Leadership Done Right

Brandon W. Jones

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This Week’s Top Five Leadership Posts – 10/3/2012

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Over the past few months I have not posted about my top five weekly leadership posts. I have missed writing these posts because I really enjoyed writing them and I think that my readers enjoyed them as well. This week the posts I selected covered a wide range of topics ranging from the importance of humor in the workplace to succession planning for the success of your organization. Each of the posts discusses a different aspect of leadership that must be considered as you lead.

Become The Best Leader By Being Funny And Being Humiliated by Bhavin Gandhi

Over the years, I have learned a lot about leadership and management. And when I was analyzing my knowledge, I realized that there are only two very important characteristics of a good leader, which separates him/her from the crowd. In this blog, I will focus on these two characteristics, which can make you the best leader.

Be funny: By being funny, I don’t mean that you need to be a superstar at the break room discussions. What I mean is……..you need to have a humorous side of you to laugh on your mistakes. More…

Rare Wisdom from Citrix CEO Mark Templeton about Hiearchy and Respect by Bob Sutton

I confess that as an avid reader of The New York Times, I have been disappointed in recent years because they devote too much space to interviews with CEOs and other bosses. Notably, it seems to me that they run the same column twice every Sunday: Adam Bryant’s “The Corner Office” and another interview column called “The Boss.” I do love many of these interviews anyway, as The Times gets interesting people and their editing makes things better. And I am a big fan of Adam Bryant’s book, The Corner Office, as it did a great job of transcending the column. What bugs me, however, is that The Times devotes so much of the paper to interviews now, I suspect, because it is simply cheaper than producing hard-hitting investigative journalism. They do an occasional amazing in-depth story, but there is too much fluff and not enough tough for my tastes.

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Benefits And Challenges Of A Flat Hierarchy

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In leadership, a common hierarchy has one person at the top that oversees everyone else. That one person is responsible for making all the decisions and telling everyone else what to do. They are the leader and will be held responsible for the success and failure of their company or organization. This hierarchy has existed for so long that many people don’t think you can be a leader unless you are responsible for leading your group or organization.

Flat Hierarchy

Today, however, many people are starting to have leaders in a flat hierarchy organization. There are leaders in organizations where everyone is on the same plane. These organizations have no bosses and not one person has all the control. Many people would say that this type of a setup can’t exist and be successful because there is no leader. Some people would even say that leadership, success, and a flat hierarchy don’t belong in the same sentence.  [Read more…] about Benefits And Challenges Of A Flat Hierarchy

SAS Institute

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SAS Institute is a good example of how to run an organization effectively and smoothly. They were quite different from their competitors in several ways. They were very different in the way that they did their outsourcing, recruiting, compensation, and benefits. They set up a system helped the employees to work effectively and efficiently. The system wasn’t too stringent on the employees. It gave them freedom to set their own schedules.

SAS Institute

SAS Institute

SAS Institute did very little outsourcing which helped to provide more opportunities for new employees within the company. By avoiding outsourcing, they were able to retain more control over every aspect of the work that they did. Temporarily it is fine to avoid outsourcing, but in the long run it becomes very expensive to do all processes in house. They could also run into problems with entering markets that are unrelated to their core processes. [Read more…] about SAS Institute