Comments for Brian L. Davis, Ph.D | Vistage Chair

Comment on When does telecommuting work well, and how can we make it more effective? by Anonymous

Anonymous — Thu, 14 Mar 2013 15:36:27 +0000

Telecommuting can work well, but think it all depends on the individual and the role. If they have proven their ability to drive results in the office, are reliable, and communicate well they could be a great candidate for telecommuting. There should be clear parameters in place in these arrangements – regular 1:1s, metrics, days expected to be onsite, proof of daycare/nanny etc. Flexibility is an attractive and underestimated benefit – especially to working mothers. Personally, as long as a new role was a great fit and career potential was promising I would be willing to make a horizontal move or even accept a lower salary if some degree of telecommuting was involved. Also don’t think it would have to be all one or the other. 3 days in the office, 2 days remote, or 5 hours in the office 4 days a week etc. could provide the benefits of both sides as long as parameters are in place to monitor performance.

Comment on When does telecommuting work well, and how can we make it more effective? by Anonymous

Anonymous — Thu, 14 Mar 2013 15:12:47 +0000

I believe telecommuting is most successful for both employees and managers when it is a conversation. In a company headquarters environment, it is important to be in the office more often than not, but a little flexibility on the part of management can go a long way in gaining loyalty and productivity from employees. I think Best Buy makes a good point in changing their ROWE policy – it sounds like they are making telecommuting options a conversation between management and their employees rather than a guaranteed right. I also believe that Marissa Meyer is doing what she needs to do to try and turn around a company that has been doing terribly – if “all hands on deck” might stop the ship from sinking than it is worth a try!

Comment on When does telecommuting work well, and how can we make it more effective? by Sam

Sam — Thu, 14 Mar 2013 02:45:58 +0000

Telecommuting is a tool and like all tools at times it can be leveraged to increase or bring about better results. Business tools that allow freedom though can also be taken of and we need to be aware of but not expect that this will happen. Telecommuting for some may allow them to work in an environment that fosters their best and most creative work. For others the distractions might be too overwhelming and their work may suffer. In both cases, there must be a degree where the supervisor is still in control and can bring that employee back into the workplace in order to facilitate better results, or upon seeing creativity and results flourish let that employee continue to work at home. In the case of Yahoo, it seems it was about results at first but I believe it was also something more. There really isn't anything that can replace good old face to face brainstorming with your peers. Locked in a conference room, with takeout boxes strewn across the conference table and so many diagrams on the white board that it’s hard to remember where each one came from. With video chatting available in many forms this can be done remotely when necessary, but I do feel that there is an energy that is lacking. At a time when Yahoo is desperate to appear poised for a turn around it needs that energy.

Comment on Warning: This book is habit re-forming by Louis Quast

Louis Quast — Mon, 24 Dec 2012 15:52:24 +0000

Good Morning Brian,

It was a peaceful start to December 24th. The entire family was still in bed, I am long-since up, on my 2nd cup of coffee and reading the daily paper, and what do I find in the business section of the Minneapolis Star Tribune — a full-color teaser on the front page, and what feels like a full page article on page 2, covering you and your Vistage groups. Congratulations! This kind of coverage is a trailing measure of the great work you have been doing with your Vistage CEOs. And, the professor from St. Thomas is right on — communication in the executive suite is so attenuated, CEOs need a place where they can talk directly about the issues they face.

On to more important things: I hope you, Deb, and your family are all well, and that you all are able to enjoy a warm and peaceful Christmas. Then, on to a bright and prosperous 2013.

All the best,

Lou Quast

On Fri, Aug 24, 2012 at 4:06 PM, The Leadership Catalyst | Brian L. Davis,

Comment on Ten Game Changing Tips for CEO Personal Productivity by Ten Game Changing Tips for CEO Personal Productivity - Vistage Minnesota

Ten Game Changing Tips for CEO Personal Productivity - Vistage Minnesota — Tue, 23 Oct 2012 04:41:33 +0000

[…] Continued on: TheLeadershipCatalyst.com […]

Comment on Research backs claims that Vistage CEOs outperform their nonmember peers. by CEOs in my Vistage Peer Group candidly reveal the impact the group has had on their businesses « The Leadership Catalyst | Brian L. Davis, Ph.D

Mon, 13 Feb 2012 07:44:24 +0000

[…] Research backs claims that Vistage CEOs outperform their nonmember peers. […]

Comment on How to Increase Accountability by Shakti Ghosal

Shakti Ghosal — Tue, 22 Nov 2011 18:24:16 +0000

I really liked the very practical nuance of the post. The concept of a level 5 agreement is great and one can easily see how we end up under-achieving on commitments. To really ensure success, I believe one needs to start with a positive intention as one wakes up in the morning and then consciously practice through the day.

Cheers

Shakti

Comment on What can CEOs Learn from Jay Cutler? by theleadershipcatalyst

theleadershipcatalyst — Thu, 03 Feb 2011 20:13:07 +0000

In reply to Tony Lewis. Well said, Tony!

Comment on What can CEOs Learn from Jay Cutler? by Tony Lewis

Tony Lewis — Thu, 03 Feb 2011 19:52:44 +0000

“You Never Get A Second Chance To Make A First Impression!”
Will Rogers

Comment on Is your high potential leadership program on the “Fast Track to Failure”? by Michael Morrow

Michael Morrow — Tue, 23 Mar 2010 17:14:11 +0000

Succession planning is important, but what happens if the Boomer executives don’t retire as expected? After all, we are talking about energetic, creative people who are likely to have a life expectancy of 80, 90 or even 100. I can’t imagine golf holding an appeal for 30+ years.

I think one challenges for senior leaders will be to bring the fresh thinking and skills of HIPOs into leadership ranks while taking continued advantage of the energy and wisdom of Boomer executives, perhaps in different roles.