In the post, management guru Tom Peters offers 48 pieces of advice.

Here are a few from the list……

• Hire enthusiasm.
• Do not reject “trouble makers”—that is those who are uncomfortable with the status quo.
• Become a student of all you will meet with. Big time.
• Construct small leadership opportunities for junior people within days of starting on the job.
• Hire-promote for demonstrated curiosity. Check their past commitment to continuous learning.
• Walls display tomorrow’s aspirations, not yesterday’s accomplishments.
• Simplify systems. Constantly.
• Measure everyone on demonstrated commitment to Excellence.

Check out the rest of the list here.

BONUS:  The post includes this PDF file.  The file includes all 48 pieces of advice plus The Have You 50 and Success Equations.

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My manager at work did so this week and as a member of his team, I really appreciated the opportunity.

He sent out a short survey to ask the following 4 questions……..

- What should be our team’s 3 Top Objectives for 2009?

- What are 3 Risks that we face in 2009 that concern you the most?

- What are 3 Dependencies that we should monitor closely in 2009?

- What are our 3 Hot Issues as we enter 2009?

I bet your people have tons of ideas, suggestions, concerns, questions, and issues.

Don’t forget to ask them about it.

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Things are global now.  The internet has rocked the worlds of marketing, advertising, public relations, and customer service.  Information spreads quickly now.  The workforce is undergoing a changing of the guard as baby boomers reach retirement age.  People work differently now.

The world of business is changing and Fortune Magazine has identified 10 next generation management experts that will help lead the way.

Here are 5 from the list along with their big ideas.  Be sure to check out the rest of the list @ Fortune Magazine here.

1 // BJ Fogg

Mobile technology will be the most powerful way to influence consumers in the next 15 years.

2 // Patrick Lencioni

Most executives don’t realize that the internal health of a company is key to its success.

3 // Joel Poldony

Business schools must teach real-life problem solving.

4 // Dan Ariely

People are predictably irrational.

5 // Niko Canner

Companies tend to avoid change, or change at the expense of their core strengths.

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en⋅thu⋅si⋅ast  [en-thoo-zee-ast, -ist]
-noun
1. a person who is filled with enthusiasm for some principle, pursuit, etc.; a person of ardent zeal

Enthusiasts……..

- are super-passionate about a particular area

- are usually very knowledgeable, very skilled, experts in the area that they are enthusiastic about

- are often enthusiastic about areas outside of their normal role or day-to-day activities

- will devote extra time and extra effort to their area of enthusiasm even if they are not required to do it or rewarded for doing it

- love to team up with and connect with other enthusiasts

How does your organization deal with the enthusiasts within it?

- Encourage them?  or discourage them?

- Quiet them?  or give them a voice?

- Fill their schedules with work that they are not enthusiastic about?  or give them time (maybe even resources) to pursue their area of enthusiasm?

- Provide ways for them to connect with each other?  or isolate them?

Enthusiasts are a valuable asset to your organization.  Take advantage of their enthusiasm.

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But here’s the deal with A+’s:  Being an expert, the best, the A+ in one area often means that they are a C, a D, or maybe even an F in another area.

I think organizations also need B students.  The B student is not quite an expert and not quite the best in any particular area.  But he or she is a B in multiple areas.

- The B student connects A+’s to other A+’s.

- The B student can understand and speak the languages of several different types of A+’s and, therefore, the B student serves as a great translator between groups of A+’s.

- The B student enhances the work of A+’s by filling in gaps and introducing different perspectives.

- The B student brings a big picture view to the table to counter the sometimes narrow, siloed view of the A+’s.

The best organizations attract the experts, the best, the A+’s.

I think the best organizations also recognize the importance of the B student.

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