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U.S. Investment Heroes of 2013: The Companies Betting on America’s Future

09/19/2013 Policy Memo By Diana G Carew and Michael Mandel

For too long, U.S. policymakers have focused narrowly on boosting consumers’ buying power, assuming that the productive end of the economy will take care of itself. Yet the last decade of slow growth shows that debt-driven consumption is not a sustainable strategy for expanding economic opportunity or lifting U.S. living standards. In contrast, a high-growth strategy requires strong investment—private and public—in our nation’s productive and knowledge capacities.

It’s time for progressives to rebalance the consumption-investment equation. Total domestic investment fell drastically during the recession and has yet to fully recover. A big part of the problem is the public sector. With gridlock in Washington and financial troubles at the state and local level, government real spending on productive assets from highways and bridges to computer equipment, net of depreciation, is down by half compared to the average level of the 2000s.

Investment by the private sector is doing better, but taken as a whole still falls way short of what the country needs to generate jobs and growth. As shown in Figure 1, business investment, outside of housing, is still 20 percent below its long-term trend. There are several reasons why private business investment is failing to reach its potential. Globalization, weak demand, deleveraging and a shortage of workers with technical skills all contributed to the investment fall-out and subsequent investment gap. And as PPI has documented elsewhere, the sheer accumulation of regulations over time can discourage capital investment and innovation.

Within this gloomy picture, however, are some bright spots—companies that continue to place big bets on America’s future, creating jobs and raising productivity in the process. Surprisingly, in a world of information overload, identifying these major contributors to the U.S. economy is not an easy task, since most companies do not break out their domestic capital spending. That’s why we undertook our second annual report on “U.S. Investment Heroes,” making a systematic analysis of publicly available information to rank nonfinancial companies by their capital spending in the U.S.

PPI’s ranking of U.S. Investment Heroes for 2013 is once again led by AT&T, which invested almost $20 billion in the U.S. in 2012. The list then follows with Verizon, Exxon, Chevron, Intel and Walmart. Together, we estimate these companies invested almost $75 billion in the U.S. in 2012, an astonishing total almost twice the GDP of Wyoming. Over the last year, these companies have poured capital investment into the deployment of high-speed broadband, oil and natural gas production, and new corporate and retail facilities.

As a general principle such spending provides both direct and indirect benefits to Americans. For example, a variety of studies suggest that investment in fixed and mobile broadband creates jobs. In fact, PPI Chief Economic Strategist Michael Mandel estimates that since Apple introduced the iPhone in 2007, the economy has created over 750,000 jobs related to mobile apps.

Indeed, telecommunications and cable companies are a major driver of U.S. investment today, sparking the rise of what we call “the data-driven economy.” The digital transformation of the U.S. economy would not be possible if high-speed fixed and mobile broadband networks were not in place. That’s why encouraging private investment in our nation’s broadband infrastructure is rightly a major priority for the Obama administration. Beyond that, robust private investment in smart devices, sensors, and “big data” analytics is sparking the emergence of the “Internet of Everything,” which could boost productivity and job creation in ‘physical’ industries such as manufacturing and transportation.

Our ranking of U.S. companies investing in America also shows the tremendous role energy—oil and natural gas production and power generation—has on U.S. economic growth. The shale oil and gas boom has turned old assumptions about energy scarcity on their head. It is lowering input costs for U.S. chemical companies and helping to revive U.S. manufacturing. It may also turn the United States into a major energy exporter, while creating jobs at home.

This report is the third in PPI’s “Investment Heroes: Who’s Betting on America’s Future” research series. That so many companies are choosing to invest elsewhere—or not at all—makes it all the more important to recognize those that are placing their bets on America’s future.

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http://www.progressivepolicy.org/2013/09/u-s-investment-heroes-of-2013-the-companies-betting-on-americas-future/

 

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7 Unconventional Behaviors of Inspiring Leaders

There are very few great managers. And even fewer great leaders. Making your team happy by displaying behaviors that are expected from you as a manager is hard. But it is even harder to inspire people to follow you, especially if you don’t have direct authority over them.

Leaders are not always perfect. And, sometimes, they are downright quirky. But they display a set of behaviors that make them admired and loved. Let’s look at some of the rare ones.

