The 7 habits of highly successful organizations

Editor's Corner 

                               

As organizations seek ways to improve functional output and operational effectiveness, it becomes incumbent upon business leaders to understand what best practices to adopt, in their quest to achieve sustainable growth and brand stability.

Many are quick to point to the "successes" of some of the world's biggest brands such as GE, Microsoft, Disney, Walmart, Apple and Google, among others. The truth however lies somewhere in between as to what exactly constitutes success beyond just the bottom-line.

A "healthy bottom-line" does not necessarily translate into being an attractive brand or ensure sustainable growth.

What organizations such as Google and more lately Apple have in fact shown, is that there are other mitigating factors that go towards determining the long-term success and brand equity of an organization.

In this piece, a prelude to a more in-depth analysis to come, we explore and profess the key habits that would seem to characterize truly successful organizations.

a) Hire well - As organizations such as Google, Microsoft and Apple (much lately) have learnt, hiring the right talent goes a long way towards building your Intellectual Capital portfolio.

b) Invest in your employees and thus your organization's future - While some of the better known brands are able to attract some of the best talent initially, holding on to that talent pool becomes even more critical. It is not enough to just pay well; in addition to that, organizations that have managed to hold on to their prized talent base, have invested heavily by way of benefits and other quality-of-life perks that are essential to keeping the poachers at bay.

c) Encourage independent thought within your organization - In conversations with peers in the business community, most believe this is one of the areas where Microsoft in particular "went wrong" (the current CEO Satya Nadella has since righted that ship). It's main competitors are said to have seized on a culture (supposedly) within the organization at the time, that did not encourage or value independent thinking.
Organizations that frown on the idea of "thinking-outside-the-box" ultimately leave little room for their business units to procreate. A resulting dearth of unique ideas will ultimately result in the natural death of the said organization.

d) Reward independent thought within your organization - In addition to encouraging a "think-outside-the-box culture within your organization, it is also equally important to acknowledge those with unique and creative ideas. Promotions, raises, bonuses and other forms of recognition should reflect this, as it will only augur well for the continued growth and development of the organization, its brand and of course, its people.

e) Be true to your founding ideals and core corporate principles - Make taking care of your customers/clients a guiding business principle. It is the best practice you could ever indulge in as it engenders brand affinity through credibility.

f) Seek strategic partnerships that complement your business model and strategy - It is important that you align yourself with organizations that share your ideals, beliefs and ideas and subsequently provide a synergistic nirvana.

g) Manage your growth while continuing to innovate - Maintain your identity and stick to a working strategy. Adapt to the pervading business climate in your own unique way and continue to deliver consistently. 

© 2023 2CG Media. All Rights Reserved.

A pleonexic legacy of theft: 27 Items Stolen From Africa By Britain

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Admiral McRaven Leaves the Audience SPEECHLESS | One of the Best Motivational Speeches

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The Human Brain - A complex but detailed assembly

Editor's Corner

The human brain is probably the most complex but unique creation present in the anatomy of humans. It would be an understatement to refer to the brain as just an extraordinary creation as I would actually go out on a limb and call the brain the most extraordinary creation in the human anatomy. 

The human brain is home, one can say, to everything that makes us tick. In addition to the human mind as well as our various intricate personalities, the brain is the abode of human consciousness, passion, emotion and purpose.

This article marks the beginning of my attempt to find answers to some of the puzzling questions I have always had as to why people do some of the things they do and what the primary triggers for their action or inaction might be. One case that came to mind for me was that of the Vietnamese father in the news a couple of years ago, for killing his four young children. What could have motivated this man to take the life of his own children? The human brain is an organ that essentially is built to learn, hence was this man’s action as a result of some form of defective learning behavior? 

While nature may play a dominant role in our lives, does nurture (one’s environment and learned experiences) however have a more defining role in how we see, interpret and react to events or episodes in our lives? In asking all these questions and having read the details of this particular event, I started to wonder as to what part of his brain cell may have ‘misfired’ and why to lead him to ‘rationalize’ taking the lives of his own children.

In learning to become familiar with our brain, we look to understand not only how its various parts work, but more importantly how we nourish, protect and develop it. I would propose that the human brain in its most basic as well as most complex element is constantly changing and evolving with each experience we encounter. Did the Vietnamese father above therefore ‘readjust’ his notion of what was rational as a result of certain negative experiences in his life or was his action merely a projection of his own self-worth due to a defective processing of information by his brain. 

