Thoughts on people, teams, organizations, communities, effectiveness and success
Mike Latham, who I know through my work at Barclays Global Investors, is a good guy and a good
manager:
He gets things done, is transparent in his dealings, is funny, works hard, knows the business, and is respected and liked by the people with whom he works.
His job title – CEO of United States iShares – looks like a great example though of “paying” people with a title in order to retain them.… Read the rest
It’s tough to play well without knowing the rules. The employment game is no different: jobs may not always go to the best, but rather the best who know how to play the game. For those people who are in roles where positions are usually filled by companies using search firms, knowing how "executive search" works, particularly knowing what to do and what to avoid, can propel you throughout your career.… Read the rest
While interviews can seem hard on job candidates, they may actually be harder on hiring mangers. Apart from recruiters, most people – unless they’re an ineffective “interview and burn through people manager” – don’t interview enough to make interviewing second nature. As a result, instead of focusing on the candidate, hiring managers can get lost in thinking about their next question to ask, engage in a little white knuckle time while interviewing, and actually sweat and pray they’ll finally interview well.… Read the rest
This is the last in a series of three posts dealing with “brand.” A piece on employment brands in general and a post on personal brands preceded, and this item provides some examples and how to’s. As someone who’s been in the people (and teams) coaching business for over 25 years, and also been directly responsible for hiring thousands of people through roles running large staffing / recruiting operations, I have a pretty good idea why some firms recruit well (and others don’t), and how people can take their best foot forward as either a job candidate or consultant / vendor.… Read the rest
This is the second in a series of three posts dealing with “brand.” A piece on employment brands in general proceeded it and some company employment brand examples and how-to’s will follow. As someone who’s been in the people (and teams) coaching business for over 25 years, and also been directly responsible for hiring thousands of people through roles running large staffing / recruiting operations, I have a pretty good idea why some firms recruit well (and others don’t), and how people can take their best foot forward as either a job candidate or consultant / vendor.… Read the rest
This is the first in a series of three posts dealing with “brand.” A post on personal brands (YOU), and “how-to-do” examples will follow this first overview piece. As someone who’s been in the people (and teams) coaching business for over 25 years, and also been directly responsible for hiring thousands of people through roles running large staffing / recruiting operations, I have a pretty good idea why some firms recruit well (and others don’t), and how people can take their best foot forward as either a job candidate or consultant / vendor.… Read the rest