Your Late-Night Emails Are Hurting Your Team – via HBR

Regardless of your intent, I’ve found through my experience with hundreds of companies that there are two reasons late-night email habits spread from the boss to her team:

Ambition. If the boss is emailing late at night or on weekends, most employees think a late night response is required — or that they’ll impress you if they respond immediately. Even if just a couple of your employees share this belief, it could spread through your whole team. A casual mention in a meeting, “When we were emailing last night…” is all it takes. After all, everyone is looking for an edge in their career.
Attention. There are lots of people who have no intention of “working” when they aren’t at work. But they have poor attention management skills. They’re so accustomed to multitasking, and so used to constant distractions, that regardless of what else they’re doing, they find their fingers mindlessly tapping the icons on their smartphones that connect them to their emails, texts, and social media. Your late-night communication feeds that bad habit.

Being “always on” hurts results. When employees are constantly monitoring their email after work hours — whether this is due to a fear of missing something from you, or because they are addicted to their devices — they are missing out on essential down time that brains need. Experiments have shown that to deliver our best at work, we require downtime. Time away produces new ideas and fresh insights. But your employees can never disconnect when they’re always reaching for their devices to see if you’ve emailed.

Creativity, inspiration, and motivation are your competitive advantage, but they are also depletable resources that need to be recharged.

Incidentally, this is also true for you, so it’s worthwhile to examine your own communication habits.

Company leaders can help unhealthy assumptions about email and other communication from taking root.

Ditch the phrase “time management” for the more relevant “attention management” and make training on this crucial skill part of your staff development plan.
Refrain from after-hours communication.
Model and discuss the benefits of presence, by putting away your devices when speaking with your staff, and implementing a “no device” policy in meetings to promote single-tasking and full engagement.
Discourage an always-on environment of distraction that inhibits creative flow by emphasizing the importance of focus, balancing an open floor plan with plenty of quiet spaces, and creating part-time remote work options for high concentration roles, tasks, and projects.

read full article here


How to Overcome Burnout and Stay Motivated – via HBR

In large part, it’s because we’re surrounded by devices that are designed to grab our attention and make everything feel urgent.” Heidi Grant Halvorson, a social psycologist.


Put away your digital devices Continue reading How to Overcome Burnout and Stay Motivated – via HBR

Get Your Passion Project Moving Without Quitting Your Day Job – via HBR

Great & inspiring reading for all Entrepreneurs!!

What the Experts Say: Knowing where your professional passions lie puts “you in a good position”


An idea is certainly a promising start, but executing it while holding down a busy fulltime job is undoubtedly a challenge. “You’ve nailed the one percent inspiration, now it’s time for the 99% perspiration,”

“If you are committed to making it happen, there are ways,” says Clark. So, whether you want to start a company that could become The Next Big Thing or you have a hobby that you’d like to spend more time on, here are some ideas to get your idea up and running….


Be brave
 “Following your passion might seem daunting, but if you’ve planned your transition well, you’re not taking a heedless risk.” Instead, you’re making an “investment in your happiness and in your future.”

read more here


Great Infographic!

Key takeaways:

  • Body language is key: stand straight up and make eye contact!
  • Be mindful and consider what is important to the person you’re talking to
  • Be positive!

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Manufacturing Reboots Talent Engine In A New Age Of Digital Disruption – via Techcrunch

Whether a company makes clothing, household cleaning products, cars, healthcare or nearly anything else, it needs people with the right skills. Like other businesses, today’s manufacturers are going digital; operating in an era of change and volatility that has made flexibility critical to their success.


[…] Companies need to place a greater emphasis on defining what skills their organization needs. These requirements can include any combination of technical expertise, professional certifications, previous work experience and so-called “soft skills,” including communications and leadership skills.

However, it is important for companies to remain realistic throughout this process and consider that it may not be possible for one candidate to possess all of the skills they are seeking. In that case, it may be more important to identify reliable, hardworking, inquisitive people who demonstrate a work ethic, willingness to learn and the flexibility to adapt in a changing work environment.

Once companies have a firm sense of the skills they desire, there are two main ways to go about cultivating talent: Tap the power of an organization’s existing workforce and build those skills from within, or develop new talent externally with a trusted network of partners.

Of course, developing skills, whether internally or externally, requires a company to make a significant investment. The skills gap took years to emerge and it will not be fixed overnight.

Addressing the situation is important. Disrupters play the stronger offensive game in today’s volatile business environment. Talent can play an important role in helping companies execute that offensive strategy. But only with the right skills for a new business reality on the offensive team can a company swiftly respond to changes as they arise in today’s global business world.

read full article here

#Innovazione, #tecnologie, #digitale: riscopriamo il senso di queste parole – By Alfonso Fuggetta

Interessanti riflessioni di A.Fuggetta sul futuro ed il ruolo delle tecnologie digitali come motore di crescita globale, qui ripreso in sintesi.

