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Jensen Huang is one of the most successful CEOs and manages 55 direct reports at the same time. Here's how: 𝟏. 𝐃𝐞𝐥𝐞𝐠𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐄𝐦𝐩𝐨𝐰𝐞𝐫𝐦𝐞𝐧𝐭 ↳ Effective delegation is not a result of xxx meetings. ↳ It's a result of empowering his direct reports. ↳ His managers have autonomy and responsibility. 𝟐. 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧 ↳ He believes in open communication and ↳ Quick information flow 𝟑. 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐭 𝐔𝐬𝐞 𝐨𝐟 𝐓𝐞𝐜𝐡𝐧𝐨𝐥𝐨𝐠𝐲 ↳ Nvidia heavily relies on advanced tools for comms ↳ He created a lean coordination across teams 𝟒. 𝐏𝐫𝐢𝐨𝐫𝐢𝐭𝐢𝐳𝐞 𝐚𝐧𝐝 𝐅𝐨𝐜𝐮𝐬 ↳ He prioritizes innovation and strategic focus ↳ Over bureaucracy ↳ He avoids unnecessary meetings 𝟓. 𝐄𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐓𝐢𝐦𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 ↳ By avoiding unnecessary meetings: ↳ His time and that of his team is used efficiently ↳ One-on-ones only when necessary 𝟔. 𝐈𝐧𝐭𝐮𝐢𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐅𝐥𝐞𝐱𝐢𝐛𝐢𝐥𝐢𝐭𝐲: ↳ He trusts his intuition ↳ And he encourages his team to do the same ↳ This allows Nvidia to stay agile and adapt quickly 𝟕. 𝐒𝐭𝐚𝐫𝐭𝐮𝐩 𝐌𝐞𝐧𝐭𝐚𝐥𝐢𝐭𝐲: ↳ Despite success, he maintains a startup mentality ↳ Avoiding long-term plans ↳ Instead focusing on immediate innovation 𝟖. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐓𝐚𝐥𝐞𝐧𝐭: ↳ He's fully focused on attracting and retaining talents ↳ This is Nvidia’s real competitive edge In summary... Great leaders don't accept what's not producing results. They disrupt the way how organizations work to produce results. Be the next Jensen. 👊 Which strategy among these resonates most with you? --------------- If you like this post: 🛎 Follow me ♻️ Repost it to inspire your network 📩 Join my newsletter: https://lnkd.in/etjyqSn3 (Picture taken from Pinterest - credit to CNBC)

"I don't fire people; I force them into greatness." Jensen Huang, CEO of graphics chip giant NVIDIA, is making headlines with his recent statement... Huang seems to believe in developing his employees' potential rather than resorting to termination. This can be seen as a positive approach, valuing growth and mentorship. Although some critics argue that this approach could be toxic. They worry it might create an environment of pressure and fear, leading to burnout and employee turnover. What do you think? Is Huang's tough love the right approach to get the best out of employees? Or does it cross the line into unreasonable pressure?  Are there better ways to address performance issues? Further, Every company has its own culture. What might work at NVIDIA might not be a good fit elsewhere. While pushing employees is important, it shouldn't come at the expense of their mental and physical health. Are there other ways to motivate underperforming employees besides resorting to termination? Huang's statement has sparked a necessary conversation about leadership styles and employee motivation. The ideal approach likely lies in finding a balance between high expectations, support for employee growth, and prioritizing well-being. #leadership #thoughts #growth #team

1. **CEO's Leadership Style:** NVIDIA's CEO, Jensen Huang, is known for being tough and demanding. He believes in pushing his employees to achieve extraordinary things, even if it's not easy. 2. **Reasoning Behind Toughness:** Experts say leading a huge company like NVIDIA requires being relentless and resilient. Huang's leadership style reflects his background and belief in hard work to succeed. 3. **Immigrant Background Influence:** Huang's upbringing as an immigrant from Taiwan has shaped his focus on tasks and hard work. He values setting ambitious goals and ensuring tasks get done efficiently. 4. **Pros and Cons:** While Huang's approach has helped NVIDIA succeed, some experts suggest he could improve by being more empathetic towards his employees. Being task-oriented is efficient but may overlook people's needs and wellbeing. 5. **Challenges of Leadership:** Managing 50 direct reports can be challenging, leading to difficulties in coordination and understanding individual needs. Huang's leadership style might deter some talented employees from staying long-term. 6. **Final Thoughts:** While Huang's tough leadership has worked for NVIDIA so far, balancing task orientation with empathy could improve employee satisfaction and long-term success. In essence, Huang's leadership style is driven by his belief in hard work and efficiency, but there's room for improvement in considering employee wellbeing and fostering a supportive work environment.

