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British Petroleum Oil (BP Oil) Gets it Right

Having vision when it comes to foresight in economics is very important, whether you’re in politics, business or even religion. It’s not always about who’s right, but more often about what’s right. And when you get it right…

I frequently get those annoying emails from well-meaning friends and peers, giving digs on Obama and politics. They generally poke fun at what he’s doing or how he’s doing and why he’s doing it. I usually don’t even read them or if I do, I don’t take them seriously. After all, politics is a sensitive subject for many, and discussing it can open a heated and never-ending discussion.

But, what is interesting to me is one of the political views that President Obama had about clean, sustainable energy and how it can affect our future. Most of our energy sources as a nation and around the world is transported in and often directly linked to questionable agencies or organizations with ulterior motives. While the consumer is screaming for better, more cost effective ways of attaining resourceful energy, businesses that deal in this industry are also calling for more cost effective ways of handling it. Of course, this is ultimately important in the corporate sector as well, and I found that BP Oil is one of the responsible corporations and is doing their part to ensure clean energy.

Recently, they’ve constructed a wind farm in the Midwest for gathering and producing clean energy. Criticize them? Forbid! Now while I respect other’s political opinions, I can’t help but laud companies like BP Oil who are doing their part to make sure that we enjoy clean energy. BP’s efforts will do several things:

  • create more jobs
  • increase positive communications between business to business and to consumers
  • provide clean, sustainable energy

No, everything is not great and wonderful when it comes to issues like these, but I think too often we concentrate on the wrong thing or are focused wrong and place too much emphasis on what doesn’t count. What do you think?

Exciting Sites: Want to Join the Circus?

cirque-3

“Your corporate website is increasingly the soul of your recruiting process. And as you know, it’s not a one-time effort but a continuous improvement process that demands a fair share of development and analyses.” That’s the opening of the descriptive blurb for a session at Kennedy Information’s upcoming Recruiting 2009 Conference and Expo.

Since I think those two points are absolutely correct—it was a surprise to find that this single session is the only mention of the corporate Careers website in the whole conferences agenda, which covers more than three days of sessions, keynotes, workshops, intensives, and summits.

That’s not to say the topic won’t come up in other discussions at the conference, but from the agenda standpoint, it certainly seems to be in an isolated position. The ERE Expo for Fall 2008 also had just one session focused on the corporate website, and the Kennedy Conference in Fall 2008 had none.

So I started to wonder why the “soul” of the recruiting process isn’t getting more attention in these venues—and I still think that’s a very good question. But before I could start looking for answers, I noticed that one of the speakers involved in the Kennedy session (which is a panel discussion) was the Employment Manager for Cirque du Soleil.

How fast do you think I got to their site?

Some of you have already been there and back between the last paragraph and this one, I’ll bet. Because we ALL want to run away and join the circus. Plus—one just has to be curious about how an over-the-top fantasy factory like Cirque would design their Careers website.

Well, I’m not sure what I expected, but it wasn’t exactly what I found. The site is a bit more boxy than I imagined, for one thing, and although the Home page is madly visual, the secondary pages are basically text on white. There’s an image slideshow running on each page, but it’s rather small.

On the other hand, the unusual color scheme definitely sets it apart—and the functionality is top-notch. All the right information, nicely accessible.  And there is certainly enough of the unusual to convey a sense of Cirque.

So what about some other exotic employers? Of course Cirque has a huge operation, so they hire all kinds of people. Pilobolus, on the other hand, is a small organization, and it’s all about dancers. But, yes, they do have a sort of miniature Careers page (Menu, Contacts, Work with Us), tucked into their absolutely stunning website:

pilobolus-1

Then for a last stop, I thought of Las Vegas. And I learned—which I did not know–that MGM Mirage owns just about everything in Vegas. Which is convenient for job-seekers! The available positions seem to be of the ordinary sort (i.e., accountants and receptionists, not croupiers and showgirls).  But the Mirage Careers site is practically a mini-vacation, with good music and glamorous visuals. Worth a visit.

mirage-1

So what’s the takeaway from these sites, if your company doesn’t happen to walk on the wilder side? The main thing I’d note is that they deliver much more than information. They capture the feeling of the employer brand, and create excitement about the idea of working there.

That’s actually something any employer can do, by developing a site that reflects what’s special about the company. Just look at one of my favorites, Umpqua Bank, for an example that’s not exactly exotic, but still very distinctive and inviting.

