Archiv der Kategorie: Corporate Culture

Silicon Valley legend Bill Campbell – leadership advice

Bill Campbell, widely known in Silicon Valley as „The Coach,“ died on Tuesday after a long battle with cancer.

Before entering the tech industry, Campbell served as head football coach at Columbia University and maintained a pep-talk approach when dealing with executives. Campbell’s illustrious career included a stint as an Apple executive and board member, and he served as CEO and chairman of Intuit.

He became not only an adviser to but also a close friend of power players like late Apple CEO Steve Jobs, Google cofounders Larry Page and Sergey Brin, and Twitter and Square CEO Jack Dorsey.

As Kleiner Perkins Caufield & Byers partner Randy Komisar said in an episode of his „Ventured“ podcast, Campbell’s executive-coaching style was akin to that of a psychiatrist, asking the right questions to steer his subjects to their own conclusions rather than giving mandates.

Campbell preferred to stay out of the spotlight, but we’ve collected some of his best leadership advice from relatively recent interviews.

These lessons shed light on why he was such a valuable coach to have.

Know that great products drive success. Everything else is a supporting function

Campbell was adamant that the greatest marketing in the world was useless if it didn’t advertise an excellent product. It’s why he was a fierce advocate for granting engineers creative freedom.

Source: Intuit

Trust your managers, and make sure they trust their subordinates

At companies Campbell worked at, he would aim to eliminate tensions between product managers and engineers by building a culture of trust, where managers knew that engineers were in the best position to find a solution and engineers knew managers were in the best position to guide them to that goal.

Source: Intuit

Experiment, but never at the cost of your existing business

Campbell was close friends with Ron Johnson, the Apple executive whose attempt at relaunching J.C. Penney in 2012-2013 failed miserably because, as Campbell said, he tried starting from scratch.

Source: Intuit

Spend your days doing, not planning

„Writing a list of things and checking dates and all that, that’s a bunch of bulls—, you can take the last 10 minutes of your day and do that,“ he said.

The vast majority of your day as a leader should be spent working with your team.

Source: Intuit

Your company must have unifying product principles

Even while evolving, you must ensure that your company retains its unique identity by sticking to fundamental creative principles.

„That’s what Apple does brilliantly,“ Campbell said. „Everyone knows where the design principles are trending.“

Source: Intuit

It is imperative that you stop infighting as soon as it arises

Campbell said that internal warfare „brings companies to their knees“ and that it is the CEO’s job to end tensions immediately. He said that Apple under CEO John Sculley, before Steve Jobs was brought back in to lead his company, was marked by turf wars and power grabs.

„The political problem just goes down through the organization,“ Campbell said. „Everybody’s paralyzed by the fighting that top executives have, all the time.“

He recommended that CEOs bring their warring parties into the same room and give them a deadline for settling their disputes, or else they would step in and make the decision for them.

Source: Intuit

Determine cultural values from the outset and then model them

Values allow employees to hold each other accountable, and the CEO must embody the values, or else no one will follow them.

Source: „Venture“ podcast

Evaluate your managers by what their employees think of them

Regularly survey your employees to ensure that their managers are upholding the company’s values and guiding, rather than interfering with, their work.

Source: „Venture“ podcast

Maintain a culture of respect

Campbell placed prime importance on respect when leading or consulting with a company.

For example, he said, „Larry Page takes great, great pride in making sure that [executives he hires] are humble about what they do.“

If someone continuously disrespects their colleagues to the point where they feel their opinions aren’t heard, then that person needs to be let go.

Source: „Venture“ podcast

Be honest with your team

The reason why Campbell was not only greatly respected in the Valley but also deeply admired on a personal level was because he spent time building relationships with those he worked with.

To him, the best leaders are straightforward with their praise and criticism, so that there are no illusions holding someone back from success.

Source: Fortune

http://www.businessinsider.de/bill-campbells-leadership-advice-2016-4

How to Successfully Manage Teams

Managing a team is a rewarding task that offers unique benefits and challenges. What follows are six ways to ensure you are successful at managing any kind of team.

Careful Selection

If possible, screen candidates based on a fair and standard format. This could be an entrance interview with basic questions about motivation, work styles and core competencies. Even if there are no choices, an initial interview with existing team members will allow everyone to understand preferences and backgrounds, which will help new team members better fit in and adapt to the subculture.

Proper Training

Some leaders have unrealistic expectations about employee performance and learning capacity. This means they expect employees to instantly become proficient with complex tasks and technologies that may take weeks to master. Regardless of competency, employees must be given time to process information and ask questions. This is a great way to introduce new ideas and to challenge existing, inefficient processes.

Team leaders can continue their professional development by getting an advanced degree, like a master’s degree that pertains to their career field. No matter what your field, a master’s degree can help you gain the necessary leadership experience to make a difference.

Learn Project Management

Every supervisor and team leader should be familiar with the basic principles of project management. However, they must also be prepared to train and help team members master these project management techniques and systems. One good solution is to use popular project management software. This will help team leaders better manage assignments and scheduling, as well as increase productivity and accountability.

Empower Employees

Employees need to be empowered to perform their jobs without direct supervision. This will reduce the supervisors’ work load, but can only occur when there are formal procedures and parameters that guide employees through the decision making process. Avoid micromanaging and setting up employees to fail through setting unrealistic standards.

Set Goals

Some team leaders only focus on daily operations, so they lose focus on the big picture. This can be remedied through quarterly goals collectively created by team members. These goals should be reviewed during every meeting  to realign focus and energy. Be sure to offer team members rewards for reaching the goals.

Set an Open Door Policy

New employees naturally make more mistakes if they are uncomfortable asking questions or for feedback. Team leaders can continue their professional development by getting a degree like a Master’s of Civil Engineering. No matter what your field, a master’s degree can help you gain the necessary leadership experience to make a difference.

Finally, build a team subculture that welcomes change and innovation. If you want your team to be successful, you need to take steps to better yourself and improve your skills too. These tips can help you be a more effective leader.

http://switchandshift.com/6-tips-successfully-manage-teams

the Ecosystem Mindset

John Geraci:

When I worked at the New York Times, from 2013 to 2015, my job was to lead a team in the creation, launch, and development of a new, revenue-driving product that would help restore growth to the company’s bottom line — which, like the bottom lines of all newspapers around the world, has been endangered by wave after wave of new technology.

During those two years, I got to see and be part of a great, mission-driven company’s effort to grapple with moving into the 21st century, trying — for the first time in its existence, really — to be innovative and find new paths to growth. As someone who had spent most of his career working in and cofounding startups, it was big, heady stuff.

It was also a resounding failure. By the end of my two years there, two of the three products the company had launched to drive new revenue had been repositioned as free offerings intended to drive engagement, and the third had been shut down entirely; there were no meaningful plans for new products underway.

But the exercise wasn’t a complete failure. Those three products fit into a bigger story: how one company was trying, desperately, to discover the ingredients it needed to become truly innovative.

