The Big Three flanker brands all have the Google Pixel 8 on sale for around $15/mo financing, making it cheaper than the newly launched Pixel 8a.

Since there are a few factors at play here, including the actual cost of the device and the plan, we’ve broken down the offer by provider below. But if you’re looking for the absolute cheapest option, it’s technically Fido, though not by much.

It’s also worth noting that the Pixel 8 is currently on sale from the Google Store for $699 ($250 off), so depending on your current plan, it might be cheaper to hold onto that plan and buy the phone outright.

Virgin Plus

We’ll start with Bell-owned Virgin Plus just because it’s where I first saw the Pixel 8 deal. Virgin offers the phone for $15/mo financing for 24 months, which totals out to $360 paid for the phone. Additionally, Virgin offers two plan options to pick from:

$65/75GB 5G (up to 250Mbps)
$55/60GB 4G (up to 150Mbps)

It’s worth noting the $65/mo plan is “unlimited,” and Virgin throttles speeds to 256Kbps beyond the 75GB data cap. Aside from that, the plans otherwise offer the same features, including unlimited Canada-wide calling, unlimited international texting sent from Canada, and video streaming quality capped at 480p.

This means the lowest cost to get the Pixel 8 at Virgin is $70/mo or about $1,680 over 24 months. Based on my calculation, if you currently have a plan that costs $40 or less, you’re better off buying the Pixel 8 directly from Google while it’s on sale.

Learn more here.

Fido

Rogers-owned Fido also has the Pixel 8 available for $15/mo financing, down from the regular $46.17. Again, that totals out to $360 paid for the phone over 24 months. Plans include:

$54/50GB 4G (up to 150Mbps speeds)
$59/60GB 4G (up to 150Mbps speeds)

Notably, both those plans include a $5/mo discount for using automatic payments. Both plans include unlimited Canada-wide calling and international texting sent from Canada.

Since Fido’s cheapest plan is only $1 lower than Virgin’s plan, the calculation is just about the same. You’re looking at $69/mo for 24 months, or $1,656 total. While technically cheaper, you’d still be better off buying the phone outright from Google for $699 if you can get a plan that’s under $39/mo.

Learn more here.

Koodo

Finally, Telus flanker Koodo has the Pixel 8 available for $16.29/mo on Tab Plus ($390.96 over 24 months). Koodo only offers one plan for Tab Plus, a $54/50GB 4G option with speeds capped at 100Mbps. It includes unlimited Canada-wide calling and texting, plus a free perk option, such as an unlimited long-distance pack.

Thanks to the slightly higher cost for the phone, Koodo works out to be the worst option at $70.29/mo and $1,686.96 total after 24 months. If you have a plan that costs less than $41 per month, you’re better off buying the Pixel outright from Google during the sale.

Learn more here.

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With the Galaxy Fold Unpacked on the way, Ice Universe has been leaking news about the upcoming Samsung foldables.

Galaxy Z Fold5 vs Galaxy Z Fold6Fold6 screen width =Fold5 screen width+right bezel width pic.twitter.com/cbIjMNjikV

— ICE UNIVERSE (@UniverseIce) May 30, 2024

According to the leak, the Fold 6 will have a slightly wider display that resembles the S24 Ultra. Ice Universe says that the width of the Fold 6 equals the width plus the right bezel width of the Fold 5.

I like the Fold 6’s wider screen, but I was hoping it was slightly wider, similar to the OnePlus Open or even the Pixel Fold. However, this is definitely a welcomed first step.

Samsung is rumoured to launch the Galaxy Z Fold 6 alongside the Z Flip 6 and the Galaxy Ring at its upcoming Unpacked event in July.

Distributed also on: Ice Universe

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World of Warcraft is coming to Nvidia GeForce Now this week.

The ‘Classic’ version of Blizzard’s massively popular MMORPG, as well as its new expansion, Cataclysm Classic, are some of the game streaming service’s latest additions.

