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McGraw-Hill Education Wants You (And Your Tech Talent, Too)
In a matter of weeks, colleges across the nation will graduate some of the brightest digital minds of their generation. These rising stars of tech will apply for positions at Google, Facebook and any number of trendy startups and gaming companies. Others will take a less predictable path. Some of the brightest minds in technology are thinking outside of the employment box and joining one of the richest startups in ...
The Epic Leadership Challenge: Part 3 of 4
The transformational leadership challenge (part THREE in a four part blog series):  Disrupt and transform an old economy print textbook business into a personalized learning, educational technology and services powerhouse! In the second part of this four part blog series, I wrote about “talent” as the essential first step of three (talent—culture—strategy) to reimagine a company.  When a team forms a habit of losing, the culprit is always bad leadership, ...
The Epic Leadership Challenge: Part 2 of 4
THE CHALLENGE Re-invent an old economy print textbook publisher and build it into a high growth personalized learning, educational technology and services powerhouse. In the first part of this four part series, I established the need to build a leadership “lighthouse” when taking on leadership challenges that are complex and fraught with peril.  In the case of re-inventing McGraw-Hill Higher Education, the challenge was epic.
The Epic Leadership Challenge: Part 1 of 4
THE CHALLENGE Re-invent an old economy print textbook publisher and build it into a high growth personalized learning, educational technology and services powerhouse.   CONTEXT Every business and industry in the world is being disrupted or soon will be, including the college textbook industry.   Unfortunately, nearly all leaders across all industries wait until their businesses are on the precipice before they act and by then it is almost always too late.
Disruptive Leadership
My wife always tells me that I “love to hire the crazies.” Yes.  I do.  They change the world. There has never been a more exciting time to compete and to do business in our world than today—opportunities, new technologies, competitors, and threats are everywhere! Therefore.  Disruption! It’s impossible to create disruptive advantage without hiring disruptive talent.
The New Boss: Ten Rules For Getting Off To A Great Start!
Who doesn’t want to get off to a great (not a good, but a great!!) start with the new boss?  Following these ten rules will help you get off to a winning start with the new leader. If these rules help you, pay it forward. Rule #1: Don’t Create Stories—Creating stories in your head about what kind of person the new boss is or will be is a dangerous waste of ...
Students: Top Employers Want Evidence!
This evening I can be found at Illinois State University doing one of my favorite things in the world, which is to exchange ideas about leadership, innovation, and the future (their futures!) with great students.  With top, driven students, the discussion inevitably turns to a question and answer session around two things—what top employers want and how to go after and win the big job. You are what your record says ...
Asking For a Raise – Two Can’t-Miss Steps
If you’re working for the right leadership team and enterprise, few things should be more exciting to the leaders than giving big raises to top people.    It’s exciting and it’s fun! Here are two can’t-miss steps: Step 1 “Lights-Out” Consistent Performance – Build a track record of excellence and winning that is second-to-none.  Candidly, meeting your goals is an expectation of your employment.  It’s in many ways…average.  The objective is to ...
Leading Talented People
If you are not having breakfast, lunch, or dinner with your top talent (regularly) I can assure you that someone else is.   The success of your enterprise depends upon it. Seriously. I have found that there are two unbeatable ingredients for building and retaining top talent.   The first is winning together, along with all of the trials and tribulations in between.  The second is breaking bread together. In the end, the success of ...
Top People Leave their Boss – Not their Companies
It’s a hard truth.  When great people leave, it’s due to their boss, and not their company.  The idea was first introduced to me in 1999 through the book “First Break All The Rules.”  Since then, I have had the good fortune to build and to lead top performing teams and companies, interviewing and hiring thousands along the way.
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