Secret: Your Team's Voice Can Skyrocket Business Success To gain buy-in and empower your team, involve them in the development of plans. When team members have a voice in decision-making, they are more likely to support outcomes, even if their preferred option doesn’t prevail. This inclusive approach not only strengthens commitment but also cultivates a sense of ownership that drives success. By valuing input and fostering collaboration, you lay the groundwork for a resilient and motivated team ready to tackle challenges effectively. Training your workforce beyond technical skills is not just an option; it is a necessity in today’s global economy. Organizations that invest in enhancing soft skills, leadership capabilities, and emotional intelligence are poised to not only thrive but also lead their industries. To maintain a thriving workplace and ensure a competitive edge, prioritize workforce training that encompasses a comprehensive skill set designed to adapt to the challenges of tomorrow. Contact us today to schedule a consultation. Together, we can design a training program that not only improves technical skills but also strengthens the soft skills essential for your team’s and organization's success. Let’s build that future together. #EVERYTHINGisaproject #WorkforceTraining #ProfessionalDevelopment #SoftSkills #LeadershipDevelopment #EmotionalIntelligence #EmployeeEngagement #TeamBuilding #SkillsTraining #BusinessGrowth #ContinuousLearning #OrganizationalSuccess #TrainingAndDevelopment #Adaptability #EmployeeRetention #FutureOfWork Micron Technology Western Digital Intel Corporation Samsung Semiconductor Seagate Technology SanDisk® SK hynix memory solutions America Inc. KIOXIA America, Inc. MediaTek Kingston Technology NVIDIA

"The group boasts 205 factories and offices in 24 countries and, at its peak, employed some 900,000 people. With a market share of more than 40 percent in global electronics contract manufacturing, Foxconn should easily fit the definition of a world-class company. Yet Emily Hsia, the group’s chief human resources officer, feels that Foxconn is not quite there yet. The global company Hsia envisions is not defined by revenue, staff numbers, or overseas locations, but rather by the complexity of its organizational management. Are headquarters able to efficiently build a unified strategy, system, culture, and a global pool of key talent that is embraced by all offices around the world?" #globalization #supplychain #humanresource

A statement that should be displayed in every office and hallway, a mission to be ingrained in every team member, an aspiration for every company of this century and beyond: "No matter where you work, you are not just an employee; you are in a business with one employee: yourself." - Andy Grove, former visionary of Intel, in his exceptional book 'High Output Management'. #intel #andygrove #highoutputmanagement #management #culture #business

"Sorry, we're not having 1:1 meetings anymore." Imagine hearing this from your leader. How would your team react? Let’s explore this intriguing concept through two compelling points. #1: Look at NVIDIA's CEO, Jensen Huang, and the company’s phenomenal stock performance over the past five years. What’s his secret? One standout practice is his "no one-on-one meetings" rule for his 55 direct reports. Over the past five years, NVIDIA's stock has skyrocketed by over 3000%. While this may not be the sole driver behind NVIDIA's impressive stock surge, bolstered by a booming tech sector, it's a bold and unconventional leadership move. Some analysts argue that this sector is due for a correction, yet Huang's approach remains noteworthy. For a top executive to forgo exclusive 1:1 time with his core team is remarkable. This approach is strikingly different from the norm, and it makes us wonder: What benefits does Huang see in this method? By eliminating 1:1 meetings, Huang ensures that feedback is shared openly, fostering a culture of transparency and collective learning. Instead of information being siloed in individual conversations, it’s disseminated throughout the team, allowing everyone to learn from each other's experiences and insights. Moreover, this strategy significantly frees up his time, enabling him to focus on broader strategic initiatives rather than getting bogged down in individual discussions. #2: Beyond the specifics of NVIDIA’s approach, there’s a deeper principle at play here. The rationale behind Huang’s decision is rooted in the belief that everyone should benefit from the feedback given to one, promoting a more inclusive and efficient communication process. This prompts us to reflect on our own practices: Why do we follow the routines we do? If the answers are "because that's the way it's always been," "this is how it's done in this industry," or "we can't possibly get rid of that," it’s time to dig deeper and challenge these assumptions. Think about the potential impact of questioning the status quo in your own organization. Could there be practices that, if reevaluated, might unlock new levels of productivity and innovation? Sometimes, the leap from average success to extraordinary success lies in daring to be different and challenging long-held conventions. By continuously asking why we do things a certain way and whether there might be a better approach, we can drive meaningful change and achieve remarkable results. So, are we ready to challenge the status quo? Are we prepared to innovate and adapt, even if it means stepping out of our comfort zones and adopting unconventional methods? Sometimes, all it takes is a willingness to think differently and a commitment to continuous improvement. Let’s dare to be different and see where it leads us.

