Research tagged with "Productivity"

This article explores why product management often feels ineffective in large B2B companies, despite having talented teams. It identifies five core systemic issues: lack of a unique source of insight for vision, no time to develop that insight due to bureaucracy, increased risk aversion, challenges in driving adoption through salesforces instead of direct channels, and difficulty focusing on ideal customer profiles. The piece argues that these are not people problems but structural and organizational ones, and urges leaders to stop the blame game and instead address the underlying systems and structures. The article concludes with practical steps and a call to action for leaders to rethink their approach and seek out more detailed solutions.

Most organizations fail with OKRs, turning a promising framework into a bureaucratic chore that kills motivation and growth. The five most common mistakes are: confusing OKRs with KPIs, focusing on goals instead of strategy, creating silos, chasing only what’s easy to measure, and making the process demotivating. Reclaim OKRs as a tool for strategic alignment, cross-functional collaboration, and genuine performance. Distinguish growth from business-as-usual, prioritize problem-solving, measure what matters, and build a system that actually motivates teams to achieve real results.

Discover why 95% of AI transformations fail, leading to "AI slop" instead of productivity. This article reveals how optimizing prompt quality and context quality are critical for leaders to achieve insightful, high-value AI output and avoid digital clutter. Learn to transform your AI investment into real business impact.

While EOS provides valuable structure and accountability for small teams, it often strains as companies grow, leading to alignment gaps and missed opportunities. Factor builds on this foundation, offering evolved rhythms and tools designed to scale performance, align complex organizations, and empower teams to solve critical problems effectively.

Wells Fargo recently fired over a dozen employees for simulating keyboard activity to appear busy, raising questions about remote work monitoring. Companies often install software to track keyboard and mouse activity, leading to a market for tools that fake such activity. This situation prompts a critical question: should companies invest in better spyware or better leadership? The real issue lies in performance culture. Employees are likely to underperform if the work is demotivating, accountability is blame-based, and expectations are unclear. Instead of focusing on surveillance, companies should invest in better leadership. This involves managing work and motivation effectively, investing in employee development, crafting better roles, and setting clear expectations. Ultimately, the solution to slacking isn't more spyware but improved leadership and a motivating work environment.