Tag Archives: Environment

How Do You Build A High Performance Environment? Three Steps

Interview with Paul Limbrey, CEO, Elkiem USA

Situation: Leaders who are successful in the long-term have figured out how to build high performance environments. This enables them to continually produce breakthroughs by stimulating the performance of others, and to rise above their competition. What are the factors involved in building a high performance environment?

Advice from Paul Limbrey:

  • Our work is based on 20 years of research into high performance in individuals and organizations. First one needs to understand the dynamics that stimulate high performance in people.
    • Our research indicates there are several elements that combine to form a system that stimulate improved performance in populations. These elements include concepts addressing Direction – Achievement, Failure and Strategy, providing Status of current performance, and Motivation – reason/purpose plus reward/consequence. The final unifying element is the culture or guiding philosophy in an environment.
    • On a company level, the first task is to understand these dynamics as you have created them today. This enables you to see where you need to tweak your environment to better stimulate high performance.
  • How consistent is high performance across difference fields of human endeavor?
    • We find that all elements that encourage high performance exist in all environments.  However the potency of each element varies with the particular environment.
    • For example in some environments the Goals are more potent (Sales groups or athletes). In others culture is potent (the Military or companies like Southwest Airlines). In others the reward systems are most potent (Investment Banking) or the potential for failure (airline pilots or first responders).
    • Any of the elements can stimulate performance improvement.
  • How does one go about matching the right system and solution for a particular company?
    • Start by focusing on the potency of each subsystem – Directional, Status and Motivation – in your particular environment. How critical is each in shaping decisions and action taken?
    • Take the example of a CEO who has no vision for the future of the company. The result is inconsistent decisions day to day or week to week. The organization can’t focus on effective execution. The solution is to focus on Direction.
    • What about the CEO who is concerned with complacency. This is best addressed by looking to define what represents sub-standard more clearly for the organization.
    • If you have an “excuse rich” environment or desire greater accountability, look to your status or “exposure” systems to provide more accurate performance status first before looking toward your consequence systems.

You can contact Elkiem at [email protected]

Key Words: Leadership, Strategy, Performance, Environment, Success, Goals, Compensation, Measurement, Values, Behavior

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What Is Changing The Game in Network Security?

Interview with Philippe Courtot, CEO, Qualys

Situation: Companies experiencing security breaches and data theft are regularly in the headlines. Those launching these attacks are increasingly well organized and very creative. What is changing the game in network security and how can you respond?

Advice from Philippe Courtot:

  • The movements from enterprise software to Software as a Service (SaaS), and from mainframes to PCs to mobile devices increase the challenges of protecting enterprise environments. Therefore, a cohesive technology platform is imperative.
  • Companies are sensitive to the possibility of attack at any time. There are three principal attack vectors: breach through web applications, breach through email and browsers, and breach by device. Between PCs, iPhones and Android devices, the PC is the most closely linked to the corporate intranet while often the most vulnerable because users are lax about updating their systems and applications.
  • Attackers often target a company executive or high level administrative assistant to access the user’s profile and passwords.  In one type of attack called spear fishing, the attacker creates emails tailored to the person targeted appearing to come from a colleague or friend. When the target clicks on the email, a small piece of code is inserted in the computer, which can give control to the attacker. Another way to gain control of a computer is through physical access. An attacker can learn about a pending vacation via Facebook or twitter, providing an opportunity for home invasion. Once the attacker has access to the computer, they can plant a control program on the system. When the user returns, the attackers can make fast, brief forays inserting additional code or taking data from the enterprise network. They may use the information themselves, or sell it to others.

Given these new realities, how does a company prevent attack?

  • First, the company must thoroughly analyze and understand their vulnerabilities which are all potential entry points for an attacker. Once vulnerabilities are mapped, work on a schedule to remediate them.
  • Second, you must educate all users about the threats. This is especially critical for any personnel who have access to secure company data.
  • Third, invest in and build additional defenses to shield all remaining vulnerabilities. Make sure that employees are drilled on the defenses and that they are used. One growing trend is the use of two factor authentication, requiring employees to carry token generation devices with them to use in addition to their password. These tokens can be delivered by smart phone.

You can contact Philippe Courtot at [email protected]

Key Words:  Network, Security, Breach, Data, Theft, Response, Mainframe, PC, Mobile, Enterprise, Environment, Criminal, Government, Attack, Vector, Social Network, Email, Browser, Web, Application, Device, Spear Fishing, Executive, Assistant, Profile, Password, Vulnerability, Educate, Defense, ID

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How do you Manage a Multi-generational Staff? Nine Suggestions

Situation:  Employee pools are now multi-generational, with Baby Boomers, Gen X, Gen Y and Echo-Boomers. Each group may have different expectations for work environments and careers. How do you connect with different generations? How have you set up mentoring programs?

Advice from the CEOs:

  • People may be of different generations, but they are still individuals. Ask what drives or motivates them, and what they would consider an ideal reward for hard work.
  • Some companies offer a sabbatical after several years of employment – the opportunity to work on hobbies, go on an adventure or use the time as they wish. This attracts employees and encourages retention.
  • Some employees don’t seek promotion but are good contributors. They may prefer an extra week of vacation over a promotion.
  • One company gives employees budgets to spruce up their work space – allowing them some control over their work environment.
  • What are good tips on working with younger employees?
    • Coach them to communicate thoughtfully and carefully – instead of shooting from the hip without considering impact or consequences. Younger managers may find that they need more patience communicating expectations to older staff.
    • Establish individualized performance metrics and enable them to monitor progress on their computers.
    • Bring them into the process; don’t tell them to wait. Let them start as an observer. Listen when they have questions or suggestions. Ask their opinion.
    • Break down job tiers into additional levels with more achievement incentives. Allow them to reset expectations frequently.

Key Words: Multi-generational, Boomer, Gen X, Gen Y, Echo-Boomer, Expectations, Environment, Career, Mentor, Motivation, Reward, Sabbatical, Incentive, Communication, Performance, Expectations                                   [like]