Full of Croc or a Great Idea? The Croc Shoe Company Does a Good Thing

Donating proceeds for good causes has always been something that major businesses and corporations have done for years. They do this in an effort to spread goodwill AND to bring exposure to their companies. Many times, large corporations will make an all out televised effort to spread cheer, or some will even do local-based community efforts as a way of furthering their mission and objective.

The event has long passed, but some things worth noting that made this public relations effort memorable is 1.) the international significance that it reached and 2.) the product itself.

Since everyone wears shoes, it’s a given that the campaign would appeal to the majority of customers nationwide. Crocs are heralded by many as being one of the most comfortable shoes available. Although it lacks a bit in fashion and style, is rather large and clunky looking and doesn’t seem quite certain as to what gender, age group or social group that it wants to market to, it remains a popular shoe choice. However that doesn’t stop the company from branding itself and making it one of the most popular consumer shoes available today. 

The shoe campaign that Croc started along with Dispatch, a popular American Rock Band, was certain to bring in record crowds who loved this music style and those who either wore or liked the Croc shoe. Companies who sponsor events such as this are not always necessarily appreciative of the drawing crowd attraction, but that the crowd does get what they’re selling…and in this case, it’s the shoes. Crocs specifically.

The other element about this program that was impressive was the international significance of how the company marketed itself. They coupled with another international effort, pooled their ideas and resources and offered an incentive for customers to buy. For every purchase that the customer made, there would be a recycled pair of Crocs donated to the foundation, Soles United, and the shoes would be given to  Zimbabweans. There were over 10,000 shoes donated to this effort, so in essence there are now about 10,000 Zimbabwean residents walking around in their country fashionably sporting an in-demand pair of classic Croc shoes.

What’s so special then about a company and a donation effort? The way they reach the consumer. Some media outlets especially like special interest stories that make a difference in the lives of others. Even more so, stories that reflect a giving nature and that highlight on the good that companies are doing rather than all of the wrong things are also especially nice. With Croc, they are not just giving away money, but they’re being a part of an effort to give people something that they also need…shoes. How ingenious could it be to have your name tied into an effort that helps a group of people, in a way where the help is wanted and needed, and at the same time bring classic exposure to your company and product? Sure it’s savvy marketing, but it also scores high media points and limitless warm and fuzzies with consumers. Shoes and people go together, well, like shoes and people.

Not a bunch of Croc. Just a great idea!

Watch Movies, Learn Leadership

The leadership development industry is estimated by some to be as large as $15 billion (USD). There are many University courses, seminars, books and articles, all trying to convey leadership principles, and many fail. A reason is that leadership is best learned by experiencing it and the many leadership teaching products and services are lacking here.

The primary source of learning to lead, to the extent that leadership can be learned, is experience. Leadership development through experience.
Morgan W. McCall, Jr.

Unless you are on the fast track at your organization you don’t get the opportunity to be mentored by senior managers who will mentor and guide you.

There is an alternative learning method that some enlightened professors are using and that you can use yourself — Business Cases using movies. Movies are stories and stories can be a surrogate for experience.

a knowledge-sharing story offers a surrogate experience. When one reads a novel, one often feels as if one is living the experience described in the novel. So too when a story is recounted, the narrative form offers the listener an opportunity to experience in a surrogate fashion the situation that was experienced by the storyteller.
Storytelling in Organizations: The power and traps of using stories to share knowledge in organizations
Deborah Sole, LILA Harvard University
Daniel Gray Wilson, LILA Harvard University

OK, got the logic? Leadership is best learned by experience, stories can be an alternative for experience and movies are stories.

One of the best sites that offers movie leadership case studies is the Hartwick Institute. You can purchase the case study and teaching notes at reasonable prices.

This site has a scholarly approach and describes how to use the selected movies to teach and learn leadership skills.

Another, less scholarly but still worthy of a visit, is MoviesForBusiness.

The concept is the same but it takes a more entertaining approach. There is a free lesson based on the Wizard of Oz and you can even get an MBA (Master of Bijou Advice), obviously not accredited.

Here are some additional resources —

Now you have another reason to go to the movies.

Best Company Leader Development Programs

Companies can survive poor leaders but thrive with good leaders. That’s why Bersin Associates estimates that companies spend 30% of their trainings budgets on leadership development. Many companies have their own signature programs. Let’s take a look at the best rated programs.

