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Bold and Unconventional
EXCITING BOLD RESULTS
“What I’m doing is going to do some good. And we’re going to change the world.” -Bruce Jenner on being Caitlyn Jenner.
Celebrated male Olympic hero Bruce Jenner transgendered into Caitlyn and graced the cover of Vanity Fair last week. A former college football player, Jenner catapulted to fame when he won the gold medal in the men’s decathlon event at the 1976 Summer Olympics in Montreal setting a world record that held for four years. As Bruce, he was married for 23 years and has six children before coming out as a transwoman after his divorce in 2015. Today, Jenner is the world’s most famous transgender person. That’s bold.
Meanwhile companies that demonstrate bold leadership or are outstanding in how they treat their employees tend to produce exciting results. For example, late last year, Apple overhauled its employee benefits, including longer paternity leave, to attract and retain top talent. This kind of progressive interest in having happy employees deliver exciting results is unusual in our marketplace.
Another example of strong leadership is demonstrated by the Westport, CT, based Bridgewater Associates which is infamous for its unorthodox work culture. It has been said to attract and groom self-styled intellectuals and deep thinkers who like constructing arguments as much as they enjoy constructing portfolios. Its 1,300 employees are expected, not just encouraged, to uncover, explore and confront their weaknesses and develop their strengths. As much as 40 % of new recruits don’t make it through their first six months even with an 18-month cultural orientation support program. But those who do survive, learn to be really rigorous about who they are, how they think and behave and how to make powerful decisions that have high-stake impacts . This is precisely how the company got to be the world’s largest hedge fund with $169 billion in global investments under its management.
What about you? What is your organization calling for in terms of your bold and unconventional leadership?
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By Jonathan FlaksEXCITING BOLD RESULTS
“What I’m doing is going to do some good. And we’re going to change the world.” -Bruce Jenner on being Caitlyn Jenner.
Celebrated male Olympic hero Bruce Jenner transgendered into Caitlyn and graced the cover of Vanity Fair last week. A former college football player, Jenner catapulted to fame when he won the gold medal in the men’s decathlon event at the 1976 Summer Olympics in Montreal setting a world record that held for four years. As Bruce, he was married for 23 years and has six children before coming out as a transwoman after his divorce in 2015. Today, Jenner is the world’s most famous transgender person. That’s bold.
Meanwhile companies that demonstrate bold leadership or are outstanding in how they treat their employees tend to produce exciting results. For example, late last year, Apple overhauled its employee benefits, including longer paternity leave, to attract and retain top talent. This kind of progressive interest in having happy employees deliver exciting results is unusual in our marketplace.
Another example of strong leadership is demonstrated by the Westport, CT, based Bridgewater Associates which is infamous for its unorthodox work culture. It has been said to attract and groom self-styled intellectuals and deep thinkers who like constructing arguments as much as they enjoy constructing portfolios. Its 1,300 employees are expected, not just encouraged, to uncover, explore and confront their weaknesses and develop their strengths. As much as 40 % of new recruits don’t make it through their first six months even with an 18-month cultural orientation support program. But those who do survive, learn to be really rigorous about who they are, how they think and behave and how to make powerful decisions that have high-stake impacts . This is precisely how the company got to be the world’s largest hedge fund with $169 billion in global investments under its management.
What about you? What is your organization calling for in terms of your bold and unconventional leadership?