Leadership on Point

The Myth of Work/Life Balance

August 23, 2012 Richard Levin

I have come to a disappointing realization.  It is now 14 years since my colleagues and I published our much-talked-about book, Shared Purpose, whose premise was that employers, families, communities, governments, and schools must work together to address the work/family imbalance facing working parents.  At the time, we urged our readers not to view “work and family” as a women’s issue, but as a serious challenge we must collectively address as a society.

It is why I am so saddened to read Anne-Marie Slaughter’s article in The Atlantic: “Why Women Still Can’t Have it All”, whose conclusion is that society has reneged on its commitment to working moms and has continued to place the burden of “work/life balance” on women.  (Anne-Marie Slaughter is a professor of politics and international affairs at Princeton University, and the mother of two teenage boys. She served as the director of policy planning at the State Department from 2009 to 2011.)

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Where Is Your Business Going?

November 17, 2011 Dr. Johnny Magwood - Guest Author

Business Improvement Process + Organizational Direction + Knowledge Management

Mission and vision provide employees with a picture of where their organization is headed and is part of a bigger  value system.  This value system provides direction for how the organization will respond to the overall business landscape and how the business will position itself among its competitors.  The discerning leader uses environmental and competitive analyses to create an exciting and ideal vision of the future or to redefine a new direction for the organization (Nanus, 1992).  Creating a picture of the future, persuading the board of directors and motivating employees are key elements to executing a rigorous strategic plan with multiple tactical elements.  Such a vision gives followers something bigger than themselves to believe in and a clear, values-based direction to follow.

 

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Establishing a Futuristic Organizational Culture

June 22, 2011 Dr. Johnny Magwood - Guest Author

Scholars posit numerous differences between leaders and managers.  Leaders are facilitators of change; relish a proactive approach to launching new programs and initiatives, and reaching for the pinnacle of success.  Conversely, managers are grounded on getting the work completed through organizational structures and directing workers’ activities and duties (Dearstyne, 2003).  However, in the arena of records and information management (RIM) programs, the role and responsibility of leaders is always evolving.  Leaders in this environment are inundated with changes, opportunities, diverse clients and new demands, and limited resources (Dearstyne).  To achieve success in a RIM program setting, leaders must possess several traits: (1) optimal personality that typical workers can appreciate and witness wholesome honesty and integrity; (2) ability to see the big picture, while having the ability to get involved in functional work; (3) through strategic practices, influence and motivate workers to pursue a visionary idea; (4) ability to identify, attract, and retain the best worker talent and place them in the right jobs; (5) ability to recognize worker complacency and poor morale and convert such feelings into and promising sense of necessity; (6) understanding fluid customer demands and their relationship with good symmetrical information; (7) keenness to establish appropriate risk management programs and structures to manage the unanticipated; (8) desire to create shareholder value by growing, leveraging opportunities, and building on previous successes; (9) ability to establish and institutionalize appropriate performance measures and metrics, measuring input as well an output, and create a culture of continuous improvement; and (10) a drive and desire to raise the bar on operational performance (Dearstyne).

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