Structured like a business and operated on commercial lines, Adream is powered by the language of efficiency, and the use of business matrixes and financial models.
Chinese startup Luckin Coffee is expanding at a breakneck pace. How will Starbucks and other coffee players respond? Starbucks had coffee lovers in China’s main cities wrapped up until Luckin arrived, but is the market big enough and growing fast enough for both and more coffee vendors?
As China shifts from a manufacturing economy to a knowledge-based economy, will the Chinese management style need to adapt?
China’s economic development and industry-wide changes have had a huge impact on the leadership skills of Chinese corporate executives over the past 30 years.
Elena L. Botelho, co-author of the best-seller The CEO Next Door and a partner at leadership advisory firm ghSMART, explains why people misunderstand what it takes to get to the corner office Many people aim to climb the corporate ladder even though the responsibilities of a CEO are immense, and their failures can be embarrassingly […]
In his 23 years of executive coaching, Ray Williams, president of Ray Williams Associates in Vancouver, B.C., has advised many executives on how to improve the performance of their teams. He took time out recently for an interview over Skype with CKGSB Knowledge to share his insights on how to make your team more productive, whether they work together in one room or are scattered all over the world.
Many—maybe even most—business teams are dysfunctional. Whether your teammates are co-founders of a startup or the C-suite of a Fortune 500 company, the evidence suggests you are probably not working together as productively as you might. Outsized egos and mis-sized groups are the most frequently cited cause of team dysfunction, but they aren’t the only problem.
Business has always been a team sport, but over the past two decades, teams have become a much more central concern for managers. Pushed by the automation of repetitive tasks and pulled by the need to innovate, many senior executives now believe that their future depends largely on the performance of their teams. But although technology is advancing, people are not. A recent survey among MBA students and degree holders shows that only 29% said that their teams were organized in a way that gave them a three-quarter shot at success.
Companies are dying fast these days. In the 1950s, the average age of a company on the Standard & Poor’s 500 index was 60 years, now it is less than 20. But International Business Machines (IBM), known as “Big Blue”, seems to be an exception. Over the past few decades, it has managed to keep up as others were dying and has successfully transformed itself. Now it has become a provider of cognitive solutions and cloud services. How has such a giant company managed to transform? Gill Zhou, chief marketing officer of IBM China, offers an answer in this interview with CKGSB Knowledge.
For most of human history, integrating a new generation into society has been pretty straightforward: The youngsters were shown what needed to be done, they did it as well as they could (or faced serious consequences if they didn’t), and, over time, earned a place for themselves in society. But things are different now. Executives all over the world have reported that they have difficulty not only managing this new generation but even understanding them. These young employees, their managers say, are responding differently from prior generations to everything, from assignments to incentives. Can managers cope with a new generation?