In my first year there, the Times was first focused on finding entrepreneurial employees. Indeed, that’s why I was hired. By hiring people who had cofounded companies, the Times was working to bring in entrepreneurial DNA into the building. That year there was much talk about entrepreneurship, lean approaches, hypotheses, etc.

During my second year, when it became utterly apparent that the new products were not going to hit their targets, the Times shifted to growth-minded leadership. We created a special executive board to evaluate new initiatives, and they tried to adopt VC mindsets in their approach. We had meetings where people talked about sizing opportunities, evaluating risks, and so forth.

None of this is an unusual story for big companies. Many companies were undergoing similar awakenings at the same time — becoming aware of the need for employees who were entrepreneurial, and then becoming aware of the need for top leadership who think like VCs. And although the Times wasn’t executing either particularly well the last I saw, they were well aware of the need and working toward that.

There is a third piece, however, that the Times, along with the rest of the corporate world, is still missing: the Ecosystem Mindset.

Most big organizations resemble organisms. They have discrete boundaries, inputs and outputs at specific places, and wholly internal engines. They are like a giant animal — head, eyes, mouth, stomach. This makes intuitive sense to us; it’s how we were taught to think of organizations. And it was useful and worked through the 20th century, when change was slow relative to how things are now.

The Times is a perfect example of company-as-organism. Employees at the Times rarely go offsite for lunch or meetings. When you work there, your network is inside the building. That’s where all of the action is, where the valuable information is traded, where the battles are fought, and where the victories are won. When the Core Team or the Newsroom Team or the Beta Team finds a solution, it is a Times solution. Naturally there are inputs and outputs to the company, but like an organism, these are discrete — a mouth, a nose, an ear. At the Times, the Strategy Team pursues and manages strategic relationships for the company, takes in the resources needed to stay alive, and channels those to the rest of the organism. It’s the model of the companies our fathers and mothers worked at. And it worked great for them.

But in today’s world, it doesn’t. Companies with the organism mindset are too slow to adapt to survive in the modern world. The world around them changes, recombines, evolves, and they are stuck with their same old DNA, their same old problems, their same old (failed) attempts at solutions.

Ecosystems, by contrast, are boundless, constantly able to grow, absorb new entities, adapt, react, and transform. They don’t acquire new elements by ingesting them, but by absorbing new components at the edges of the network. And when they do that, they create new value for the whole ecosystem.

Organizations that pursue strategies like these have what I call the Ecosystem Mindset. All startups have it, while almost no big companies do. It’s an understanding that your organization is not a bounded entity, complete unto itself, but part of a wider ecosystem. It comes with an implicit understanding that the solutions to your key challenges are not all inside the building, but are out there — and that you must locate and interact with them to thrive.

The venture firm Andreessen Horowitz is a great example of an organization that uses an ecosystem mindset to great effect. Other than those relatively few people in the firm focused squarely on the portfolio companies, everyone else is focused on what is out there, beyond the walls of the organization. Marketers market themselves, directors research deals, the executive talent team doesn’t recruit — that is very much “organism think.” Instead, they build relationships. Managing directors open doors to corporations for portfolio companies in the ecosystem — hundreds per month come through their doors. The entire firm is organized to function as a series of inputs and outputs, permeable membranes with the outside world around it. As Jeff Stump, a partner there, said to me, “If a pin drops in our network we want to know about it.”

They also measure the value of this activity, and expect to see a real ROI. They measure efficiency, productivity, quality of the network, quality of inputs and outputs. Rather than just networking, they continually ask the question, “Is our network working?”

When you think about that kind of organization, and the implications of that kind of continual network activity and the sheer volume of new ideas, new partnerships, and new collaborations it produces, and then you look back at big companies with their entrepreneurial employees and growth-minded leaders, you understand why organizations like the Times are not nailing it. They’re like a bear stuck in a swamp. All around them swirls new kinds of life interacting with itself, evolving, transforming, and they’re there with their fur and claws trying to swat at it all.

So what’s the solution for these companies, who have stocked themselves with entrepreneurial employees and VC-minded execs but still can’t seem to round the corner and start innovating and growing at a pace that keeps up with the outside world? Open the doors. Let the light stream in. Get out of the building. Interact. Not just the strategy team, not just the CEO, but everyone. The new value is not inside, it’s out there, at the edges of the network.

Embrace that, and grow.“

 

https://hbr.org/2016/04/what-i-learned-from-trying-to-innovate-at-the-new-york-times

Successful Innovators at the age of 25

What were the most successful people in tech doing when they were 25?

At the time, many were already founding or making deals with multimillion-dollar companies, or simply dreaming up how they could make their dent in the universe.

In other words, it varied from tech titan to tech titan, and it all goes to show that there’s no one path to success.

To underscore that point, we’ve compiled these snapshots to show you what they were up to at 25.

Steve Jobs took his company public and became a millionaire.

Steve Jobs took his company public and became a millionaire.

Justin Sullivan/Getty Images

By the end of its first day of trading in December 1980, Apple Computer had a market value of $1.2 billion, making its cofounders very rich men. Jobs, one of the three cofounders, was 25.

He later told biographer Walter Isaacson that he made a pledge at that time to never let money ruin his life.

Larry Ellison was working odd jobs as a programmer.

Larry Ellison was working odd jobs as a programmer.

Oracle

After moving to Berkeley, California, at 22, the college dropout turned billionaire Oracle founder used what he picked up in college and taught himself about computer programming. He found odd technical jobs at places like Fireman’s Fund, Wells Fargo, and AMPEX until finally landing at Amdahl Corporation, where he worked on the first IBM-compatible mainframe system.

Jeff Bezos had a cushy job in finance.

Jeff Bezos had a cushy job in finance.

Chip Somodevilla/Getty Images

At age 24, the future Amazon founder and CEO went to work at Bankers Trust developing revolutionary software for banking institutions at that time, according to the book „Jeff Bezos: The Founder of Amazon.com“ by Ann Byers.

Two years later, Bezos became the company’s youngest vice president.

Elon Musk was running his first internet company.

Elon Musk was running his first internet company.

REUTERS/Danny Moloshok

Before turning 25, Musk dropped out of his PhD program at Stanford to join the dot-com boom and launch his first internet company, Zip2, which provided business directories and maps, Ashlee Vance reports in „Elon Musk: Tesla, SpaceX, and the Quest for a Fantastic Future.“

Compaq bought the company for $307 million four years later, and Musk used the money to launch his next startup venture, PayPal.

Marissa Mayer was still in her first year working as Google’s 20th employee.

Marissa Mayer was still in her first year working as Google's 20th employee.

AP Photo

At 24, Mayer became employee No. 20 at Google and the company’s first female engineer. She remained with the company for 13 years before moving to her current role as CEO of Yahoo.

Google didn’t have the sorts of lavish campuses it does now, Mayer said in an interview with VMakers: „During my interviews, which were in April of 1999, Google was a seven-person company. I arrived and I was interviewed at a ping pong table which was also the company’s conference table, and it was right when they were pitching for venture capitalist money, so actually after my interview Larry and Sergey left and took the entire office with them.“

Since everyone in the office interviewed you in those days, Mayer had to come back the next day for another round.