The full list of this week’s new GeForce Now games is as follows:

The Rogue Prince of Persia (New release on Steam) — May 27th
Capes (New release on Steam) — May 29th
Lords of the Fallen (New release on Xbox, available on PC Game Pass) — May 30th
Soulmask (New release on Steam) — May 31st
Path of Exile (Steam)
World of Warcraft: Dragonflight (Battle.net)
World of Warcraft Classic (Battle.net)
World of Warcraft Cataclysm Classic (Battle.net)

Additionally, here are four extra games that recently came to the service on top of the 24 that Nvidia had already confirmed:

Senua’s Saga: Hellblade II (New release on Steam and Xbox, available on PC Game Pass) — May 21st
Serum (New release on Steam) — May 23rd
Palworld (Steam, and Xbox, available on PC Game Pass)
Tomb Raider: Definitive Edition (Xbox, available on PC Game Pass)

Finally, here’s what’s coming to GeForce Now in June:

Autopsy Simulator (New release on Steam) — June 6th
Chornobyl Liquidators (New release on Steam) — June 6th
SunnySide (New release on Steam) — June 14th
Still Wakes the Deep (New release on Steam and Xbox, available on PC Game Pass) — June 18th
Disney Speedstorm (Steam and Xbox, available on PC Game Pass)
Farm Together 2 (Steam)
Resident Evil Village (Steam)
Star Traders: Frontiers (Steam)
Street Fighter 6 (Steam)
Torque Drift 2 (Epic Games Store)

The free version of GeForce Now features ads and a one-hour limit on streams. However, the Priority membership ($13.99/month) removes ads and gives you up to six-hour, 1080p/60fps streams, while an Ultimate subscription ($25.99/month) also removes ads and nets you up to eight-hour, 4K/240fps streams.

All of the memberships can be viewed here.

Image credit: Nvidia

Distributed also on: Nvidia

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Android is getting a new ‘Instant hotspot’ feature that should make it more seamless to connect an Android tablet or Chromebook to your phone’s data connection. However, Samsung devices won’t get the feature.

Instant hotspot will roll out as part of the recent Android feature drop and will allow people to easily and quickly share their Android phone’s hotspot with tablets or Chromebooks. The feature will save people time by skipping steps like turning on the hotspot on your phone or entering a password on your Wi-Fi-only device.

However, Android Authority spotted fine print on an image of the feature saying it’s “not available on Samsung devices.” It’s not immediately clear why, but the publication speculates Samsung might have opted out of Instant hotspot since it already offers its own version of the feature, but exclusively for Samsung phones and tablets.

Samsung’s hotspot feature, coupled with the fact that Chromebooks already have an ‘Instant Tether’ feature for easily connecting to a phone’s hotspot, means not getting Instant hotspot won’t be a huge loss for Samsung users.

Still, it’s a bit odd that the feature isn’t coming to Samsung devices since it’s part of Google Play Services, which is available on all Android devices certified by Google.

Distributed also on: Android Authority

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Leadership doesn’t make “a difference.” It makes “the difference.” That is true in all area of an organization, and especially true in creating extraordinary customer service.

You might be able to manage good service but you must lead to achieve great service. How? Here are ten key actions leaders can take to create extraordinary service for their organizations:

1. Empower employees. Enable your team to make decisions that benefit the customer. Don’t make them get permission from someone higher up. That takes time and aggravates the customer. Be clear on what employees are empowered to do to make customers happy: how much they can spend (money and time) and what actions they can take based on the situation. Empowered employees feel more invested and are more likely to go the extra mile for customers.

2. Exemplify behavior. Show your commitment to service by modeling the behavior in how you treat employees, vendors and customers. Foster a customer-centric culture. Put the customer at the heart of all business operations. Can you honestly say you have a service mindset? Employees will believe more of what they so you do than what they hear you say.

3. Train better. Regular training and development programs can significantly enhance the skills and knowledge of your staff. I’m talking about something more than “smile and grin training” which is too basic to be very useful. Your customer service reps need to be students of human behavior, know what questions to ask, what to see and most importantly what actions to take. The most motivated are discouraged by a lack of skills to get the job done.

4. Maximize feedback. Systems that gather customer feedback can provide invaluable insights IF you act on the information. This ties in with your advocacy for listening to and learning from customers as a way to drive improvement. Gather feedback at every opportunity, but don’t make it oppressive for customers to provide.

5. Personalize interactions. The goal isn’t just to create a sale, but to create connections. Personalization will greatly enhance customer delight. Neither customers nor employees want to be treated as a number or revenue unit. Learn more about each customer and what is important to them.

6. Leverage technology. Having good technology doesn’t count if it isn’t used well, and some technology can encumber employees who would like to give better service. Utilize technology to improve customer service efficiency and effectiveness. This could include CRM systems, chatbots, or data analytics tools.

