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I totally agree that managers fire too slowly. The ones I have worked with always regret not taking action sooner. On the flip side, hiring too fast is actually a delicate balance. With the shortage of great talent, many managers lose good candidates because their hiring process is too cumbersome and long winded. The key is to create an efficient hiring process that attracts good talent and then train managers on the skill of behavioral interviewing combined with a good assessment tool. I often recommend that once the training takes place that interviews are done by the team who will be working with the candidate.
1 month, 4 weeks ago on Conversation @ http://www.entrepreneur.com/article/239509
@John F Dini Vistage members will get frustrated with those who are unwilling to change!
2 months, 2 weeks ago on Conversation @ http://www.entrepreneur.com/article/235203
Lucinda, your point that managers don't believe it is their job is true. But the blame should be on executive leadership. If managers aren't measured on how well they develop those around them, where is the incentive. As is said often, that what is measured, gets done.
3 months, 2 weeks ago on Conversation @ http://www.entrepreneur.com/article/237585
As a baby-boomer who grew up writing thank you notes, even I find it difficult to write a hand written thank you note even though I know I should. It demonstrates care and provides a more personal touch. I have a few I am going to make time for this afternoon! Thanks for the great reminder!
8 months ago on Conversation @ http://www.entrepreneur.com/article/234072
Heather, great post! I totally agree and unfortunately there are too many people in management that don't take these steps. One of the things I encourage executive I work with to do is to create a rhythm of talent. Daily there should be coaching in the moment, weekly there should be team development and monthly one-ones to develop the individual. I lay out the process in my book Are You Talent Obsessed which is available on Amazon.
9 months ago on Conversation @ http://www.entrepreneur.com/article/233469
So I am no big Obama fan but the fact is that I see many kids going off to college who would probably be better served in a technical college. If you take a look at the statistics of those employed and really drill down you will find that many recent grads of a 4 year college are unemployed or underemployed because they chose a degree that wasn't marketable.
Where are the employment gaps right now; healthcare, technology, and engineering. All of these stats are available to college students yet there is no incentive for a college to guide students into majors that are more marketable. The university system is broken thanks to tenured professors in liberal arts majors who rely on uninformed kids. If we were to change the student loan system that would provide more $ to those going studying in areas that have gaps, there would be more kids considering majors with an employment future.
10 months ago on Conversation @ http://www.entrepreneur.com/article/231625
I agree with Dennis. The generations are made up of millions of people and we are all individuals. If you start with believing all the myths and generalities about a specific generation you are starting with bias and not an open mind. In my presentation on the Multi-generational Workforce, I am careful to point out the importance of the individual as part of a generation.
10 months ago on Conversation @ http://www.entrepreneur.com/article/231605
I agree with all your points yet the biggest one you missed-developing talent. This requires companies to become obsessed about their talent and only great leaders really live and breathe the importance of developing those around them. The removal of barriers to development include the "rules" that get in the way of spending quality time coaching your employees.
One of the biggest roadblocks for managers/leaders in developing others is TIME. In the book "Are You Talent Obsessed?" http://www.amazon.com/Are-You-Talent-Obsessed-high-performers-ebook/dp/B00I3PF6OY/ref=sr_1_1?s=digital-text&ie=UTF8&qid=1396283696&sr=1-1&keywords=are+you+talent+obsessed
there is an outline on how to integrate learning into your daily and weekly routines.
10 months ago on Conversation @ http://www.entrepreneur.com/article/231834
The one additional competency I would add is developing future leaders. The one thing many businesses have is no bench strength. Make sure you are spending time coaching others so they are ready to take on future roles with increased responsibility.
1 year, 2 months ago on Conversation @ http://www.entrepreneur.com/article/229646
The critical point that is missed in this article is that the interview questions need to be behavioral based. This is the biggest mistake employers make. The questions need to uncover how they will behave in certain specific situations. You can teach skills but behaviors are much more difficult to adjust.
1 year, 5 months ago on Why You Can’t Afford to Hire the Wrong Employee