Mark Zuckerberg’s Facebook was cash positive for the first time and hit 300 million users.

Mark Zuckerberg's Facebook was cash positive for the first time and hit 300 million users.

AP Photo/Manu Fernadez

Zuckerberg had been hard at work on Facebook for five years by the time he hit age 25. In that year — 2009 — the company turned cash positive for the first time and hit 300 million users. He was excited at the time, but said it was just the start, writing on Facebook that „the way we think about this is that we’re just getting started on our goal of connecting everyone.“

The next year, he was named „Person of the Year“ by Time magazine.

Alphabet Executive Chairman Eric Schmidt was building a deep background in computer science.

Alphabet Executive Chairman Eric Schmidt was building a deep background in computer science.

Business Insider

Schmidt spent six years as a graduate student at UC Berkeley, earning a master’s and Ph.D. by age 27 for his early work in networking computers and managing distributed software development.

He spent those summers working at the famed Xerox PARC labs, which helped create the computer workstation as we know it. There, he met the founder of Sun Microsystems, where he had his first corporate job.

In his early years as a programmer, „all of us never slept at night because computers were faster at night.“

Sheryl Sandberg had met mentor Larry Summers and was getting a Harvard MBA.

Sheryl Sandberg had met mentor Larry Summers and was getting a Harvard MBA.

Jonathan Leibson/Getty Images for AOL

At age 25, Sandberg had graduated at the top of the economics department from Harvard, worked at the World Bank under her former professor, mentor, and future Treasury Secretary Larry Summers, and had gone back to Harvard to get her MBA, which she received in 1995.

She went on to work at McKinsey, and at age 29 was Summers‘ Chief of Staff when he became Bill Clinton’s Treasury Secretary.

Her time at HBS was a ways before Google, but that experience helped her see the potential of the internet, she said in a commencement speech to HBS grads last year:

„It wasn’t really that long ago when I was sitting where you are, but the world has changed an awful lot. My section, section B, tried to have HBS’s first online class. We had to use an AOL chat room and dial up service (your parents can explain). We had to pass out a list of screen names, because it was unthinkable to put your real name on the internet. And it never worked. It kept crashing … the world wasn’t set up for 90 people to communicate at once online. But for a few brief moments though, we glimpsed the future, a future where technology would power who we are and connect us to our real colleagues, our real family, our real friends.“

Bill Gates was making the first big deals of his life.

At 21, Gates founded Microsoft with Paul Allen after dropping out of Harvard, but his first big break came because of a cleverly made deal with IBM.

In 1980, IBM needed an operating system for their upcoming computer, and contracted Microsoft to create it. Instead of creating an operating system the 25 year old Gates decided to license one called CP/M86. 

He then changed course and bought a clone of that operating system called QDOS, that he could license to any company he wanted. The operating system became known as MS-DOS and became wildly popular.

Larry Page and Sergey Brin incorporated Google.

Larry Page and Sergey Brin incorporated Google.

Ralph Orlowski/Getty Images

Both Brin and Page were 25 when they started Google in 1998, having met years earlier at orientation at Stanford.

Their first investment was $100,000 from Sun Microsystem’s co-founder Andy Bechtolsheim, but there was a problem. The check was made out to Google Inc., but Google hadn’t yet been incorporated. The two filed the necessary paperwork before being able to cash the check.

 

 

Evan Spiegel is currently worth $2.1 billion.

Evan Spiegel is currently worth $2.1 billion.

AP Photo/Jae C. Hong

At age 21, Spiegel pitched the idea of Snapchat to his class at Stanford, but it didn’t go over so well. Three months after the initial pitch, the app was released under the name Picaboo, and later renamed Snapchat.

Snapchat has since gone mega viral, making Spiegel worth $2.1 billion. He’s currently 25 years old.

Michael Dell had recently taken his company public.

Michael Dell had recently taken his company public.

REUTERS/Steve Marcus

At 19, Michael Dell began selling computer parts out of his college dorm room under the name PC Limited.

After a year at college, Dell decided to leave school to focus on PC Limited, which was later renamed Dell Computer Corporation. In 1988, when Dell was 23, Dell Computer Corporation went public, raising $30 million.

 

Jack Dorsey was sketching out Twitter on LiveJournal.

Jack Dorsey was sketching out Twitter on LiveJournal.

Mike Blake/Reuters

At 20, Dorsey hacked into Dispatch Management Services, a courier service founded by Greg Kidd. Kidd was so impressed he hired Dorsey to drop out of NYU and join the company.

Four years later he joined LiveJournal, and sketched out his concept for Stat.us, which morphed into Twit.tr.

Satya Nadella had just joined Microsoft.

Satya Nadella had just joined Microsoft.

BI

At age 22, Nadella moved from his home in Hyderabad, India to America where he received his masters degree in Computer Science from the University of Wisconsin-Milwaukee.

Nadella then started a brief stint at Sun Microsystems before joining Microsoft at age 24, where he’s stayed ever since.

http://www.businessinsider.de/famous-tech-people-at-age-25-2016-3?op=1

Apple Ditched Secrecy for Openness

Apple CEO Tim Cook waves goodbye after an event at the Apple headquarters in Cupertino, California

The Journey how Google became the most valuable business in the world

By the middle of 2010, it was clear that something was broken at Google.

Investors, analysts and members of the media who once touted the company’s fast growth started to wonder if Google was just a „one-trick pony“ that cleaned up Internet searches and made a nice advertising business out of it.

Inside Google, teams had begun moving forward with a wide range of groundbreaking and potentially lucrative projects to dominate the smartphone market, scan millions of print books, map every street in the world and even build cars that would drive themselves.

Google’s problem wasn’t a lack of ambition, but rather a fundamentally flawed decision-making process at the very top of the company that kept slowing things down, according those in the C-suite at the time.

 

 

For nearly a decade, Google’s two brilliant youthful founders, Larry Page and Sergey Brin, made all major business decisions together with the seasoned executive they had selected as CEO, Eric Schmidt.

„They were so close at the beginning of the company and they made so many great decisions together. It was very powerful,“ Patrick Pichette, Google’s former chief financial officer, said in an interview this week with Mashable. „But as the company grew and grew in complexity and momentum, that became an issue.“

The vexing issue, and Google’s eventual fix for it, set in motion a more „mature“ management strategy that helped it move faster, eventually influenced its move to create a new holding company called Alphabet and arguably propelled it (however briefly) to overtake Apple this year as the most valuable business in the world.

Looking back, Google’s flaw was obvious, but serves as a case study for the need to consistently re-think the leadership structure of businesses as they grow and adjust their goals.

Google’s leadership triumvirate in 2009.

2.5 hour long debates

As CFO, Pichette enjoyed a rare birds-eye view into Google’s exclusive and influential executive suite from 2008 until he left last year to travel the world and find better work/life balance.

From that perch, Pichette watched as this triumvirate at Google unintentionally created a massive bottleneck simply because they believed all three men needed to be in the same place at the same time deciding on the same things.