Was there a critical disconnect between the two hemispheres thus resulting in this defective ‘rationalization’ or was his behavior more as a result of systematic desensitization to what’s wrong as a result of observational learning (modeling) of deviant but admired behavior within the larger American society?

In a society where serial killers, rapists and murderers are ‘revered’ and gain notoriety even over their victims, does the nurture aspect of human brain development through information processing then cloud the Grey area between what is socially acceptable behavior and what is deviant or anti-social behavior? I would hazard a guess that in his native Vietnam, such behavior would lead possibly to immediate execution of the perpetrator or some form of punishment that aims to discourage such anti-social behavior. 

I would also presume that in his native Vietnam, serial killers, rapists and murderers would never be ‘revered’ like the Charles Mansons and Jeffrey Dahmers of the United States; people who actually had movies made about them as well as books written about them.

Therefore it seems as though the human brain, although home to everything from a nature perspective that makes us tick, is however subject to the varying complexities of an individual’s environment and how the same individual reacts or relates to varying stimuli within the said environment. So, while we may nourish our brain by eating the right kinds of foods, getting the right amount of sleep, while also engaging in physiological exercises aimed at maintaining the brain structure at optimum capacity and productivity, the environment might be perhaps the most critical deciding factor as to whether or not information is processed constructively or defectively. 

I would suggest that this might however be open to debate as there are several instances where we can probably show that although the influence of the environment might be a very strong one, how an individual actually processes information on a consistent basis as well as having the right chemical balance within the brain structure may be more of a deciding factor as to the ultimate state of our minds.

Thus, the question arises again. How well do we really know our brain? But more importantly, how do we do our part in ensuring that this most delicate and intricate part of the human ‘anatomy’ remains an asset to the human mind and ambition. The search for answers continues and we are all a part of the process.

© 2023 2CG MEDIA. Coker Confidential™

Decision 2023: Nigeria at a crossroads as a known drug baron and his running mate, a chief sponsor of Islamic terrorists, seem poised to occupy Aso Rock

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By Boyejo A. Coker - Chief Editor

It was exactly eight years ago (to date) that a certain Asiwaju Bola Tinubu, former Senator as well as former Executive Governor of Lagos State, stepped onto the scene at a campaign rally in Southwest Nigeria. The candidate at that time was the current President of the Federal Republic of Nigeria, Rtd. General Muhammadu Buhari, a failed presidential candidate who had lost his bid for the presidency on three prior attempts to win the plum job of running the affairs of Africa's largest economy and democracy. 

Buhari's campaign was at best fledgling at the time, and needed some infusion of pizzazz, energy and inspiration. Asiwaju Bola Tinubu stepped to the plate and the rest, as they say, is history. 

It was the same Asiwaju Bola Tinubu that sold Buhari to us as a reformed dictator (more or less a tyrant in actuality). Yes, the same Buhari that eight years later has essentially taken Nigeria back to the Stone Age. 

Under Buhari and the current APC government, Nigeria overtook India in having the largest number of people in poverty, in the world. The certified disaster that has been the Buhari administration should in most political climates spell disaster for the ruling party, but in Nigerian politics, the ruling party always has the upper hand - as they use practically every instrument and organ of government at their disposal to hold on to power. 

That last line is actually quite instructive, as it speaks to the arrogance exhibited by the APC hierarchy in presenting a Muslim-Muslim ticket as its choice for President and Vice-President of the Federal Republic of Nigeria. To understand the importance of this dynamic, Nigeria is a multi-religious nation with the two main religions, Christianity and Islam, roughly evenly split. 

That is why it has always been the unwritten rule to balance the leadership ticket evenly between those two prominent religions, for the sake of national unity and peaceful co-existence. 

Furthermore, the running mate to Asiwaju Bola Tinubu, the APC flag bearer, is a known sponsor of Boko Haram and other adjacent Islamic terrorist groups. Kashim Shettima, is a former governor of Borno State in the northern part of Nigeria, and it is a documented fact that a notorious terrorist, Kabiru Sokoto, years ago, was found and arrested in the home of the former Borno State governor turned vice presidential candidate.

