I’m too small–and too wise–to take on Big Tobacco by myself. So I will just comment on one specific, nefarious tactic being used right now as an advertising campaign in Switzerland. Billboards are warning young adults not about the dangers of smoking (except in the small font). Instead they’re encouraging them to smoke with four little words in very large type: ”Don’t Be a Maybe!”
”Maybe” is such a powerful word and now quite a trendy one, it seems. According to a recent New York Times article by Ben Sisario titled The New Rise of a Summer Hit: Tweet It Maybe, Carly Rae Jepsen’s catchy song ”Call Me Maybe” was the longest running hit of the year in 2012 and stayed in the Number 1 spot for nine weeks.
It also spawned a series of viral internet Maybe videos, like the Cookie Monster’s ”Share It Maybe” and the political spoof with excerpts from Obama’s speeches knit together so that he seems to be singing ”Call Me Maybe.” Finally, if you want to see a funny video from a trade organization, look at the American Water Works Association video “AWWA Call Me Maybe.”
Being a Maybe person in business isn’t always a bad thing. Maybe can give you time to think things through more thoroughly so that your final decision is better considered. Maybe can give your organization time to catch up with you and align with your thinking.
But Maybe can also do the opposite and that’s the risk. Too much hesitation or ”analysis paralysis” can allow doors to close behind you and options to be taken off the table.
Do you know whether Maybe is hurting or helping your organization? Ask, assess, then act. We’re here to help so call me — no maybe!
Some topics demand more than a single blog post. That’s why we’ve discussed several timely, key topics as a multi-part series. This compilations list provides easy links to our 5 most most popular series.
Leadership, Communications and the Annual General Meeting
Being a Social CEO
Planning for the CEO’s First 100 Days
Pink Matters: Female Leadership
Gray Matters: Cross-generational Leadership for Age 50+ Executives
In order to create a powerful “learning organisation,” your management team needs to be able to share lessons learned among themselves in a systematic way. Structured debrief sessions following major projects can help your leaders learn from their successes, as well as the times they could have done better.
Debriefing sessions shouldn’t be viewed as negative finger-pointing exercises but as opportunities to acknowledge successes and challenges and then to empower each leader to help others in the organisation learn from their experiences.
Before the debriefing session begins, a strong discussion leader should be appointed who will encourage everyone to contribute but won’t allow personal attacks to derail the conversation.
Here are 11 prompt questions that can be used to guide the discussion during a debriefing session: Continue Reading…
Arguably the most important event of the year so far in Switzerland took place earlier this month when Swiss voters passed the controversial referendum to impose unprecedented controls on executive pay. Even in this normally pro-business environment, more than 2/3 of the Swiss voters backed the proposal to let shareholders have their ”say on pay.”
The passing of the referendum means that Swiss company shareholders can veto bonus packages, as well as ”golden handshakes” when executives agree to join a company and ”golden handcuffs” when they exit, as compensation and a way to prevent them from working for a competitor.
Many Swiss companies are working on revised bonus schemes that incentivize executives while better aligning the interests of leaders with shareholders. As it’s Annual General Meeting season in Switzerland, shareholders are watching carefully as the large multinational companies announce results and rewards.
Are you expecting a challenging Annual General Meeting? Are you prepared to meet those challenges head on with a proactive approach to messaging — verbally and non-verbally? Ask, assess, then act. We’re here to help!
See also Part 1: Three actionable steps to make your AGM a Thought Leadership Showcase
One of the ”tricks of the trade” for competitive intelligence professionals is to look at job vacancy ads and subsequent appointment announcements. These provide clues that allow you to analyze whether the new roles being announced reflect a change in strategic direction for your competitors. Continue Reading…
We’re all curious by nature, and that carries over into the business world. When new people join a company and the appointment announcement is posted, employees ”naturally” want to know more about them.
Who are these new joiners and where did they come from to get here? Why are they being appointed now? What have they done to be prepared for success in these roles? What do their new roles entail? Questions, questions… Continue Reading…
Are you a thought leader with an ailing CV? Take steps to create a healthy CV by contacting Thought Leader Zone for a resume rehab during the free “C-Suite CV Clinic” on Skype or Google Hangouts during the week of 25 February. Continue Reading…
Are you a thought leader with an ailing CV? Does your resume need a dose of dazzle and a shot of wow to make it stand out? Here’s your chance to get an accurate diagnosis. Thought Leader Zone is offering a free “C-Suite CV Clinic” on Skype during the week of 25 February.
The inspiration for this clinic comes from some client work I’ve tackled recently. Last week I finished reviewing an executive’s CV – a seven-page resume that demonstrated an ability to accept increasingly challenging responsibilities. Continue Reading…