7. Reward extraordinary. It you don’t recognize and reward extraordinary service, people won’t think it is a priority. Acknowledging and rewarding employees who deliver outstanding customer service can motivate the entire team. This idea resonates with your philosophy of recognizing and celebrating achievements.

8. Communicate better. Communicating more isn’t necessarily communicating better. Sometimes it creates information overload.  Clear, consistent communication, both internally and with customers, is critical. This is a principle that you’ve likely emphasized in your presentations and writings.

9. Convert complaints. Solving a customer’s problems shows you are committed to them. That’s how you convert complaints into commitment. Promptly and Effectively**: Efficient complaint resolution shows customers that their concerns are taken seriously. This approach is in line with your teachings about turning challenges into opportunities for growth. Nothing like a call from a C level exec to prove to a customer he or she is valued.

10. Intensify improvement. Regularly review and improve customer service processes. Schedule regular meetings to brainstorm how to add value to the customer experience. Design for positive customer emotion.This commitment to continuous improvement is a theme that runs through much of your work.

By implementing these strategies, rooted in leadership principles, you can transform customer service into an extraordinary experience for your customers.

Mark Sanborn is motivational keynote speaker and Leadership Expert in Residence at High Point University, the Premier Life Skills University. His presentations help the best leaders get better and inspire listeners to choose to be extraordinary. For more information about his work, visit www.marksanborn.com. 

There is no growth without courage. 

In my career of 25+ years, I had several moments that required me to exhibit courage. I was a functional head in year 2008 when my growth had plateaued. I walked up to my boss and sought his able counsel. He was very clear, “If you want to grow further, you need to demonstrably contribute to topline growth or significantly increase your bottomline impact.” 

What felt a bit too direct at the time was actually a window of opportunity. I spent next 8 weeks thinking about ways to turn my function into a business unit. I went back to my boss with a detailed business plan to set up a Quality Consulting unit as an independent business unit. After much deliberation, the business unit was formed and I was given all the resources required to run it as an intrapreneur. I was subtly nudged towards acting courageously. When I demonstrated readiness to leap, I was provided with all the required support. That opportunity allowed me to travel across the globe, meet customers, understand their challenges, offer solutions, provide consulting support, sell services and contribute substantially to organization’s growth. It enabled my evolution and defined the trajectory of my career.

This experience shaped a lot of my thinking about how to be courageous and help my people be courageous. Subsequently, as a business leader, I helped many individuals in taking leap of faith in the direction of their dreams. People exhibit courage only when they are surrounded by a supportive environment that offers safety, inspiration and meaningful challenges.

Three Buckets of Courage

In December 2023 Edition of The Leadership Development Carnival hosted by the amazing Julie Winkle Giulioni, I came across a brilliant post titled The Three Buckets of Courage by Bill Treasurer. The post expands on the topic of courage and introduces three buckets of courage. Courage manifests itself in action, belief and words – or as Bill describes – Try Courage, Trust Courage and Tell Courage.

TRY Courage is the courage of first attempts or as Seth Godin asks “When was the last time you did something for the first time?”. Trying new things in small bets is often a great way to see if it works.
TRUST Courage is about letting go of formulas that worked in the past, our preconceptions about how things should be and our need to control. Trusting requires some degree of surrender and belief. In leadership context, ability to win trust of people when taking bold decisions as well as providing an environment of trust where people can take bold decisions in their domain of work is a critical precondition to lead others.
TELL Courage is courage to express yourself authentically and fully. This has everything to do with creating Psychological Safety for people to express their true opinions without fear. According to Bill, this bucket needs the most filling in teams and organizations. 

I found out that Bill’s blog post is based on a fantastic book that he has written titled “Courage Goes to Work: How to Build Backbones, Boost Performance, and Get Results” which I recommend you to check out. In the book, Bill offers strategies to build a culture of Courage in teams and organizations. 

Bill’s work is fascinating and I took some visual notes while going through it all. I hope you find it useful in your context. 

Updated: Visual Leadership Pack HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 70+ powerful (and timeless) ideas to elevate your leadership and learning game.

We are thrilled to announce that Forbes has once again named Pearson Partners International one of America’s Best Executive Search Firms. This marks the fourth year of this distinction for our commitment to excellence in executive search and leadership consulting.