Se dopo questo articolo qualcuno avesse ancora dubbi sul ruolo strategico del Digitale ecco la rilevanza che ne viene data negli Stati Uniti : Obama Wants Kids to Be Computer Programmers 


  • Innovare vuol dire cambiare. E vuol dire innanzi tutto indurre un cambiamento concreto, reale, utile, positivo, nella vita delle persone, delle imprese, della società. Non esiste l’innovazione declamata o teorica: l’innovazione esiste solo se è vissuta positivamente e concretamente da qualcuno, qualunque sia la forma secondo la quale questo elemento “positivo” si manifesta.

  • Non esistono i teorici dell’innovazione, ma coloro che la vivono nella loro esperienza
  • Innovazione è creazione di valore, non nuovismo. Innovazione non è cambiare per il gusto di cambiare.
  • Innovazione è consapevole e determinata profondità di analisi e studio, non improvvisazione e generica “voglia di cambiare”
  • Innovazione è rileggere e far tesoro del passato e della storianon cancellarli
  • Il ruolo strategico delle tecnologie. Dobbiamo studiare, sviluppare e anche creare tecnologie per sviluppare il know-how e la cultura che ci permettano di dominarle e plasmarle all’interno dei nostri processi di costruzione delle soluzioni. Purtroppo, viviamo tutti i giorni una esperienza per certi versi frustrante. Moltissimi tecnologie, specialmente nel campo del digitale, sono sviluppate all’estero, negli USA piuttosto che nell’estremo oriente.

    Il digitale è il sale dell’innovazione 

  • Per taluni “digitale” significa telefonia cellulare e applicazioni consumer, la semplificazione del “scaricati l’app e sei a posto”.
  • Per altri “digitale” significa il web e i siti social, quel mondo a metà tra il pericoloso (quanti lamentano i “rischi di Internet”!), l’inutile o l’estemporaneo.
  • Per altri digitale è limitato al mondo delle telecomunicazioni.
  • Per altri ancora è “assorbito” dal tema televisione, dello spettacolo, dei media.
  • Per molti, è quel “costo” che dobbiamo “purtroppo” sostenere per far funzionare i processi gestionali dell’azienda o dell’amministrazione pubblica.


  • Grazie alle tecnologie digitali possiamo dare intelligenza e connettività a qualunque oggetto, rivoluzionare processi e servizi, rileggere e trasformare in modo radicale anche settori come l’arte, la cultura ed il turismo, piuttosto che rivitalizzare i nostri settori manifatturieri “tradizionali” che ci hanno visti diventare leader nel mondo.

Sfide epocali

Quanto discusso in queste poche righe definisce sfide epocali che dobbiamo saper cogliere. E per farlo dobbiamo essere determinati e motivati, ma anche ragionevoli, umili, concreti, attenti. Non per un malcelato e inutile senso di prudenza, ma per saper cogliere l’enorme portata dei cambiamenti possibili e la complessità dei processi che dobbiamo di conseguenza mettere in campo. E soprattutto, per trasformare dubbi e perplessità in convinzione e partecipazione, senza le quali non possiamo raggiungere quegli obiettivi straordinari che innovazione, tecnologie e digitale mettono a nostra disposizione.

read full article here

Innovits & GEW

Great event yesterday @Innovits in Milan talking about Innovation, start ups & Entrepreneurship with Stefano Mizio, Industrio Ventures and Sunil Ravi, the Consul for Economic Affairs at the U.S.  General Consulate in Milan.

The meet up is part of the Global Entrepreneurship Week (GEW) program.



From High School To High Tech: Bridging The Talent Gap In The Innovation Economy – Forbes

We live in a knowledge-based economy driven by science and technology; an economy that is about disruptive ideas and taking risks; one shaped by the democratization of information and exponential growth of entrepreneurship.


“The next generation of technology innovation will come from today’s student who should be exposed to an entrepreneurial curriculum, provided with real life experiences and supported in promoting their intellectual property ideas,” the report read.

Read more

The Bias Undermining Your People Analytics – Ben Dattner – Harvard Business Review

One of the most well-established findings in social psychology is the “fundamental attribution error” which essentially describes how observers over-attribute their explanations for the causes of behavior to “the person” and under-attribute the causes of behavior to “the situation.” In careers and the workplace, this means that credit or blame for performance is likely to be assigned to an individual more based on his or her perceived character, personality, intentions or efforts rather than on the situation, context, opportunities or constraints within which that individual is working. This cognitive bias explains why salespeople who are lucky enough to be selling the right products to the right market at the right time get credit and get viewed as talented “A players,” while those who have the misfortune of selling the wrong products to the wrong market at the wrong time instead receive blame and become branded as mediocre “B” or “C” players.

via The Bias Undermining Your People Analytics – Ben Dattner – Harvard Business Review.