The highly questionable background of Shettima fits right in with the equally questionable background of Asiwaju Bola Tinubu, the APC presidential candidate. Apart from Tinubu’s unverifiable education and birth records, he is also a well documented drug baron and money launderer. 

The APC had the glorious opportunity to present Vice-President Yemi Osinbajo as its flag bearer for the presidency of the nation, and then balance it out with a credible running mate of Islamic persuasion from the north. That they chose these two men of highly questionable backgrounds and character for the top two offices in the nation, speaks to an acerbic dysfunction within the ruling party, and typifies either a lack of requisite foresight, or downright arrogance that has come to embody the brazen insensitivity of the ruling party, to the yearnings and desires of well meaning Nigerians. 

A truly Democratic dispensation was bequeathed to President Muhammadu Buhari. Former President Goodluck Jonathan conceded defeat in 2015 to Buhari rather than shed a single drop of Nigerian blood. Under this APC government, the will of the people has been overturned repeatedly by kangaroo courts and tribunals, whose judges and officials have been compromised by the incendiary and inordinate ambitions of defeated APC candidates, with the acquiescence of the Buhari administration.

Things have undoubtedly fallen apart and it is clear that the center cannot hold. The die is indeed cast regarding the future of Nigeria’s corporate existence.

Further proof that Nasir El-Rufai is the devil……

CC™ Politico

The pint-sized ethnic bigot and religious zealot refers to Northern Christians as belonging to the “Christian enclaves in the north”. El-Rufai, along with his now well documented ethnic cleansing campaign against the non-Fulani indigenes of Kaduna State, has always demonstrated his propensity for being unhinged when campaigning against his adversaries during elections. 

The image (above) in this short article by our political desk could not better represent how most well-meaning Nigerians view the vertically-challenged loose-canon. 

When you look at the number of likes (thumbs up) in the pictorial of another one of his media rants, you will see he has exactly 666 likes. 

As would be expected, Satan couldn’t agree more with his apostle of hate, disinformation and destruction. 

Your co-workers are not your friends, remember that….

CC™ Political News

By B. Sierra

Have you ever gotten too close to a coworker? I know I have.

By ‘too close” I don’t mean sex, romance, or anything else that may have you calling HR, but more so mistaking a colleague for a friend and, consequently, saying or doing too much around them. 

I fell into the trap more easily when I was younger and working more part-time retail jobs as a student, but, as I transitioned into my long-term career, it became more imperative than ever for me to draw a *clear* line between friends and colleagues. 

Make no mistake: I’m not saying that we should be antisocial at work. Those 8+ hour days are more enjoyable when we have bonds in the office. We can also benefit from maintaining a good rapport with people in our respective industries (consider how actors benefit from having a good rapport with writers/directors/producers, and publicists with journalists, or media strategists with vendors, for example). 

I’m also not saying that we can’t meet life-long friends on the job, but there’s a huge difference between “work friends” and friends you met through work. In other words, there’s being friends and then there’s being friendly–we only need to be the latter when it comes to work relationships.

Be polite and considerate. Wish them a happy holiday or birthday. 

Talk about music, shows, movies, or any other aspect of pop culture. 

Laugh over how much your pet likes to tear your house apart.  

Keep it lighthearted. It’s only when we start interacting more “heavily” with our colleagues (like discussing our dating life or family issues) that sh*t becomes confusing. 

You can enjoy the bond and camaraderie, but see this exactly for what it is: a friendly work relationship. 

Yes there will be frequent work lunches, social gatherings, inside jokes, and fun moments with your colleagues, but the fact still remains that y’all are people brought together by circumstance. That’s it and that’s all. 

Ask yourself: If you didn’t do what you do, or have the gifts and connections that you have, would there still be a relationship? 

If the answer is no, then keep it [professionally] cute–you’re probably circumstantial “friends”, not true ones. 

If you’re someone who lacks boundaries then it’s easy to confuse a circumstantial relationship (like I mentioned above) with genuine friendship. But, here’s the thing: 

Just because you consider someone a friend doesn’t make them act like one. 

It’s so tempting to think you know someone better than you do when you spend a lot of time with them, but don’t be fooled. I urge you to move SLOWLY when getting closer to a colleague, even slower than you would pursue a friendship outside of work. 

