Leaders: AI to make workplace performance "explode" | Survey: Nearly half of workers didn't haggle over salary | "Future-proof" your company through hiring game plan
CEOs and other top leaders talk with McKinsey about what artificial intelligence is meaning to their workplaces, with most saying they expect acceleration in work "productivity." Says Penny Pennington, managing partner for Edward Jones: "What it will enable us to do is become not just a data-informed organization, but a knowledge-enabled organization…. it’s going to be explosive.”
Of professional workers in new jobs, more than half of those surveyed by Glassdoor say they didn't try to sway employers to increase their salary offer. But salary negotiation did occur in certain industries including advertising, marketing, and technology, at rates of 67%, 62%, and 56%, respectively.
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Employers outside New York are making changes to their job ads to include wages as New York's new state law takes effect. "Employers say that when they post good faith salary ranges, they get better candidates, because job applicants are better suited to the role," said Seher Khawaja, senior attorney at Legal Momentum.
Generational differences in work style and career-building are causing rifts in some families. Workers aged 50-plus tend to believe in the benefit of a structured work schedule while younger workers in their 20s often think work and personal lives should be compatible, enabled by a more flexible work schedule.
I was at the Beverly Hilton a couple years back, covering the Milken Global Institute conference. I was weaving my way through the halls to get to my next session when a very tall, very large man emerged from the crowd heading my direction. I stepped back quickly to avoid running into him. As he passed me, I realized he looked familiar.
It was Joe Dumars, former guard for the Detroit Pistons. Drafted in 1985, Dumars played with the Pistons during its iconic "Bad Boy" era and helped lead the team to back-to-back championships in 1989 and 1990. He was known as being one of the few players who could shut down Michael Jordan. Dumars was a panelist at the session I was attending about human performance.
As Dumars reflected on his time with the Pistons, I could see why he had been an effective leader on a team that included Dennis Rodman, Rasheed Wallace and Bill Laimbeer. He was disciplined and self-controlled, but not pretentious. He had a quiet strength that others respected. He was serious, but approachable, and genuinely wanted everyone around him to succeed.
Dumars reminds me of the quiet alpha leader discussed in our Leadership & Development story today. He is not loud, bullish, or brash. He is humble, supportive and unselfish. He doesn’t need the spotlight. He’s content to let others shine. He commands respect and cultivates trust from those around him.
Who are the Dumars in your organization? Have you put them in leadership yet? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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