never came through on promises made to you. Especially for succ... மேலும்

Too many high-need-for-achievement professionals think that they can't ask anyone for help if they're struggling. They need to come across as tough and independent, never "soft" or uncertain. If this sounds like you, you could become isolated and less open to growth and change--and therefore less an... மேலும்

When high-need-for-achievement professionals become mired in anxiety-producing traps, they tend to think too much and act too little. They shy away from decisions that involve trying something new, changing course, or committing themselves to a tantalizing but potentially risky new goal. In this cha... மேலும்

If you're a high-need-for-achievement professional, chances are that the more successful you become, the more scared you are of showing weakness or making a mistake. Making a change or trying something you've never done before becomes a daunting, even paralyzing, prospect. Sometimes it's easier to "... மேலும்

Do I matter? Does my work matter, or am I just expending a lot of energy to keep myself looking important and industrious? If you're a high achiever you may be afraid of the answers to these hard questions, but seeing clearly the ways in which you have sought purpose in your life is the real key to ... மேலும்

Confronted by omnipresent threats of job loss and change, even the brightest among us are anxious. In response, we're hunkering down, blocking ourselves from new challenges. This response hurts us and our organizations, but we fear making ourselves even more vulnerable by committing mistakes while l... மேலும்

Supplements the (A) case.... மேலும்

Chip Rae, director of recruiting at SG Cowen, must decide which recruits to keep after the final interview process for new outside associate hires. Along with team captains assigned to each school, he reviews the criteria used to make hiring decisions. Their new strategy is to look beyond the top 10... மேலும்

R.K. Krishna Kumar, managing director and head of Taj Hotel Group, has to decide whether to reexamine a promotion decision. In an attempt to deliver a level of service quality that met global standards at the Indian hotel chain, Kumar had introduced new personnel management systems at the company. A... மேலும்

The Bradley Marquez advertising agency had created a successful niche delivering ethnic markets to their clients, corporate giants like Compaq, Sprint, Texaco, and British Airways. The company was operating in aggressive growth mode when, in 2000, the stock market bubble of the 1990s burst. Now, And... மேலும்

Retaining talent is an issue for any company whose success relies on the creativity and excellence of its employees. This is especially true for Cirque du Soleil, the spectacularly successful "circus without animals," whose 2,100 employees include 500 artists--mimes, clowns, acrobats, gymnasts, musi... மேலும்

Supplements the (A) case.... மேலும்

Marilyn Winn, head of human resources at Harrah's Entertainment, must make a recommendation to the company's president and CEO about whether the existing bonus payout program is effective at motivating employees or whether it should be revised and/or replaced. A recent downturn in economic condition... மேலும்

In early 2001, Trilogy Software faced a slowdown in its business, a large number of unsuccessful customer deployments, and an overall weakening in the enterprise software market. In response, the company revamped its business model and restructured the organization. Joe Liemandt, chairman and CEO of... மேலும்