Thoughts on people, teams, organizations, communities, effectiveness and success
Quitting a promising job is tough, and it’s made even tougher in a choppy economy. The fact of the matter though is that sometimes the greater risk to you is to stay at a job rather than quit and hope you find something else.
Though the stink of Enron has mostly faded, former employees of one of the biggest corporate scandals still feel the effects from having that firm’s name on their resume.… 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
Life changes, and at times, it changes very quickly. For organizations it can be a game of relentless catch-up as they move to adjust to the benefits – and challenges of technological shifts.
With most people and companies finally getting a solid handle on simple older workplace technology from the 1990’s like e-mail (“Do we really want to put out an all-employees e-mail saying those things?”),… 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
When I ran Human Resources for the drug distribution side of McKesson , prying 15 minutes from a distribution operating shift for employee communication basics was like taking bear cubs away from their parents.
Why is this important to you? Because the lessons McKesson supervisors learned should inform the communication practices of anyone who manages people from senior execs to first line supervisors.… Read the rest
Headlines blare: “Why You Should Hire Me.” While times may be challenged, there is work (and jobs) to be had. I’ve been in the people (and teams) assessment business for over 25 years, both as a coach to managers and teams and as someone directly responsible for hiring thousands of people through roles running large staffing / recruiting operations. I’ve designed selection processes, designed and run interviewer training programs, and written and spoken on the subjects of recruiting and selection.… Read the rest