Zubiya Javed’s Post

I didn’t read any strategies about helping employees find purpose in their work. The closest thing was when Nate talks about how serving a bigger purpose than yourself can bring out the extraordinary. I believe that, especially in the Marines, and especially after 9/11 (as he notes). How can this apply to the business world? Serving a purpose to fight for freedom and democracy is quite different than serving a company’s purpose. Also, Marines reap benefits that the typical employer may not give, including health care, pensions, and scholarships for education. Maybe we’re not supposed to get purpose from our jobs. Unless you’re working in social impact or an NGO, your job might not really be that purposeful. Maybe you’re an engineer, in finance, a project manager, or a sales person. Maybe you’re one of the millions of low wage workers in the service industry. Were your jobs designed to be purposeful? Companies are now pursuing purpose through their CSR efforts; is that enough to keep you in your job? Do you want to volunteer? I think the place most of us find purpose is in relationships with partners, families, children, friends, pets, and even hobbies. And the place where we spend most of our time, work, isn’t all that purposeful, and that’s ok. Instead of depending on your employer to give you purpose, maybe what they pay you and invest in you and give you via flexible work schedules, will help you pursue your true passions outside of the office, apart from the company. It’s like the old company store; they’re trying to keep you tethered by providing everything you need and want. The more your purpose is tied to your company, the less likely you are to leave the company. Lastly, the poster initially mentions finding fulfillment beyond “mere (removed from the original post) financial incentives". Diminishing the importance of money is always a red flag for me. Financial incentives are not a "mere" consideration. If anything, they’re the only thing that shows just how much your employer values you. Nate says that “those who have a why can bear any how’. That readily applies to military service, but maybe not the business world. If I adopt the company's WHY then I must bear HOW...little purpose is built into our jobs? How little pay the average worker receives? How much more the company benefits from increases in revenue than the average employee? How many thousands of dollars our deductible is for family health insurance? How little their matching percentage is for your retirement plan? How come you don’t receive profit sharing or equity? How often mass layoffs are happening around us? How large contingent workforces are becoming stateside? How employment is becoming increasingly insecure in this country? I thank Nate for his service to this country. I'm just skeptical that military lessons can be so readily applied to the corporate sector. #socialimpact #csr #corporatesocialresponsiblity McKinsey & Company Scott Blackburn Nate Boaz

Justice vs. Flexibility Effective business leadership demands a delicate balance between two seemingly opposing character qualities: Justice and Flexibility. While Justice ensures consistency, predictability, and a sense of equity, it can also foster employee trust and loyalty. When rules and expectations are clear and applied consistently, everyone receives equal opportunities and recognition based on merit and performance. However, the business world is rarely static. Unexpected situations arise, and sometimes, adhering to rigid rules can hinder progress and growth. Flexibility allows for adaptation and responsiveness to changing employee needs, evolving market conditions, technological advancements, and unforeseen challenges. Balancing these two requires transparent and open communication and building a connection among the staff that fends off pettiness. Maintaining security through consistent application of character-based principles will give employees the stability they need to thrive in a Flexible environment. This month, how will you balance Justice and Flexibility? #Justice #CharacterStartsWithMe

The Elephant in the Room Ever felt like there are some things you just can't bring up? Whether it's at work or in your finances, there are some topics that we may feel uncomfortable discussing. But it’s often these topics that are the most important to bring into the open. Elephants in the room, you might say. As the Harvard Business Review article below states, tackling these “undiscussables” can require facing unpleasant truths and having the courage to tackle tricky conversations. But, having the obstacle finally out in the open can lead to solutions. Talking about money matters like debt, inheritance, or even financial anxieties can be daunting. But airing out these concerns is crucial for financial wellness. I'm here to provide a safe space for these discussions. Opening up can lead to practical solutions and peace of mind. What are your taboo topics? Are you ready to tackle them together? Check out these articles for insights and strategies to start the conversation. Let's break the silence together! Thank you, Kevin MacLeod #moneymadeeasy #kevinmacleod #financialplanner #leeowemacleodwealthmanagement #lomwealthmanagement #FinancialFactFriday https://lnkd.in/gZrnZ6pB

Unethical shortcuts may seem tempting, but their impact can ripple far beyond the immediate gains, often harming entire teams, departments, or even industries. From lost trust to damaged reputations, the consequences are real and lasting. Let’s foster workplaces where integrity is the cornerstone of success—because when we act ethically, everyone benefits. 🌟 #WorkplaceEthics #CorporateCulture #IntegrityFirst #TrustMatters #LeadershipValues #SustainableSuccess #EthicalBusiness

What’s the Real Cost of Corporate Greed? 👉 Corporate greed has been at the root of countless scandals and injustices. From the collapse of Enron to the exploitation of hardworking employees, the consequences are severe and far-reaching: from widening income inequality and environmental degradation to the erosion of trust in institutions and the mistreatment of employees. In The Corporate Veil: Ageism and Laundered Lies, I explore how ageism and misinformation are weaponized in the corporate world, revealing how greed drives not just unethical practices but also shapes workplace culture and public perception. Have you or someone you know been impacted by corporate greed? Whether it’s exploitation, layoffs, or environmental harm, I want to hear your stories. What do you think are the real costs of corporate greed, and how can we combat it? Let’s get the conversation going! If you’re curious about how corporate greed shapes modern business culture or want a deeper dive into these issues, check out more insights and articles at nathanielsteelewrites.com. #CorporateGreed #BusinessEthics #TheCorporateVeil #CorporateFraud #SocialJustice #Leadership