On multiple occasions, Pichette says, product teams would wait eagerly for the executives to emerge with a decision after some „2.5 hour“ long debate — all three are prone to intellectual sparring — only to be crestfallen to learn that no decision had been made because Page or Brin or Schmidt happened to be somewhere else at the time, necessitating yet another debate.

„No decision was made without the three of them being in the room and all nodding,“ Pichette recalls. „I can tell you at some point this created such a slowdown in momentum.“

Without necessarily realizing it, those outside the executive suite caught occasional glimpses of this dysfunction and relentless debating.

During one joint public appearance in 2008 (starting at the 3:20 mark in the video above) for which the three men have flown in from three different parts of the world, they are asked a question about the impact of Microsoft potentially acquiring Yahoo.

Brin admits not having had time to catch up on the news. Schmidt takes the lead in offering a corporate response, then asks a quiet Page if he agrees. The latter says yes.

„Great,“ Schmidt jokes. „With us you never quite know.“

Fixing Google

After a „dozen“ or so frustrating decision-making roadblocks, Pichette says Google’s management team recognized „there’s something broken.“

The fix was announced several months later, at the very beginning of 2011.

Google shocked the technology world by revealing that Page would take over as Google’s CEO, bumping Schmidt to the sometimes ceremonial position of executive chairman. Brin would remain „cofounder.“

Their roles became more clearly defined as a result: Page would oversee key technology and business-related decisions. Brin would focus on „new products“ like Google Glass and the self-driving car.

Schmidt, in turn, would function as an advisor to both with more of a focus on „broader business relationships, government outreach and technology thought leadership.“

„As Google has grown, managing the business has become more complicated,“ Schmidt wrote in a blog post at the time, hinting at the troublesome management arrangement that had plagued Google. „So Larry, Sergey and I have been talking for a long time about how best to simplify our management structure and speed up decision making.“

Even now, the sense of relief from this arrangement is audible in Pichette’s voice.

„To hear Sergey say, ‚On this issue, it’s Larry’s call,‘ that was a transformative moment for the company,“ he says. „It gave us a ton of momentum.“

The beginning of the Alphabet

For Page, that significant leadership restructuring was only the beginning.

From the moment he took over as CEO again in 2011, Page was interested in finding a new business structure that would help Google be more ambitious — and bring its ambitious projects to market — while also freeing him up from humdrum day-to-day management responsibilities.

„He talked about a million things he wanted to do, but he spent 100% of his time managing and trying to get his executives to work together,“ one former Google executive told Mashable in an earlier interview.

The solution came in two parts.

First, Page groomed a quasi-successor, Sundar Pichai, to assume more operational roles inside Google, while simultaneously empowering executives of other key divisions, freeing him up to focus more on the big picture.

Then, last year, Page once again shocked the technology world by announcing plans to create a new holding company called Alphabet. Google would be just one of its many subsidiary companies, along with Nest, Google Ventures and others.

Page, Brin and Schmidt remained the top execs at Alphabet, but more executives would potentially earn CEO titles and the autonomy to make crucial decisions on their own — without always waiting for the triumvirate to come together and finish a long debate.


Google’s stock has soared in the five years since its big leadership change in 2011, at one point making it the most valuable business in the world.

Image: screengrab, mashable

„Alphabet is about businesses prospering through strong leaders and independence,“ Page wrote in his note announcing Alphabet. „In general, our model is to have a strong CEO who runs each business, with Sergey and me in service to them as needed.“

Pichette, who played a role in preparing for Alphabet before leaving, sees this decision as a continuation of the growing maturity on the leadership team that prompted the first big change back in 2011.

„You see that same maturity coming up with Alphabet,“ Pichette says. „Larry saw there is great management in place so he doesn’t need to run day-to-day Google.“

„They are amazingly good at adapting to where they are and thinking ahead,“ he continues. After all, the one thing that hasn’t changed: „These are three crazy ambitious people.“

 

http://mashable.com/2016/03/13/how-google-grew-up

Inspire Loyalty With Your Leadership: Here’s How

As the leader of your business, you’re surely aware that the loyalty you inspire in your employees is more than just important; it’s essential.

Beyond producing improved results from your employees and reducing turnover in your staff, the loyalty you encourage in your team — through the behaviors that you exemplify –will extend itself to your customer base, and beyond.

Loyalty isn’t something you can just gain, at the drop of a hat. To be a leader truly worthy of loyalty takes hard work and requires self-inquiry and a clarity of mind. After all, who can follow someone who doesn’t even know what he or she wants or is headed? Inspiring loyalty may take personal work, but it will be worth the effort when you have a team that will follow you to the ends of the earth.

There are many ways to inspire loyalty, but here are six essential ways in which the best leaders inspire loyalty, in even the most dubious of employees.

1. Trust. 

Constantly looking over your employee’s shoulder to second-guess his or her work creates a sense of personal doubt, especially if there has been no pertinent reason to mistrust the staffer’s expertise. Great leaders give their trust to others, without reservation, and those others are then motivated to not only give trust back, but to work harder to meet the expectations of someone they respect.

2. Support for employee development

In the short and long-term, all people need to feel as though their work, and by extension their lives, has meaning and positive progression. If there is no opportunity for learning in an encouraging environment, employees may start to feel stagnant and resentful.

Employees who are encouraged to follow their passions and stretch beyond what they thought was their capacity are sure to have deeply loyal feelings toward a leader who fosters that development.

3. Leading by example

A leader is perhaps expected to have more responsibility than do employees, but that doesn’t mean that the leader is „above“ any work that needs to be done. Some of the best leaders I have known are right there in the trenches when that’s called for. If you’re too good to get your hands dirty with your team, your team members will start to see their jobs as menial and unimportant — just as you do. But, if you do whatever it takes for your company to be successful, so will everyone around you.

4. Clarity

A leader’s clarity creates a compass by which his or her team can navigate. If you aren’t completely clear about your mission and values, it’s obvious to anyone in your employ that following you will lead nowhere. So, be communicative and definitive about your wide-reaching vision and your day-to-day tasks to enable your team to see that your leadership is true.

5. Personal relationships

Of course there are boundaries around personal relationships at work, but within those boundaries, there is room to recognize that the people who work for you are humans, dealing with trials and tribulations beyond the next budget meeting. Do you know when your employees have major life milestones, like a birth, death, marriage or divorce? Great leaders know that cultivating care for their employees creates love and loyalty in return.

6. Openness and honesty

Nothing inspires loyalty more than being honest. Open communication does two things: It creates confidence and trust, and also helps create feelings of inclusion. Being part of a team that works together will make any employee think twice before leaving or making a detrimental decision. Honest leaders will make team members stay much longer than they would have with a leader who hides information.

The greatest leaders in the world are not revered because they demanded loyalty — they created loyalty through their words and actions. With everyday care and personal conviction, you too can create a company that is full of employees who are devoted, hard-working, and unwavering.