As the recruitment landscape stabilizes from the tumultuous period known as the “Great Resignation,” more executives are expressing satisfaction with their current employment. A recent survey by ZipRecruiter reveals that over 86% of new hires are content in their roles, a stark contrast to the job-hopping trends observed in previous years. This increased job satisfaction poses renewed challenges for recruiting, as fewer leaders are open to new opportunities. Combined with the looming Baby Boomer retirement wave, an ever-greater need for effective succession planning, the integration of AI into human resources functions, and a continuing focus on diversity, equity, and inclusion, our role as leadership consultants has never been more vital. We are dedicated to helping our clients navigate these complexities to ensure successful executive recruitment, effective retention and robust succession planning.

Recognizing this shift in the recruitment landscape, Forbes has partnered again with market research firm Statista to rank America’s Best Executive Search Firms, highlighting leaders in executive search like Pearson Partners International. We have earned this prestigious accolade four times in the eight years Forbes has chosen the honorees, including 2017 (the list’s inaugural year), 2018, 2023 and 2024.

“It is a privilege to be recognized as one of America’s Best Executive Search Firms by Forbes for the fourth time. This honor reaffirms our unwavering commitment to excellence and the trust our clients place in us.”

– Keith Pearson, Chairman & CEO, Pearson Partners International

Keith Pearson, Chairman & CEO of Pearson Partners International, said, “We extend our heartfelt congratulations to our executive search peers joining us in earning this distinguished honor, particularly our colleagues at our fellow IIC Partners firms, Dinte Executive Search in Washington D.C. and Furst Group in Chicago. As we navigate a generational shift in leadership and prepare for a wave of executive retirement, Pearson Partners remains dedicated to connecting leading companies with talented professionals, ensuring seamless transitions and sustained organizational success.”

“Collaborating with our fellow IIC Partners firm leaders also earning this distinction is an honor that enhances our collective success.”

– Renee Arrington, President & COO, Pearson Partners International

Renee Arrington, Pearson Partners International President & COO, added, “We are thrilled to share this accolade with such distinguished executive search firms, who represent our shared commitment to quality and integrity. Collaborating with our fellow IIC Partners firm leaders Samuel Dinte, Bob Clarke, Sherrie Barch, and our team at Pearson Partners International is an honor that enhances our collective success.”

Partnering with Forbes, Statista surveyed more than 9,300 recruiters, HR leaders, hiring managers and candidates to solicit their recommendations and assessments of executive search firms with whom they had recently worked. The firms earning the highest rankings made it onto the list of the top 150 companies specializing in filling positions with base salaries over $100,000. As with all Forbes lists, there is no fee to participate or be selected. Learn more about the methodology.

View the 2024 Forbes list of America’s Best Executive Search Firms.

If you don’t frame your metrics right, they can distort behaviors. 

A bank executive once insisted that I do him a favor by getting a free credit card (even when I did not require it). He was one customer short of being eligible for a quarterly bonus. He suggested that get the card now, and as soon as I get it, I can block or cancel it. He was clearly focused on meeting his numbers at the cost of a customer.

Goodhart’s Law tells us that ‘when a measure becomes a target, it ceases to be a good measure.’

We can see variations of this in all contexts – from people losing weight through crash diets only to become nutritionally deficient to politicians undertaking popular measures to win votes rather than solving real problems.

Narrowly defined targets can become proxy of the goal while ignoring several other factors that contribute to accomplishing the real and meaningful outcome.

In an organizational context, how do we manage this? A few things come to mind:

︎ Use holistic/systematic measures: Find and link measures that capture various interconnected aspects of the desired outcome.

︎ Use a combination of qualitative and quantitative measures to gain more comprehensive understanding.

︎ Reframe metrics as a tool to learn and adapt: Build team rituals to have a dialogue on leading indicators to learn, adapt and course correct.

︎ Assess impact of narrow measure on qualitative aspects – unintended consequences in things like delivering value, cross-functional collaboration, cultural precedence etc.

Over to you: How would you manage metrics so that they enable right behaviors?

Here’s a sketchnote summary on Goodhart’s Law.

Updated: Visual Leadership Pack HD Sketchnotes

If you liked the sketchnote summary above, check out the Visual Leadership Pack of HD Sketchnotes – a compilation of high-resolution sketchnotes with 68+ powerful (and timeless) ideas to elevate your leadership and learning game.