Leadership Excellence performs one of the most comprehensive ratings across a broad range of programs, large and medium sized companies, non-profits and government programs. I will focus on the top large corporations.

Let’s take a look at some of the internal practices of the best rated companies.

Southwest Arlines

Be seen. I have recommended this in my book and articles. People need to see their leaders. In larger companies there is a greater tendency toward isolation of senior managers.

Take an example from Herb Kelleher former CEO of Southwest Airlines; he routinely visited everyone in his organization from baggage handlers and ticket agents and pilots to flight attendants. Meet the people you support often. Don’t wait for the special events. Invite small groups to neutral area, the cafeteria during off peak hours is good. If this doesn’t work, your office is OK, but be sure that your desk is not a barrier. Move your chair to the front of your desk. Have people speak first and listen. Ask what their suggestions are to do things differently.

Capital One

Kudos to Capital One. They understand that the best leadership educators are their own senior management. They understand the context the company operates within and they have a storehouse of experience regarding how they made it to the top.

At Capital One, we have designed a leaders-as-teachers program to help develop the leadership capabilities of managers and junior-level executives, the pool from which many of our company’s future leaders will emerge. Our program generally functions on the following two platforms:

  • The Executive Speaker Series
  • Leadership Workshops.

The Executive Speaker Series consists of formal, didactic, 90-minute presentations to an audience of several hundred members, covering a broad range of topic areas. Presenters, or teachers, are drawn from the company’s resident “leadership trust” and include the CEO, president, senior vice-presidents and other C-Level executives. During the lecture segment, there is no dialogue. In short, this is an opportunity; in one hour, to tell one’s story and to paint a self-portrait in broad, and sometimes colorfully bold, strokes that says, “This is who I am, how I got here.” Lisa M. Meadows is vice president of executive leadership development at Capital One

Caterpillar

Another company that sees leaders as teachers.

One of the components of Caterpillar‘s Leadership Quest program involves participants presenting to the CEO their strategy for the organization in the year 2020. In October 2005, the Strategic Planning Committee launched Vision 2020 and rewrote the Code of Conduct. The College of Leadership, in partnership with key corporate organizations, rolled out the new strategy and code down through the organization using a leaders-as-teachers approach. Learning sessions designed to achieve divisional alignment were conducted around the world. All leaders were involved in communicating the essence of the new strategy to their subordinates and helping them see their roles in achieving the organization’s strategic goals. (Adapted from Alex Goldsmith “Evolving Leadership, Procter & Gamble’s Distinct Approach to Recruiting”)

Procter & Gamble

Procter & Gamble’s Global Leadership Council, talks about the changing archetype of a leadership. It also shares with students ways they could evoke loyalty from coworkers and distinguish themselves from their peers. There is also a message from Procter & Gamble’s Chief Operating Officer which he emphasizes the importance of values and integrity in decision making.

Additional Resources

Bersin Associates Awards

OPTIMIZING YOUR LEADERSHIP PIPELINE from DDI, Inc. (PDF)

Sites For CEOs

Things have changed in the last 15 years. In the mid-1990s, I remember hearing about a CEO from a major company when he was getting briefed about the Internet, brought his secretary since he did not know how to use a keyboard. Now CEOs are necessarily technology savvy and are increasingly using the internet. A number of surveys confirm this.

Forbes magazine’s survey “Day In The Life of C-Level Executives” (2004) found –

Web Usage

  • The internet continues to be the most influential and important source of information on business for C-Level executives around the world.
  • The Web is a pervasive presence in the lives of C-level executives: 38 percent of C-level respondents said the Web is their single most important source for information on business. The next most prevalent source of information was daily newspapers by 26 percent of respondents.
  • Among large company executives, the reliance on the Web is even greater with 51 percent naming the Web is their most important business information resource, followed by newspapers at 22 percent.
  • C-level executive respondents also stated they are spending less time with other media, including newspapers, magazines, TV, radio and industry trade publications as a result of the time they spend online (not including email): 59 percent are spending less time with magazines, 50 percent say they are spending less time with newspapers, 48 percent less time with TV, 46 percent less time with radio and industry trade publications respectively.
  • 26 percent of large firm respondents said they are knowledgeable about Wi-Fi technology and they are reporting some current usage of the technology.

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