Thoughts on people, teams, organizations, communities, effectiveness and success
Know the scene?
Students at Hogwarts categorized and selected into the proper best fit house; Gryffindor, Hufflepuff, Ravenclaw or Slytherin.
Each sort carries a certain set of assumed characteristics and attributes. Each placements mark a lifetime of assumptions about character and future.
If humans weren’t malleable it might be a good practice. It’s just not the case.
While some aspects of temperament endure – e.g.… Read the rest
It’s easy to do in our digital world; send the email or text, respond via text or email back and forth and before you know it the thread has 7 or 8 back and forths.
Do something different; pick up the phone and call.
Or do what I do – send a note to ask when the person’s available to take a call and call them then.… Read the rest
Glenn Murphy resigned his CEO role with Gap, Inc. effective February 1, 2015.
While I don’t know Murphy, I do know one thing about his 8-year stint at the Gap: Murphy left “fingerprints.”
Murphy was brought at a time when Gap was generally described as “adrift” and “without focus.” While financial results were mixed during his tenure – retail is a tough place for anyone to perform well – the stock price doubled during his time holding the stick.… Read the rest
There are “secrets” in the executive search trade that anyone who hopes to be headhunted (or hire a headhunter to fill an opening) should know.
A set of 10 tips are here; another 7 more are here.
Here’s an 18th tip: what you do in the search process can stick with you for a lifetime.
While the world is incredibly small – Wendy Yanowitch’s saying that “The world is made up of (just) six people and lots of mirrors” is pretty true- what you do in the search process or even what you do outside of the search process can find a home in any record a search firm keeps.… Read the rest
We’re all aware that we live in a land of chronic spin. Things aren’t just good, they’re “terrific.”
When it comes to hiring, it always pays to hire the person who will perform in the job, not the best boaster.
Here’s how:
Hiring candidates that perform, research at Google has reaffirmed, is best done through solid behaviorally-based interviewing.… Read the rest
It’s great to have choices but what if it’s a quandary?
One job offer is a role that fits you to a “T” with a boss with an awful reputation, the other is a poor-fit job with a well-regarded terrific boss.
While some thrill to have any job offer, figuring out which of these to take can be tough.
The right role fits you like a glove; it’s got stretch when you need it, and plays to your strengths, not your liabilities.… Read the rest