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Universal Music Group (UMG) — the global leader in music entertainment — has announced some new additions to its African senior management structure to continue expanding its presence and strengthen its local music ecosystem. According to an announcement , the worldwide music company has appointed music executives Sipho Dlamini, Elouise Kelly, and Chinedu Okeke to senior-level positions within Universal Music South Africa and Sub-Saharan Africa, and Universal Music Nigeria. “I am thrilled to announce these strategic appointments, as we look to further develop our domestic infrastructure and label rosters within Africa,” said UMG EVP of Market Development, Adam Granite in a press statement. “Most integral to achieving our long-term ambitions, is to build a strong leadership team on the ground, with deep foundations in each country to help grow a dynamic ecosystem for all to benefit in the future.” The announcement shares that Dlamini has been promoted to CEO, Universal Music South...
As a kid, Kareem Daniel would fawn over Walt Disney – deemed a place where “dreams come true.” Now, he gets to live out those dreams in one of the top positions at the world’s biggest entertainment company. This week, Walt Disney Co. revealed plans to reorganize the company and its newly created Media and Entertainment division to focus efforts on developing and producing original content for the company’s streaming services and legacy platforms. They also revealed the new plans will be led by Daniel as chairman of the new group, Deadline reports . According to Bloomberg , the South Side of Chicago native will oversee pricing, marketing, and how consumers connect with streaming platform, Disney+ in his newly-appointed position as the company shifts gears to focus on streamlining more content. Daniel — a 14-year Disney veteran and former president of consumer products, games, and publishing — owes his company rise to Disney’s new chief executive officer, Bob Chapek, who shares that...
Visibility creates opportunity especially for people looking to build a brand. However, opportunity only comes to those who consistently show up for themselves. From putting yourself first and honoring your choices to trusting yourself to figure it out as you go along, you have to show up for yourself before you expect other people to show up for you. Another major factor at play? Controlling where your mind wanders. Although everyone’s journey is unique, if you’re ambitious and career-driven, you’ll reach a point where fear, judgment, comparison, and feelings of not being good enough may become overwhelming. The key is not to transform your thoughts and feelings into bad habits that hurt your progress. Sure, at any given moment you can lose everything, but nobody can take your attitude or your effort — unless you allow it. If you’re ready to show up for yourself, here are a few weekly habits to embrace. Create Before You Consume When you wake up in the morning, don’t grab your...
In theory, people who hold leadership positions should be able to communicate with anyone. The reality is, many leaders are uncomfortable communicating — especially with their employees. A Harris Poll revealed 69 percent of managers find it difficult giving direct feedback about employee performance. Demonstrating vulnerability, recognizing employee achievements, crediting others, and giving clear direction was also noted. Companies are more productive and successful when expectations are clear and positive coworker relationships exist. If conversations are not taking place, there’s a culture and productivity killer in the workplace. From giving feedback on the poor quality of work to explaining why a team member is not demonstrating company values, managers — as well as business owners –need to know how to have difficult conversations. Here’s a guide on how to handle difficult conversations at work; Prepare The more prepared you are, the easier it is to manage your emotions,...
Conversations breed trust, teamwork, and productivity at work. The problem is, when you’re a leader, you’re constantly putting out fires and juggling back-to-back meetings. Next thing you know, you’re sitting across from a team member and struggling to establish a genuine connection. The truth of the matter is, if you’re in charge of other people, leadership is about having a relationship with your employees. It’s not about having the time, it’s about taking time to have conversations with people who matter most. Build Trust Before You Need It Regardless of the type of business, things will happen outside of your control. During times of uncertainty, conflict, or pressure to meet deadlines, employee trust is critical for getting the work done. So leaders must set daily intentions for building trust before they need it most. A consistent, two-way conversation that encourages dialogue — not a monologue — boosts productivity. If you’re only having conversations with employees to...
Recently, Away Luggage Company CEO Steph Korey stepped down after an investigation by the Verge highlighted the company’s toxic work culture. From Korey reportedly using Slack to publicly critique work and label an employee “brain dead” to sending late-night messages — Away is a case study in how not to communicate in the workplace. Like the Away company, if you have a communication problem in the workplace, chances are: Work is being duplicated (or not done at all). The finished product isn’t what you expected. There is a high turnover rate. There are recurring errors or delays in products or services. Your team is silent in meetings and no one speaks up to offer ideas or share their experiences. While it’s often second nature for managers to blame “lazy” or “incompetent” employees, frequent communication issues are often a symptom of a much deeper problem. A bad system, an outdated process or pattern of behavior from the company’s higher-ups are often the culprits. Here’s how to...