🛑 Building Better Workplaces is Only Possible by Changing Our Core Human Beliefs 🛑 🚀 To truly build amazing organizations, we need to first dismantle the industrial-age mindset of how we perceive human beings within our organizations. ❗️ The foundation that most organizations today are built on is a people philosophy forged by the great financial thinkers of the industrial age. In this process, human beings have been reduced to individuals who are seen as inherently lazy and untrustworthy, unable to perform at high levels unless supervised, controlled, and incentivized with sticks or carrots. 🔒 Based on this outdated view, organizations have been constructed with the sole purpose of maximizing profit. Control and process dominate, resembling factory lines where one size fits all is deemed the most effective path to profit. Human well-being takes a back seat, treated as an optional extra—as long as it doesn’t conflict with the main goal. 📚 Hierarchies, management, handbooks, policies, approval flows, and rules have infiltrated every corner of our work environments. We've been led to believe that this is the only way to run a successful organization. But these structures are all built on an industrial and financial view of human beings. No wonder work feels alienating for so many! It wasn't designed with you and me in mind. 🔥 If we really want to build great organizations, we can’t continue to rely on these outdated beliefs and assumptions about human nature. The first step is to craft a completely new people philosophy. 🌱 We need to move towards a perspective that trusts in individuals' autonomy and capabilities. One where we believe people come to work to do and be their best if given the opportunities and environment to do so. One where we know people care deeply about the success and well-being of the organization they are part of—not because they receive financial incentives, but because that’s who we are as human beings. A plant will not flower and thrive if its environment is not ideal. People are no different. #FutureOfWork #HumanCentric #WorkplaceRevolution #Menneskesyn

Our Founder, Jimmie Lee, latest feature on the Fast Company Executive Board Expert Panel, where he shares guidance along with his industry peers on: 📜 How can employees advocate for themselves at work? "...Best practices with other workers who wish to present their ideas and become a better advocate for themselves at their current place of business." 📝 His guidance is to focus on: "Trust your ability and be ready when an opportunity comes up." #fastcompany #executivemanagement #careergrowth #jlee

The recent statement from Brian West brings to light an inherent vulnerability in the industrial sector, signaling industry-wide implications that resonate louder than a dinger off a factory whistle. He enlightens us on how dependent the financial stability of a company might be on the wheels of its production line, particularly when producing its best-selling items. ✔︎Despite the somewhat ominous tone of West’s comments, there’s an interesting prediction to be made here. A strike might appear devastating in the short-term. Additionally, the hardship on employees can't be overlooked. There will be tension, challenging negotiations likely loom, and the company's productivity takes a nosedive with each passing day. Yet, there’s also a flip side to consider: ***Resilience Through Adversity*** When challenged, companies often discover previously untapped veins of adaptability. Such circumstances can lead to beneficial changes and innovations that might never have been identified under typical circumstances. In the initiative to drive production against the odds, for instance, could we witness the emergence of improved technologies or processes? ***Increased Appreciation & Empathy*** These hurdles remind the industry, and perhaps society at large, about the vital role of the everyday worker. It’s a sobering refresher of the human element at the core of industrial success. The scenario offers a unique toolkit for discourse and understanding. This could build bridges between the management and the worker, resetting the tone of the discussion into one filled with respect and mutual recognition of every party’s contribution. Lastly, while this is a crisis instance no one would wish, we've observed similar situations play out in the past. It’s quite likely we could see the manufacturing industry rebound stronger post-strike. Companies may be more prepared to mitigate future workplace discord, possibly restructuring working conditions or improving contracts based on the valuable insights acquired during this trying time. Remember, crises often appear as unbearable hurdles initially. Yet, they may eventually unfold as the catalysts that kick start enduring advancements, by virtue of necessity. It all depends on perspective – a mere strike could indeed translate into a 'strategic pause.' The marvel of industrial brilliance resounds in how crisis moments are leveraged to carve enduring strides in growth, innovation, and employee relations. Let's stay tuned and watch this space. Conscious evolution is what will see us through these interesting times. #Strike #IndustrialChange #Innovation #CrossroadMoment

You’re Tired of The Blunders, You’re Tired of The Negativity, The Pay Has Been Good, but The Culture Sucks. I know a fair number of attorneys who are tired of the way things have been done. The long hours are killing you. It would help if you got a “nice job” once in a while, but that never happened. I know several attorneys who left terrible firms to start their own thing. It’s possible, but it takes a lot of effort. I worked with a group of attorneys for years who left to start their own thing. There is no revenge on that old firm. They are going to keep doing what they have always done. However, you can out do them in business and you can make your own environment. You can be the change you want to see. The issue is you are a lawyer, providing legal services. If you want grow and rescue others from terrible law firms, being an awesome litigator will not serve you. Because owning a law firm takes many more skills besides being able to practice well. Your firm lives or dies based on your leadership skills, your ability to hire, manage, and retain employees, and your ability to run a business. It’s hard to build, it’s easy to let things drift. Takes sometime to talk with your team openly and honestly. Make sure to foster transparency and trust within your culture. Need help, I got your 6. Send me a DM.

Connection is our commitment. Connection is the essence of our humanity, which we all need and deserve. Partnership is the vehicle for practicing equity and inclusion in connection. In service of connection and partnership, we hold the values of relationship building, collaboration, and co-creation in our work together and with our clients. In our newsletter this week, our Founder and CEO, Jennifer McClanahan, writes: "My success, our success, has been driven by connecting with people and building lasting relationships. That means we have worked with many of our clients for years. Supporting them and witnessing their growth, change, and resilience over time makes our work meaningful. Often, our whole team participates in serving a client with professional development, reimaging HR structures and policies, and building human-centered financial management systems. To do this well, we cultivate internal relationships and stay connected. We establish trust. The work is deep and authentic." Thank you for connecting with us. How are connections supporting you? #organizationalhealth #organizationaldevelopment #humancenteredpractices https://lnkd.in/eS5maKH