Source: http://www.entrepreneur.com/article/270577

The 15 most successful CMOs in the US

Netflix’s chief marketing officer was the most-successful CMO in the US in 2015, according to ExecRank.

ExecRank’s uses an algorithm to help match companies with advisors.

The algorithm assesses measures such as experience in the executive role, business results during their tenure, board member appointments, company earnings per share growth this year, and industry/professional reputation.

We’ve also provided details on where the marketers appeared in last year’s list, although ExecRank chairman and CEO pointed out to AdAge that year-to-year comparisons aren’t entirely perfect because the algorithm gets tweaked annually.

ExecRank ranks 249 CMOs alogether — here are the top 15.

 

15. David Roman, senior vice president and chief marketing officer at Lenovo

Roman is responsible for driving all marketing activities at the world’s largest PC-maker, which includes the Motorola mobile division. He has also been recognized in AdAge’s Marketing Top 50 and Creative Magazine’s Top 50 list. He ranked at number 14 last year.

14. John Hayes, chief marketing officer at American Express

14. John Hayes, chief marketing officer at American Express

LinkedIn

Hayes has been an EVP at AmEx since 1995 and CMO since 2003. Last year, he was number 114 on the list.

13. John Costello, president of global marketing and innovation at Dunkin‘ Brands

Costello has already been named one of the 30 most influential people in marketing by AdAge and one of the top 50 marketers by Adweek. He was number 9 in the list last year.

12. Jon Iwata, senior vice president of marketing and communications at IBM

Iwata is responsible for all worldwide communications at IBM, from media relations through to IBM’s intranet. He ranked at number five on last year’s list.

11. Anne Finucane, vice chairman and global chief strategy and marketing officer at Bank of America

11. Anne Finucane, vice chairman and global chief strategy and marketing officer at Bank of America

Bank of America

Finucane is responsible for the strategic positioning of Bank of America, as well as public policy, global marketing, CSR, and communications In 2013, she won the New York Women In Communications Matrix award and the Advertising Women of the Year by Advertising Women of New York. She ranked at number 18 on last year’s list.

10. Marcos de Quinto, executive vice president and chief marketing officer at The Coca-Cola Company

10. Marcos de Quinto, executive vice president and chief marketing officer at The Coca-Cola Company

El Despacho de Kotler/YouTube

De Quinto was recently promoted to the CMO role, having previously served as president of Coca-Cola’s Iberia business unit, which covers Spain and Portugal. He recently unveiled Coca-Cola’s new „one brand“ marketing campaign that unites all the Coke brands under one slogan. He didn’t feature on last year’s ranking, but former CMO Joseph Tripodi was at number 11.

9. Beth Comstock, former chief marketing officer at General Electric, now vice chair of business innovations

9. Beth Comstock, former chief marketing officer at General Electric, now vice chair of business innovations

GE

GE named Comstock as its first female vice chair in September. She was replaced as CMO by Linda Boff. At the time of her promotion, GE CEO Jeff Immelt said in a statement: „Beth has a proven reputation inside and outside GE for transforming the enterprise and being a catalyst for digital innovation and growth.“ She moved down one place in the ranking this year, from number 6.

8. Chris Cox, chief product officer at Facebook

8. Chris Cox, chief product officer at Facebook

Jolie Odell

Cox is Facebook’s highest-paid executive and is the top product exec at the company. Cox helped invent the news feed, designed Facebook’s „social by design“ strategy, and is part of Facebook’s top executive leadership team. He didn’t feature in last year’s rankings.

7. Stephen Quinn, former Walmart US chief marketing officer, now retired

Quinn retired from Walmart in January this year, having spent more than a decade at the company. He was replaced by Tony Rogers, who had served as the grocery chain’s chief marketing officer in China. Quinn moved down several places from number two in last year’s rankings.

6. Ronald Coppock, president of worldwide sales and marketing at Arris

6. Ronald Coppock, president of worldwide sales and marketing at Arris

Arris

Coppock has served in the president of world sales and marketing role at the telecommunications equipment manufacturing company since 2003. He didn’t feature in last year’s rankings.

5. Karen Walker, senior vice president and chief marketing officer at Cisco

5. Karen Walker, senior vice president and chief marketing officer at Cisco

Twitter

Walker was promoted to the CMO position in June 2015 and has clearly quickly made an impact. Prior to that, she was the company’s senior vice president of marketing. ExecRank says she has „championed marketing’s role as an accountable business function aligning closely with sales teams and a vital resource to partners.“ She did not feature on last year’s rankings.

4. John Slusher, executive vice president of global sporks marketing at Nike

4. John Slusher, executive vice president of global sporks marketing at Nike

Nike

Slusher is responsible for managing relationships with Nike’s athletes, team, league, and federation partners. Nike won big at the Cannes Lions advertising festival this year, for its Re2pect campaign for Derek Jeter from the Jordan brand, the „Winner Stays“ football campaign, and for Nike Golf’s „Ripple“ campaign. Slusher didn’t feature in the list last year, but his colleague Trevor Edwards, president of the Nike brand, was number three.

3. Andrew Sherrard, chief marketing officer and executive vice president at T-Mobile US

3. Andrew Sherrard, chief marketing officer and executive vice president at T-Mobile US

YouTube

Sherrard joined T-Mobile in 2003 and was promoted to the CMO role in February last year, now responsible for all marketing execution for the T-Mobile brand in the US. T-Mobile was a big Super Bowl advertiser this year, with two ads — one starring rapper Drake. Sherrard didn’t feature in the list last year.

2. Philip Schiller, senior vice president of worldwide marketing at Apple

2. Philip Schiller, senior vice president of worldwide marketing at Apple

Apple

Schiller has now taken on new responsibilities to oversee the App Store across all of Apple’s hardware platforms. He was the top-performing marketer in last year’s rankings. At the time of Schiller’s promotion, Apple also announced Grey New York ad exec Tor Myhren would be joining the company as vice president of marketing and communications early in 2016.

1. Kelly Bennett, chief marketing officer at Netflix

Bennett has served as Netflix’s CMO since 2012. He didn’t feature on last year’s rankings, but in 2015 Netflix has been taking over the world — literally — and marketing campaigns for its Originals series have helped boost sign-ups and retention rates.

http://www.businessinsider.de/execrank-top-cmos-and-marketing-executives-netflix-ge-coke-apple-2016-2?op=1

Apples Job Interview Questions

Apple is known for being one of the most challenging and exciting places to work, so it’s not surprising to learn that getting a job there is no easy task.

Like Google and other big tech companies, Apple asks both technical questions based on your past work experience and some mind-boggling puzzles.

We combed through recent posts on Glassdoor to find some of the toughest interview questions candidates have been asked.

Some require solving tricky math problems, while others are simple but vague enough to keep you on your toes.