Great leaders:

Couldn’t care less about conventional wisdom

The more you say “it’s never been done” before, the more excited they get about changing that fact. And they build the teams around them that never take no for an answer. It’s hard to manage a team of rebels, but that’s exactly what’s needed to change the norm, to challenge the old, and invent the new.

And they don’t care about the failures, because they know that the only thing that matters is their response to those failures. Failures teach. Circumstances change. Pioneers stumble while shaping the path for others. And that’s okay.

life

Play Devil’s Advocate

Have you ever seen a leader who continuously pushes you to look deeper and challenges status quo by regularly and passionately taking the other side of the argument, even if s(he) agrees with your point of view? My guess is your answer is no. Playing devil’s advocate and ferociously challenging your assumptions works well in scientific experiments, but we rarely see it in business.

Great leaders play the game of 10 “why?”s, asking the question over and over again to test their understanding of the underlying strategy. They defend the opposite point of view just to explore what else their teams forgot to uncover that may be critical to their mission or a project.

It is easy to think that we are right, it soothes our egos. But it takes courage to stand up to and challenge your own experiences, knowledge, ideas.

Take the blame

If there is a blame to be had, great leaders take it on. If there is a credit to be given, they give it away to others. Granted, it’s a very rare behavior, but the one that truly creates a following. Exceptional leaders protect their teams and they are humble when it comes to owning up to the accomplishments.

Shut Up

Have you ever been in a meeting when the most senior executive in the room have not spoken a word during the whole meeting? And I don’t mean because (s)he would be on a laptop or a mobile phone doing email. No, rather sitting in the room intently listening to the very important strategic discussion. No? Well, I have. And I have to tell you – it is both a little creepy and awe-inspiring at the same time.

Malcom Forbes once said: “The art of conversation lies in listening.” Some of the best leaders make it a point to not have their opinions heard right off the bat, but rather sit back and truly listen to what their teams have to say, maybe occasionally asking a question or two. You can get some amazing insights and inspire some great ideas just by sitting there and not contradicting (or agreeing, for that matter) with the opinions of others. Those leaders tell me that it is very hard to do, but tremendously rewarding to exercise this every now and then.

Intentionally seek diversity

We’ve all seen managers surround themselves with “yes” people. We’ve all seen favoritism in our careers – after all, it is human nature to like those that look/speak/dress like us. But exceptional leaders go outside of their comfort zones in recruiting their teams, they intentionally seek diversity of opinions/ages/genders/perspectives/experiences. They don’t want to build an army of “yes” men and women, they want to innovate and evolve. And one can’t do that without the benefits of diversity.

George S. Patton said, “If everyone is thinking the same, then someone isn’t thinking.”  That’s something true leaders try to avoid by building and developing diverse teams.

Invite naiveté

Great leaders are also great innovators. And they know that curiosity and naiveté are critical conditions of innovation. They are humble enough to accept if they don’t know something and smart enough to constantly learn throughout their career.

But they are also sharp enough to know that times change and that no one person can know everything. They ask “why?” and “why not?” constantly, and are always open to reverse mentorship with younger generations realizing that there are some things younger professionals are just smarter about.

Disappear

Understanding how critical it is to sometimes disconnect and reflect, extraordinary leaders will disappear for a while. They will do something else, change their routine, and learn something absolutely new outside of their professional interests. They are masters of creating white space in which creativity thrives. Not only that, they are masters of knowing their limits and when their energy levels need recharging to continue to operate successfully long-term.

What are the rare behaviors you see remarkable leaders display?

Originally posted in Forbes

 

http://socialmediatoday.com/ekaterina/2163096/7-unconventional-behaviors-inspiring-leaders

5 Ways to Be Happier at Work

5 Ways to Be Happier at Work

Here are some strategies to be happier at work. We can choose to fill our days and the rest of our year with positive energy!

Monday

Focus on “Get to” instead of “Have to” - While driving to work focus on what you “get to” do instead of what you “have to” do. With gratitude realize that you don’t have to do anything. You get to go to a job while so many are unemployed. Gratitude floods your body and brain with emotions that uplift you and energize you rather than stress hormones that drain you.