You may feel like you’ve forged an instant bond with them, but it may not be real.  Though everyone can be nice and fun, not everyone has the character for true friendship. If you’re not careful, then that person’s character will become your crisis. 

And the worst part of all: you can’t revert back to considering them as only a “colleague” just because they disappointed you after you crossed the line (I mean you could, literally speaking, but the damage is already done and the relationship is tainted).  

Unlike non-work friends, these relationships intertwine with your professional life/reputation. With this comes unnecessary tension and miscommunication, making the consequences of a fall-out become much higher. It’s extremely difficult to go back to strictly business once you make the bond personal.     

So, remember: 

That’s not your sis. 

That’s not your bro. 

They are not a part of your inner circle.

If they gossip to you then they’ll likely gossip about you.  

Again, keep it light & stop including these folks in your personal life.

And Speaking of personal life, take notice of how much time you spend with colleagues outside of work. 

Attending the occasional happy hour or karaoke night with your coworkers or major events like weddings is perfectly fine, but don’t overdo it. If you blur the line between personal and professional outings by seeing your colleagues too much then it will skew the working relationship. 

Let me make it plain: 

• Don’t do “Sunday Fundays” with them 
• Don’t call them to get drinks so you can vent 
• Don’t invite them to your family’s house (even your own place might be pushing it)
• Don’t get them too acquainted with your friends 
• And PLEASE don’t travel with them (unless it’s work trip)

Anyway, I think you get the point. If you take nothing else from this, please understand: building personal relationships with your colleagues is a very slippery slope. Though it’s natural to find people at work that you clique with more effortlessly than others, please tread carefully for everyone’s sake. 

Source: 20Something

Irish MP Richard Boyd Barrett calls out the EU double standards on Ukraine and Palestine

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Perceptual Organization - Making sense while thinking

Editor's Corner

In a recent article, I had stressed the fact that the human brain, in addition to being the most extraordinary creation of the human anatomy was also the epicenter of thought, conviction, emotions, consciousness and purpose. In this particular article, the subject/topic of perceptual organization will be the focus of my discussion.

It therefore seemed appropriate to start this discussion with a reference once again to the human brain, as perceptual organization would ‘naturally’ be a part or component of the intricate but detailed functionality of the human brain.

Knowing fully well that learning may play a significant role in perception, there is the school of thought that perceptual organization does reflect innate properties of the human brain. 

More recent work in perception seems to infer that studying perception is basically studying the human brain. In particular, there seems to be more and more, an alignment of such school of thought with physiological observations of the human brain.

What is Perceptual Organization and even more importantly, how does one organize raw sensory stimuli into meaningful experiences that would ultimately make sense (at least to a recipient of the experience generated by the said stimuli)?

Furthermore, in the process of making sense of the ‘sensation’, is the thinking process an evolving one and subject to an individual’s perceptual organization of his or her experiences? Also, what set of mental activities are involved in this organizational process and how ’influential’ are they in the process? Perception involves organization and grouping as well as distinguishing objects from their surroundings.

I do believe and will state that the organization of raw (sensory) stimuli into experiences that make sense and are meaningful to an individual or larger society would normally involve some cognitive functionality. This cognitive functionality would comprise processes such as thinking, knowing, remembering and in some cases, forgetting. This would seem to be a logical sequence as it makes for an organizational process that would ultimately seek to incorporate that which is favorable while through the forgetting process, eliminate that which the senses deem unfavorable.

Throughout this process, the importance of knowledge and experience will ultimately be established as knowing as a result of thinking generates a learned experiential state which whether favorable or unfavorable would ultimately help develop a perceptive frame of reference for the individual concerned. Now, I am not sure if I am making that much sense here, but I am simply stating what I think is in essence the obvious, based on my own perceptual organization.

In asking some of the questions I asked in the second paragraph of this article, I did not do that with the aim of necessarily answering the said questions. I did that in the hopes of asking even more questions by creating a forum for intellectual conversations as to what perceptual organization really is all about; without seeking to necessarily narrow down its definition. What seems to be rather clear however is the realization that knowledge and experience are probably the most critical components of the perceptive process since those two factors may in fact help us better make sense of the input to our sensory systems.