“If you have 2 eggs, and you want to figure out what’s the highest floor from which you can drop the egg without breaking it, how would you do it? What’s the optimal solution?” — Software Engineer candidate

“Who is your best friend?” — Family Room Specialist candidate

„Describe an interesting problem and how you solved it.“ — Software Engineer candidate

„Explain to an 8 year old what a modem/router is and its functions.“ — At-Home Advisor candidate

„How many children are born every day?“ — Global Supply Manager candidate

„You have a 100 coins laying flat on a table, each with a head side and a tail side. 10 of them are heads up, 90 are tails up. You can’t feel, see or in any other way find out which side is up. Split the coins into two piles such that there are the same number of heads in each pile.“ — Software Engineer candidate

"You have a 100 coins laying flat on a table, each with a head side and a tail side. 10 of them are heads up, 90 are tails up. You can't feel, see or in any other way find out which side is up. Split the coins into two piles such that there are the same number of heads in each pile." — Software Engineer candidate

AP Photo/Ariel Schalit

„Describe yourself, what excites you?“ — Software Engineer candidate

„If we hired you, what do you want to work on?“ — Senior Software Engineer candidate

„There are three boxes, one contains only apples, one contains only oranges, and one contains both apples and oranges. The boxes have been incorrectly labeled such that no label identifies the actual contents of the box it labels. Opening just one box, and without looking in the box, you take out one piece of fruit. By looking at the fruit, how can you immediately label all of the boxes correctly?“ — Software QA Engineer candidate

„Scenario: You’re dealing with an angry customer who was waiting for help for the past 20 minutes and is causing a commotion. She claims that she’ll just walk over to Best Buy or the Microsoft Store to get the computer she wants. Resolve this issue.“ — Specialist candidate

“How would you breakdown the cost of this pen?” — Global Supply Manager candidate

“A man calls in and has an older computer that is essentially a brick. What do you do?” — Apple Care At-Home Consultant candidate

“A man calls in and has an older computer that is essentially a brick. What do you do?” — Apple Care At-Home Consultant candidate

artisrams via www.flickr.com creative commons

“Are you smart?” — Build Engineer candidate

„What are your failures, and how have you learned from them?“ — Software Manager candidate

„Have you ever disagreed with a manager’s decision, and how did you approach the disagreement? Give a specific example and explain how you rectified this disagreement, what the final outcome was, and how that individual would describe you today.“ — Software Engineer candidate

"Have you ever disagreed with a manager's decision, and how did you approach the disagreement? Give a specific example and explain how you rectified this disagreement, what the final outcome was, and how that individual would describe you today." — Software Engineer candidate

Jamie Squire / Getty

“You put a glass of water on a record turntable and begin slowly increasing the speed. What happens first — does the glass slide off, tip over, or does the water splash out?“ — Mechanical Engineer candidate

“You put a glass of water on a record turntable and begin slowly increasing the speed. What happens first — does the glass slide off, tip over, or does the water splash out?" — Mechanical Engineer candidate

Digital Trends

„Tell me something that you have done in your life which you are particularly proud of.“ — Software Engineering Manager candidate

„Why should we hire you?“ — Senior Software Engineer candidate

„Are you creative? What’s something creative that you can think of?“ — Software Engineer candidate

„Describe a humbling experience.“ — Apple Retail Specialist candidate

„What’s more important, fixing the customer’s problem or creating a good customer experience?“ — Apple At Home Advisor candidate

"What's more important, fixing the customer's problem or creating a good customer experience?" — Apple At Home Advisor candidate

Claudio Villa/Getty Images

“Why did Apple change its name from Apple Computers Incorporated to Apple Inc.?” — Specialist candidate

“Why did Apple change its name from Apple Computers Incorporated to Apple Inc.?” — Specialist candidate

Universal

„You seem pretty positive, what types of things bring you down?“ — Family Room Specialist candidate

„Show me (role play) how you would show a customer you’re willing to help them by only using your voice.“ — College At-Home Advisor candidate

„What brings you here today?“ — Software Engineer candidate

"What brings you here today?" — Software Engineer candidate

Evil Erin/flickr

„I need a job?“

„Given an iTunes type of app that pulls down lots of images that get stale over time, what strategy would you use to flush disused images over time?“ — Software Engineer candidate

"Given an iTunes type of app that pulls down lots of images that get stale over time, what strategy would you use to flush disused images over time?" — Software Engineer candidate

iTunes

„If you’re given a jar with a mix of fair and unfair coins, and you pull one out and flip it 3 times, and get the specific sequence heads heads tails, what are the chances that you pulled out a fair or an unfair coin?“ — Lead Analyst candidate

"If you're given a jar with a mix of fair and unfair coins, and you pull one out and flip it 3 times, and get the specific sequence heads heads tails, what are the chances that you pulled out a fair or an unfair coin?" — Lead Analyst candidate

slgckgc/flickr

„What was your best day in the last 4 years? What was your worst?“ — Engineering Project Manager candidate

„When you walk in the Apple Store as a customer, what do you notice about the store/how do you feel when you first walk in?“ — Specialist candidate

"When you walk in the Apple Store as a customer, what do you notice about the store/how do you feel when you first walk in?" — Specialist candidate

REUTERS/ROBERT GALBRAITH

„Why do you want to join Apple and what will you miss at your current work if Apple hired you?“ — Software Engineer candidate

"Why do you want to join Apple and what will you miss at your current work if Apple hired you?" — Software Engineer candidate

Jay Yarow

„How would you test your favorite app?“ — Software QA Engineer candidate

„What would you want to do 5 years from now?“ — Software Engineer candidate

"What would you want to do 5 years from now?" — Software Engineer candidate

Flickr/COD Newsroom

„How would you test a toaster?“ — Software QA Engineer candidate

Kreatives Denken, knifflige Logikprobleme Den Jobkandidaten werden je nach dem Bereich, für den sie sich bewerben, Fragen zu ihrem technischen Verständnis gestellt. Teilweise müssen sie Empathie beweisen oder Logikrätsel lösen und kreatives Denken an den Tag legen.

  • Frage an einen Softwareentwickler: Wenn Sie zwei Eier halten und überprüfen möchten aus welcher Höhe Sie sie fallen lassen können, ohne sie kaputt zu machen. Wie würden Sie das angehen?
  • Frage an einen Hardware-Ingenieur: Sie stellen ein Glas Wasser auf einen Plattenspieler, der sich zunehmend schneller dreht. Was geschieht zuerst: rutscht das Glas herunter, schwappt das Wasser über oder kippt das Glas um?
  • Frage an einen Kandidaten für den Telefonsupport: Erklären Sie einem Achtjährigen wie ein Modem/Router funktioniert.
  • Frage an einen Bewerber im globalen Vertrieb: Wie viele Kinder kommen täglich zur Welt?
  • Frage für einen Family-Room-Bewerber: Sie wirken sehr positiv, was sorgt bei Ihnen für schlechte Laune?
  • Frage an einen Apple-Specialist-Kandidaten: Warum änderte Apple seinen Namen von Apples Computer Incorporated zu Apple Inc.?
  • Frage an einen Software-Entwickler: Auf einem Tisch liegen 100 Münzen. Zehn mit der Kopfseite nach oben, 90 mit der Zahl. Sie können weder erfühlen, noch sehen, noch auf irgendeine andere Weise herausfinden mit welcher Seite die Münzen nach oben zeigen. Wie teilen sie die Münzen in zwei Stapel, damit bei beiden dieselbe Anzahl mit dem Kopf nach oben zeigt?
  • Frage an einen Software-Entwickler: Wie würden Sie einen Toaster testen?
  • Frage an einen Bewerber im globalen Vertrieb: Wie berechnen Sie die Kosten für einen Kugelschreiber?
  • Frage an einen Apple-Specialist-Kandidaten: Sie haben es mit einer verärgerten Kundin zu tun, die seit 20 Minuten auf Hilfe wartet und für Wirbel sorgt. Sie sagt, dass sie nun zu Best Buy oder einem Microsoft-Store geht, um den Computer zu kaufen, die sie möchte. Lösen Sie dieses Problem.
  • Fragen an einen Bewerber für den Apple-Care-Telefonsupport: Ein Mann ruft an und hat einen Computer, der im Grunde nur noch Schrott ist. Was tun Sie?