🔍 Navigating Challenges: The Path Forward for Intel 🔍 As Intel stands at a critical juncture in the semiconductor industry, it faces significant hurdles—manufacturing delays, market share losses, and intensified competition, especially from players like TSMC and AMD. However, there are strategic pathways forward that can help the company regain its competitive edge. Here are some key takeaways: 1️⃣ Strong Leadership Matters: The role of effective leadership cannot be overstated. A visionary leader can inspire teams, drive innovation, and create a culture of excellence that fuels performance. 2️⃣ Leveraging Supply Chain Support: Intel can accelerate development by collaborating closely with vendors. Strategic partnerships and shared R&D initiatives can lead to faster innovation and improved time-to-market for new technologies. 3️⃣ Timeline and Milestone Control: Effective management of timelines and milestones is critical. By setting realistic goals and holding teams accountable, Intel can track progress, rebuild stakeholder confidence, and address challenges proactively. 4️⃣ Focus on Innovation: Ongoing investments in new technologies—such as advanced manufacturing processes and AI chip development—are essential for Intel to leapfrog competitors and regain market leadership. 5️⃣ Agility and Cross-functional Collaboration: Embracing agile methodologies and fostering collaboration across departments will enhance Intel's ability to respond to market demands swiftly. As Intel navigates this challenging landscape, its success will depend on the strategic execution of these elements. The opportunity to regain its technological leadership is within reach, and with the right focus and commitment, it can emerge stronger than ever. What strategies do you think will help Intel succeed? Share your thoughts in the comments below. #Intel #Semiconductors #Leadership #Innovation #SupplyChain #Technology #MarketTrends

🌟 How to Identify a Healthy Organizational Culture 🌟 When evaluating a company, whether you're a potential candidate or an employee, understanding the organizational culture is crucial. A great organizational culture isn't just about "vibes"—it's about the values, behaviors, and environment that truly make the company stand out. Here’s how you can spot a healthy culture: 1️⃣ Clear and Consistent Values The best organizations have values that guide decisions at every level. A healthy culture doesn't just talk about values; it lives them every day, and employees can easily articulate them. Look for consistency between what the company says and what it actually does. 2️⃣ Open and Transparent Communication Good communication is the backbone of any great culture. In healthy organizations, information flows freely, feedback is encouraged, and team members feel heard. Transparency builds trust and fosters an environment where employees feel comfortable speaking up. 3️⃣ Work-Life Balance is Encouraged A company that respects boundaries and promotes well-being understands that employees are people first. Look for signs that the company values work-life balance, such as flexible hours, remote work options, and support for mental and physical health. 4️⃣ Employee Development and Recognition In a strong culture, growth isn’t just a buzzword. Companies that invest in their employees' professional development—whether through training, mentorship, or leadership opportunities—foster loyalty and engagement. Recognition is key: when employees are appreciated, they’re motivated to give their best. 5️⃣ Collaboration Over Competition Healthy cultures encourage teamwork and collaboration. A company that values collaboration over internal competition fosters an inclusive, supportive environment. Employees should feel like they’re part of a unified team working toward shared goals. 6️⃣ Inclusivity and Diversity A great organizational culture embraces diversity—not just in hiring practices, but in its day-to-day operations. Look for a culture that actively promotes inclusivity, where different perspectives are not only accepted but celebrated. 🚀 The Bottom Line Organizational culture is more than just perks and office design. It’s about the people, the environment, and the values that drive success. A healthy culture will attract, retain, and motivate employees, creating an environment where everyone can thrive. Sounds like a place that doesn’t really exist? At Samsung (SIRC), that’s exactly what defines our environment! If you’re looking for a place that values positive culture, transparency, and professional growth—join us! Explore our open positions https://lnkd.in/d52R9NpZ

🌍 Diversity: a key driver of innovation in the semiconductor industry 🌍 Throughout my career, both as a production engineer and leading manufacturing operations teams, I've been acutely aware of the tremendous power that diverse teams can have on an organization. Diversity is not just about differences in backgrounds and cultures, it's about diversity of mindset, perspectives and skills. 📌 Why is diversity critical to the semiconductor industry? 1️⃣ INNOVATIVE SOLUTIONS TO COMPLEX PROBLEMS: Semiconductor manufacturing is a highly complex industry, and when faced with technological challenges, a diverse team can provide innovative solutions from different perspectives. 2️⃣ Globalized Market Needs: The semiconductor industry is global, understanding different markets and customer needs is the key to success, and diverse teams can help companies better reach global markets. 3️⃣ Stimulate Creativity and Competitiveness: Different experiences and cultural backgrounds allow teams to be more creative, while driving competitive advantage through the collision of ideas. 📌 My Hands-on Experience: In my role as COO at Vertex Semiconductor Solutions, I focused on building an inclusive team culture where each member was encouraged to contribute his or her unique perspective. This diversity of thinking helped us optimize our manufacturing processes and meet the needs of a diverse market through technological innovation. In project management, diverse teams help us solve cross-departmental communication problems more efficiently while driving new processes to the ground quickly. 🌟 My belief: ✅ Diversity is not a choice, but an inevitable path for corporate innovation and growth. ✅ An inclusive team culture can maximize the release of everyone's potential. ✅ Through diversification, we can not only adapt to changes, but also lead the industry to change. 📢 Looking forward to your views: What are some of the specific ways that diversity has impacted the success of teams or programs in your industry? What other effective steps do you think we can take to promote diversity? Let's explore how diversity can drive technological breakthroughs and the future of our industry! #Diversity #Innovation #Semiconductors #Leadership #Inclusion