According to Gestalt laws of grouping, there is the school of thought that the whole differs from the sum of its parts (Ehrenstein, W. 1930). The Gestalt theorists for the most part in the 20th century sought to single out the brain processes that would ultimately be responsible for the organization of perception. They argued that while simple sensations essentially consisted of organized percepts, the percepts themselves could be said to be basic to experience. There are also various arguments out there that seek to identify whether or not these experiences are for the most part private (Ehrenstein, W. 1930).

As I had stated earlier, perception, in addition to involving organization and grouping, also involves the process of distinguishing an object from its surroundings (Ehrenstein, W. 1930). There is the notion that the moment we perceive an object, the surrounding area around the said object is then the background. Gestalt psychologists are the biggest proponents of this school of thought. That would seem to suggest a concept of separating the figure from the ground and according to the Gestalt school of thought, this process is replicated throughout the various experiences of the percepts themselves (Ehrenstein, W. 1930).

There is no question this is probably one of the most difficult (if not the most difficult concepts - perceptual organization) for me to chew on, but I am of the school of thought that a thorough understanding of the subject itself is an evolving one in as much as the knowledge and experience of the percepts themselves, as part of the complex make-up of the human brain.

References:
Ehrenstein, W. (1930). Figure-Ground Segregation. Current Psychology of Cognition, 117, 339-412.

© 2023 2CG MEDIA. Coker Confidential™

Ten Ways to Improve Your Interpersonal Skills

Editor's Pick

Don't discount the importance of interpersonal skills in the workplace. How you are perceived by your manager and coworkers plays a large role in things as minor as your day-to-day happiness at the office and as major as the future of your career.

No matter how hard you work or how many brilliant ideas you may have, if you can't connect with the people working around you, your professional life will suffer. The good news is that there are several concrete things you can do to improve your social skills and become closer to your colleagues, all of which will ultimately help you succeed in today's working world.

Here are 10 helpful tips for improving your interpersonal skills:

1. Smile. Few people want to be around someone who is always down in the dumps. Do your best to be friendly and upbeat with your coworkers. Maintain a positive, cheerful attitude about work and about life. Smile often. The positive energy you radiate will draw others to you.

2. Be appreciative. Find one positive thing about everyone you work with and let them hear it. Be generous with praise and kind words of encouragement. Say thanks when someone helps you. Make colleagues feel welcome when they call or stop by your office. If you let others know that they are appreciated, they'll want to give you their best.

3. Pay attention to others. Observe what's going on in other people's lives. Acknowledge their happy milestones and express concern and sympathy for difficult situations such as an illness or death. Make eye contact and address people by their first names. Ask others for their opinions.

4. Practice active listening. Actively listening is a way of demonstrating that you intend to hear and understand another's point of view. It means restating, in your own words, what the other person has said. Your coworkers will appreciate knowing you really do listen to what they have to say.

5. Bring people together. Create an environment that encourages others to work together. Treat everyone equally and don't play favorites. Avoid talking about others behind their backs. Follow up on other people's suggestions or requests. When you make a statement or announcement, check to see that you have been understood. If folks see you as someone solid and fair, they will grow to trust you.

6. Resolve conflicts. Take a step beyond simply bringing people together and become someone who resolves conflicts when they arise. Learn how to be an effective mediator. If coworkers are bickering over personal or professional disagreements, arrange to sit down with both parties and help sort out their differences. By taking on such a leadership role, you will garner respect and admiration from those around you.

7. Communicate clearly. Pay close attention to both what you say and how you say it. Being a clear and effective communicator helps you avoid misunderstandings with coworkers. Verbal eloquence projects an image of intelligence and maturity, no matter what your age. If you tend to blurt out anything that comes to mind, people won't put much weight on your words or opinions.

8. Humor them. Don't be afraid to be funny or clever. Most people are drawn to a person that can make them laugh. Use your sense of humor as an effective tool to lower barriers and gain people's affection.

9. See it from their side. Empathy means being able to put yourself in someone else's shoes and understand how they feel. Try to see things from another person's perspective. You can help yourself with this by staying in touch with your own emotions, since those who are cut off from their feelings are often unable to empathize with others.

10. Don't complain. There is nothing worse than a chronic complainer or whiner. If you simply have to vent about something, save it for your diary. But spare those around you, or else you'll get a bad reputation.

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