derstandard.at/2000026847404/Wuerden-Sie-die-Fragen-von-Apples-Bewerbungsgespraechen-bestehen

Taktikregeln für Verhandlungen

Wie verhandle ich erfolgreich? Wie überbringe ich schlechte Nachrichten? 10 Taktikregeln vom Profi

Weiß, wie man richtig verhandelt: Matthias Schranner. 

Richtig verhandeln zu können, ist eine Kunst. Und genau diese Kunst beherrscht Matthias Schranner in Perfektion. Er hat sein geballtes Wissen in einem Buch veröffentlicht.

Nutzt eure Intuition!

Wer gut verhandeln kann, kommt besser durchs Leben. Sei es beruflich oder privat. Genau dieser Angelegenheit widmet sich Matthias Schranner, der als angesehenster Verhandlungsexperte Deutschlands gilt, seit zehn Jahren. Er berät Konzerne, mittelständische Unternehmen und politische Parteien. Nun zieht er in seinem Buch „Teure Fehler – Die 7 größten Irrtümer in schwierigen Verhandlungen“ ein Fazit und erklärt, wie man bei einer schwierigen Verhandlung zum Ziel kommt. Wir veröffentlichen zehn von 25 Taktikregeln, die Matthias Schranner im Kapitel „Verhandeln ist eine Sache der Intuition“ darlegt.

1. Agenda

Starten Sie bitte jede Verhandlung mit einer Agenda. Auch und vor allem eine kurze und unstrittige Agenda ist Ihnen für den weiteren Verhandlungsverlauf eine große Hilfe. (…) Sie definieren gleich zu Beginn, was verhandelt wird und was nicht.

Zudem ist es sinnvoll, jeden Agendapunkt mit einer zeitlichen Begrenzung zu verknüpfen. Sie können beispielsweise kommunizieren, dass für Agendapunkt Nr. 2 ein zeitlicher Rahmen von 30 Minuten angedacht ist.

Somit können Sie während der Verhandlung von Punkt Nr. 2 nach 30 Minuten auf die Agenda verweisen und zum nächsten, Ihnen vielleicht besser ins Konzept passenden Punkt wechseln. Oder Sie schicken vorweg, dass gerade Punkt Nr. 2 für alle von großem Interesse ist und Sie deshalb möchten, dass nicht 30, sondern 45 Minuten auf seine Besprechung verwendet werden. So können Sie flexibel und ganz nach Ihrem Belieben Einfluss auf den zeitlichen Ablauf der Verhandlung nehmen.

2. Inhalt wiedergeben

Es mag sich banal anhören, aber Sie sollten Ihrem Gegenüber ständig zeigen, dass Sie sehr an ihm und seiner Position interessiert sind. Benutzen Sie oft kleine Ermutiger wie „Aha“ oder „OK“ und schreiben Sie viel mit.

Reflektieren Sie, dass Sie den Inhalt verstanden haben. Wiederholen Sie mit eigenen Worten, was Sie verstanden haben, und versichern Sie sich über die Richtigkeit.

Nutzen Sie Redewendungen wie: „Wenn ich Sie richtig verstehe …“ oder „Wenn ich das in eigenen Worten wiedergebe …“.

Wichtig ist hierbei, dass Sie das vom Gegenüber Gesagte paraphrasieren und zusammenfassen. So sind Sie in der Lage, der Verhandlung mit Ihrer Zusammenfassung eine neue, für Sie günstige Richtung zu geben.

3. Gefühl wiedergeben

Hier wird es schon sehr viel schwieriger. Das Beschreiben von Gefühlen in Verhandlungen kommt fast immer dem Betreten einer Eisfläche gleich. Ein falsches Wort oder eine falsche Betonung, und Sie verlieren den Halt und somit die Führung in der Verhandlung. (…) Gefühle sind universal, jeder kennt sie und jeder kann sie nach- vollziehen. Wenn Sie Gefühle beschreiben, haben Sie einen schnellen und authentischen Zugang zu Ihrem Gegenüber gefunden.  (…) Wenn Sie die Situation ansprechen, dann beschreiben Sie sie aus Ihrer Gewissheit heraus und verkünden nicht die Wahrheit über sie. Sie sagen dem Mitarbeiter (der entlassen werden soll, Anm. d. Red.), dass Sie – obwohl kinderlos und nicht verschuldet – seine Situation gut verstehen können. Diese Herangehensweise wird Ihr Gegenüber sofort als unauthentisch entlarven und als respektlos abtun: Wie können Sie sich als jemand in einer so anderen Lebenslage anmaßen, sich in die seinige einzufühlen? Sie werden als heuchlerisch und nicht glaubwürdig wahrgenommen. Und das ist wirklich schlimm in einer Verhandlung.

Wenn Sie aber die Gefühle ansprechen, wird Ihre Schilderung authentisch. Da Sie etwas beschreiben, das Sie wirklich kennen. Das Gefühl der Ausweglosigkeit, das jeder von uns schon einmal verspürt hat. Gehen Sie jedoch nicht zu sehr ins Detail. Sonst sprechen Sie wieder über sich und nicht über Ihr Gegenüber. Also nicht die eigene Situation beschreiben, sondern nur kundtun, dass Sie sein Gefühl kennen und daher nachvollziehen können.

4. Überbringen einer schlechten Nachricht

Das Aussprechen eine Kündigung gehört hierzu. Ich werde oft gefragt, wie ich solche Situationen aus meiner Erfahrung heraus bewerte. Sollte man die schlechte Nachricht gleich ansprechen oder mit Small Talk einleiten oder gar den Verhandlungspartner mit Andeutungen dazu bringen, dass er die schlechte Nachricht selbst entschlüsselt?

Hier habe ich einen sehr klaren Tipp: sofort ansprechen! Irgendwann müssen Sie es eh sagen. Wenn Sie um den heißen Brei herumreden, wird alles noch viel schlimmer. Sagen Sie, was Sache ist, und halten Sie dann den Mund.
 Sagen Sie beispielsweise „Hiermit spreche ich Ihnen die Kündigung aus!“ und halten Sie sich mit Erklärungen und Rechtfertigungen zurück. Alles, was Sie auf die schlechte Nachricht folgend nachschieben, verwässert Ihre Aussage. Zudem kann es gegebenenfalls gegen Sie verwendet werden.