Tuesday

Don’t Expect your Boss, Co-workers and Customers to Make you Happy – Realize that happiness is an inside job. Our happiness has less to do with forces outside of us and more to do with what’s inside of us. The way we think about work, feel about work and approach our work influences our happiness at work. For instance, just by making yourself smile you produce more serotonin in the brain-which makes you feel happier. You’ll also be happier when you focus on what you are giving instead of what you are getting.

Wednesday

Don’t Seek Happiness – Ironically if you want to be happier don’t seek happiness. Instead share your strengths and decide to work with passion and purpose and happiness will find you. The research shows that people are most energized when they are using their strengths for a bigger purpose beyond themselves. Whatever your job, decide to bring passion to it and find purpose in it. I’ve met bus drivers, mortgage brokers, janitors and fast-food employees who are more passionate about their jobs and happier than some professional athletes making millions of dollars. Every job will get mundane and “old” if you let it but purpose and passion keep it fresh and make you happier.

Thursday

Focus on Excellence instead of Success – When you focus on success you can easily fall into the trap of comparing yourself to others, looking over your shoulder, feeling envious, playing office politics, and competing against coworkers instead of collaborating. However, when you focus on excellence you measure yourself against your own growth and potential. You strive to be the best you can be. You simply focus on getting better every day and this makes work more meaningful and rewarding.

Friday

Celebrate Together – While we shouldn’t depend on others to make us happy, by building a positive team or support group at work we will be happier. So instead of expecting others to make you happy, you proactively create the positive relationships that enhance your engagement, productivity and happiness. One great way to do this to huddle with your team/group at the end of the week and have each person share their accomplishments, victories, and great moments of the week. This will produce great feelings on Friday that inspire you and your team to come back to work and make a difference on Monday.

What makes you happier at work? Share your thoughts by leaving a comment below or on myFacebook page.

-Jon

 

 

http://www.jongordon.com/blog/5-ways-to-be-happier-at-work/

How to Eliminate Habits Holding You Back From Success

Humans love routine. When it comes to achieving measurable goals, this means we tend to do what we’ve always done, how we’ve always done it, in the same order as always.

This also goes for our habits when working in teams. You’ve probably been working with your team long enough to feel like you know what to expect from them. You’ve developed habitual patterns in the way you interact together. And probably, the feeling is mutual. Maybe it’s time to shake up those impressions.

 

To be a better manager, it's important to take risks and introduce needed improvements. This often means identifying what’s working and what needs improvement. Sometimes discovering those specifics is as simple as asking three questions:

  1. What habits have gotten you where you are today?
  2. What habits may be holding you  back from reaching your next desired accomplishments?
  3. Is it time to ask for feedback?

Taking a close look at your habits provides wonderful insight into what has worked so far. It allows you to make conscious changes. My friend and mentor, Marshall Goldsmith, wrote a book whose title says it all: What Got You Here Won’t Get You There. What habits are you currently using that might be keeping you from reaching your next level of accomplishments?

Here are a  few places to start: Do you start meetings on time? Do you listen to comments fully without interrupting? Do you ask clarifying questions? Do you look at the person talking or keep your eyes on your digital device? Do you offer acknowledgement for a job well done or for new ideas? What habits have you gotten into that serve you well? What habits need to be changed to help you move forward?

Next, ask yourself what you’re doing that is getting in the way of achieving your goals. I know an entrepreneur who recently realized he was using the first hour of his day to try and catch up on email and touch all his social media profiles. As a five-day experiment one week, he focused that hour in the morning only on reaching out to new vendors to support his buisiness. This one simple change allowed him to move his launch date up by three full weeks.

One way to discover what is and isn't working well when it comes to your habits is to ask for feedback from those around you. Asking for feedback won't signal that something is wrong. Rather, it shows you are open to new ideas and approaches.

Asking for feedback can also fast-track your efforts. Feedback can maximize your focus, energy and time so that you get more of the right things done. Time and again, I’ve seen how entrepreneurs who were doing fairly well managed to supersize their productivity and get even more out of their day and efforts simply by being receptiove to a bit of feedback. 

To know if your habits are working or not, clearly define the results you want. When you fully understand what you want to accomplish, you can reflect on how your actions over the past few hours, days or weeks can get you closer to your goal.



Read more: http://www.entrepreneur.com/article/229504#ixzz2jQ6Z9gke

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