It has been said that the only constant in our world is “change”. In the workplace there is at least one other constant: performance problems. What separates the best employers from others is how they diagnose and solve performance issues.
It's exciting and invigorating to be an entrepreneur in control of one's own destiny. However, we all know it's lonely at the top. After all, there are so few people, including family, who really understand the broader aspects of running a business and who can provide helpful, confidential and insightful advice.
Creating an Execution Culture is all about getting things done through people. In order to do that, you need to get your senior team on the same page in their thinking about management vs. leadership and how it relates to empowering people to get things done.
There has certainly been a flurry of activity in the job market these past few months. We've heard announcements of new job-growth opportunities juxtaposed with announcements of significant budget cuts and employee layoffs.
Have you ever been discouraged and dismayed when you found that recent hires were not who you thought they were? Where did you go wrong? Was the problem a set of poor interview questions? Did you misinterpret the candidate’s responses? Or, were your interviewers not effectively trained?
The answer to these questions is probably no.
While the history of several professions such as the legal and medical fields is well known and documented, the history of the administrative assistants and/or secretarial profession is much more obscure.
Recruiting highly talented employees has become more than an art, it has now become a science. And taking a scientific approach means utilizing a number of strong measureable recruitment and selection strategies in order to attract candidates to your organization. Years ago, behavioural descriptive interviewing was introduced and has proven to be remarkably successful in helping organizations select the best candidate with the right fit. The science has grown exponentially since then and there are now several more-effective recruitment and selection strategies that are far more advanced than simply asking the right questions.
As the month of April rolls around, the buds of the leaves are starting to show and so we can say for certain that spring has finally arrived. Yet, along with spring comes university wrap-up, graduation and a whole flock of students seeking both first-career roles as well as summer jobs. And of course, not far behind are those high school seniors who will flood into the June market looking for their share of the summer jobs.
When asked to create a list of innovative people, who comes to mind? Maybe Einstein, Gates, Jobs, Zuckerberg, Spielberg or Hanks. Innovators are people with the creative ability to come up with and act on something new. When it comes to those in charge of businesses and organizations, there are five different types of innovative personalities that tend to end up at the top.
Frontline supervisors face many challenges and difficulties everyday in the workplace. Supervisors must routinely assign work and direct the activities of the workforce. One of the more problematic issues a supervisor may encounter in these activities is the difficult issue of insubordination.