Sollte Ihr Gegenüber emotional reagieren, dann vereinbaren Sie bitte einen baldigen Termin für die nächsten Schritte. Denken Sie bitte nie, dass es ja gar nicht so schlimm ist und Ihr Gegenüber Ihre Entscheidung schon irgendwie verstehen wird. Nein, er kann und wird sie nicht verstehen. Schlicht, weil in dem Moment der Wahrheit seine Synapsen den Zugang zum Großhirn nicht mehr ermöglichen und ihm somit jede Form von Rationalität abhanden gekommen ist.

5. Nichts sagen

Diese Taktik scheint die einfachste zu sein. Leider ist aber gerade das Nichtssagen äußerst schwer. Es bedeutet, wirklich nichts zu sagen, weder verbal noch durch Körpersprache, einfach nichts.

In meinen schwierigsten Verhandlungen gab es oft Situationen, in denen ich nicht wusste, was ich sagen sollte. Jede Aussage hätte als Provokation verstanden werden und die Verhandlung eskalieren lassen können.

Deshalb halte ich mich an einen alten Grundsatz der Dialektik: „Wenn Sie nichts zu sagen haben, sagen Sie nichts!“

Mit Ihrem Schweigen betonen Sie alles bisher Gesagte, steigern dessen Effekt und bringen zudem Ihr Gegenüber zum Reden.

6. Ratschläge vermeiden

Sehr unklug sind Ratschläge in einer Verhandlung. Im Wort Ratschlag steckt der Schlag, den Sie Ihrem Gegenüber lieber nicht verpassen. Ebenfalls zu vermeiden ist es, die Wahrheit für sich in Anspruch zu nehmen.

Vermeiden Sie also bitte:

­- Pausenloses Bedrängen à la „Jetzt kommen Sie schon.“

– Belehrungen à la „Das sehen Sie falsch.“

-Vorwürfe à la „Was haben Sie sich eigentlich dabei gedacht?“

– Bewertungen à la „Ich weiß schon, was Ihnen fehlt.“

– Dramatisieren à la „Wissen Sie, was Sie anderen damit antun?“

7. These und Antithese

Das Belehren des Gegenübers ist eine der großen Gefahren der Verhandlung. Sie können den Anschein der Belehrung leicht vermeiden, wenn Sie nicht nur die Vorteile, sondern auch die Nachteile Ihrer Vorschläge selbst in die Verhandlung einbringen.

Sagen Sie also nicht, wo alleine der konkrete Nutzen für Ihr Gegenüber liegt. Wer nur die Vorteile seines Produkts herausstellt, wird als Belehrender wahrgenommen.

Bringen Sie auch seine Nachteile in die Verhandlung ein. Solche, die tatsächlich gegen Sie sprechen. Stellen Sie dar, warum Sie dennoch von Ihrem Vorschlag überzeugt sind. Arbeiten Sie nach den Grundsätzen der Dialektik mit These und Antithese. Gut ist es, These und Antithese in ein synthetisches Fazit, das für Ihren Vorschlag spricht, münden zu lassen.

Dieses Fazit, diese Beurteilung sollte sich natürlich organisch in Ihre gesamte Vorgehensweise einfügen und Sie auf Ihrem Weg zu einer Einigung unterstützen.

An diesem Punkt ist die Abgrenzung zur affektiven Phase von Bedeutung, also von den ersten drei Minuten der Verhandlung. In der affektiven Phase sollten Sie negative Punkte tunlichst vermeiden. Während der kognitiven Phase, dem „Stabilisieren“ des Gegenübers, macht es Sinn, auch Negatives zu betonen, um glaubwürdig zu wirken.

8. Vermeiden Sie Rückgriffe auf frühere Aussagen

Greifen Sie nicht frühere Äußerungen Ihres Gegenübers auf, sofern sie Ihren Interessen widersprechen. „Sie hatten damals gesagt …“

Wenn Sie ihm seine Äußerungen vorhalten, bleibt ihm nichts anderes übrig, als bei seiner Meinung zu bleiben. Sie intensivieren so also nur das Ausmaß seiner Gegenwehr.

9. E contrario

Nun betreten wir die hohe Schule der Dialektik und argumentieren aus der Gegenposition – e contrario.

Sie bringen eine Meinung, die Sie absolut nicht teilen, in die Verhandlung ein und stellen heraus, wie wenig Sie mit ihr einverstanden sind. Daraufhin widerlegen Sie die Meinung selbst. Nachdem Sie nun deutlich gemacht haben, nicht dieser bestimmten Meinung zu sein, und diese Meinung auch noch überzeugend widerlegt haben, gibt es keinen Angriffspunkt für die Gegenseite mehr.

So drosseln Sie das Tempo der Verhandlung, indem Sie zweimal hintereinander auf die Bremse drücken. Wenn Sie das geschickt anstellen, wird Ihre „Nichtmeinung“ nicht mehr aufgegriffen und Sie behalten die Verhandlungsführung inne.

Ein Beispiel für eine selbst widerlegte „Nichtmeinung“: „Ich bin nicht der Meinung, dass der Preis der alleinige Maßstab für die Bewertung meines Angebotes sein sollte. Vielmehr zählt die Messbarkeit des Erfolgs, die ich anhand der folgenden Untersuchung darlegen kann.“

10. Sprechen Sie im Konjunktiv

Den Kern einer Verhandlung bildet das Handeln, Sie handeln mit Ihrem Gegenüber eine Einigung aus.

Wer signalisiert, dass er schon alles weiß und die Einigung bereits vor seinem geistigen Auge sieht, der wirkt arrogant und ruft beim Gegenüber eine Blockadehaltung hervor.

Tun Sie zumindest so, als ob Sie selbst noch nach dem geeigneten Weg zu einer Lösung suchen würden.

Zeigen Sie dem Gegenüber, dass Sie selbst in Teilbereichen noch unschlüssig sind und gerne seinen Rat hören würden.

Benutzen Sie deshalb keine dominanten und festlegenden Formulierungen, sondern sprechen Sie im Konjunktiv.

Bringen Sie jede Forderung im Konjunktiv in die Verhandlung ein. „Wäre es für Sie vorstellbar …“ oder „Würden Sie es für möglich halten …“ sind geschickte Formulierungen. Auch die Verbindung mit der Ich-Form ist gut geeignet: „Ich möchte meinen, dass …“ oder „Ich könnte mir vorstellen, dass …“.

Aus: Matthias Schranner: „ Teure Fehler: Die 7 größten Irrtümer in schwierigen Verhandlungen“, © Econ Verlag, Berlin, 2009, 18 Euro

 

Quelle: https://editionf.com/Wer-gut-verhandeln-will-muss-seiner-Intuition-vertrauen