Monthly Archives: August 2013

CEO Fail: The CIA CEO

Too many CEOs seem to believe they are in charge of an espionage operation instead of running a company. Having spent my first four years out of college teaching at the Naval Nuclear Power School, I understand the need for secrecy in some cases.

|29 Aug 2013

How can CEOs measure culture?

Now that I’ve covered a model for understanding corporate culture and some ways to create a good one, the next question many CEOs ask is: “Can I measure my culture?” The answer is yes.

|27 Aug 2013

CEO Fail: The Super VP CEO

In my first CEO role I intentionally sought out another CEO in Austin as a peer, because his company was in the same general industry as mine. We would often run into each other at events around town or at industry trade shows.

|22 Aug 2013

10 measures to a high-performance culture: 8-10

So far in this series I’ve covered seven of the 10 measures that I found helped me build high-performing cultures in my companies by putting the SCARF model into practice:

Private offices for all employees
An open meeting policy
Having an anonymou

|20 Aug 2013

Grading the CEO

In my latest article for Forbes.com – How Do You Evaluate CEO Performance? 6 Ways To Grade The Chief – I discuss a scorecard I developed to help corporate boards objectively evaluate CEO performance.

|19 Aug 2013

Portrait of the CEO Class of 2012 (Infographic)

Here is a demographic breakdown of CEOs hired in 2012, from Booz & Company’s 2012 Chief Executive Study.

|15 Aug 2013

10 measures to a high-performance culture: 4-7

Last week I outlined my first three measures in creating a high-performance culture: Private offices for all employees, an open meeting policy, and having an anonymous feedback mechanism.

|13 Aug 2013

How CEOs Hire: Jeff Bezos on having an “explorer mentality”

Some companies, if you wanted to put it into a single word, they have a conqueror mentality, and we have an explorer mentality.

|08 Aug 2013

10 measures to a high-performance culture: 1-3

Photo credit: Wikipedia
I just completed my three-part series about how CEOs can model culture and influence it using the SCARF model (employees’ perceptions of Status, Certainty, Autonomy, Relatedness and Fairness).

|06 Aug 2013

CEOs: Don’t hide behind the job

The Problem with Executive Isolation
This article from CEO.

|01 Aug 2013

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