In recent discussions about workplace culture, the term “quiet quitting” has emerged, describing employees doing the bare minimum to get by without formally resigning. While this might seem like a reasonable response to burnout or dissatisfaction, an alternative approach is far more effective: “quiet persistence.” This concept involves staying committed to your job and goals, providing a more constructive path than quietly quitting.

Part II in our series about The Perils of Quiet Quitting: A Guide for Leaders

The Art of Quiet Persistence

Quiet persistence is about maintaining focus on your work and goals, even when faced with challenges or setbacks. It involves being steady and consistent in your efforts rather than making impulsive decisions based on emotions or temporary frustrations. This approach requires patience, resilience and a strong sense of purpose, which sharply contrasts with the disengagement of quiet quitting.

Building Trust and Credibility

One of the primary benefits of quiet persistence is that it helps you build trust and credibility with your colleagues and superiors. Consistently delivering results and demonstrating dedication to your work makes you reliable and dependable. Over time, this perception can lead to increased opportunities, responsibilities and respect within your organization—outcomes that are much less likely to result from the invisibility that can result from quiet quitting.

Overcoming Challenges

Every job comes with its share of challenges and obstacles. Quiet quitting in the face of difficulty may provide temporary relief, but it doesn’t address the underlying issues. In contrast, quiet persistence encourages tackling challenges head-on, finding creative solutions and learning from experiences. This persistence can lead to personal and professional growth that quiet quitting would hinder.

Contributing to a Positive Work Culture

Quietly persisting in your job can also contribute to a positive work culture. When team members see others staying committed and focused, it can inspire them to do the same. This reinforcement creates a supportive environment where everyone is motivated to do their best work and contribute to the team’s success, unlike the demotivating effects of widespread quiet quitting.

Understanding the Reasons for Quiet Quitting

The reasons behind quiet quitting are varied but often include:

Lack of Recognition: When efforts go unnoticed, disillusionment can follow.Insufficient Compensation: Feeling undervalued financially can trigger disengagement.
Burnout: High stress without adequate support leads to withdrawal as a coping mechanism.
Mismatched Job Expectations: A disparity between a role’s responsibilities and an employee’s expectations can lead to dissatisfaction.

Recognizing and addressing these root causes is crucial to mitigate the negative consequences of quiet quitting.

Knowing When to Pivot: When Quiet Persistence Is Not Working

While quiet persistence is valuable, knowing when to pivot or make a change is essential. There may be situations where leaving is the right decision, such as when you are in a toxic work environment, or your values are fundamentally at odds with the organization. However, even in these cases, how you exit can reflect your commitment to professionalism and integrity.

For Individuals: Cultivating Quiet Persistence

Cultivating quiet persistence requires self-awareness, discipline and a focus on long-term goals. Here are some tips for developing this valuable trait:

Set Clear Goals: Define what success looks like for you and create a plan to achieve it.
Stay Positive: Maintain a positive attitude even in challenging times, focusing on solutions rather than problems.
Seek Feedback: Regularly seek feedback from colleagues and supervisors to identify areas for improvement and growth.
Practice Patience: Understand that progress takes time, and be patient with yourself and others.
Stay Flexible: Be open to adapting your approach as needed while staying true to your core values and goals.

For Leaders: Steps to Encourage Quiet Persistence

For leaders, addressing the root causes of quiet quitting can encourage quiet persistence and cultivate a more vibrant and committed workforce. Consider the following tips:

Enhance Engagement Practices: Regular feedback and recognition can boost morale and motivation.
Promote a Balanced Workload: Ensuring employees are neither underutilized nor overwhelmed is vital to engagement.
Foster an Open Culture: Encouraging open dialogue about job satisfaction and career goals can help align individual aspirations with organizational goals.
Invest in Employee Development: Offering development opportunities encourages employees to invest their time and talents fully into their roles.

While quiet quitting might seem like a tempting solution to workplace dissatisfaction, it does not address the underlying issues. Quiet persistence offers a more constructive path and can contribute far more to your career satisfaction. By staying committed to your job and goals, you can build trust, overcome challenges, contribute to a positive work culture and ultimately achieve long-term success. Cultivating persistence requires effort and discipline, but the rewards are worth it.