Imagine someone approaches you at a party and asks what you do for a living. You proudly answer that you are a “(level of seniority) Manager at (name of industry/ company)”. But then you’re asked: “Yeah, but what do you DO there?” How would you describe your job in one sentence to someone who has never managed people or projects? Continue reading
As I’ve written so much about building a Perfect Team, it seems logical to discuss what would sustain this team long enough to produce meaningful results. Naturally, it all revolves around the concept of Employee’s Loyalty.
I haven’t seen any direct mentioning of loyalty in employee’s contracts and, not living in Japan, Continue reading
When my generation was still crunching through their academic degrees in the 90-s, knowledge had some added value. Despite the fact that Internet and search engines had already existed back then, Continue reading
Anyone who conducted interviews for potential employees knows that after a while you develop your own priorities of what to ask, what to pay attention to and what to look for in the candidate. If I had to pick that ONE thing in the candidate that will put him at the top of the list, outshining everyone else, I would say I’ll choose a person Continue reading
The following situation is not uncommon in most organizations: two people can work on the same line, produce the same product, they went through the same training, and yet, their performance varies significantly. The obvious explanation for this difference in performance is that one person is more talented than the other. The problem with this explanation is Continue reading
Most companies have a clear vision of job-specific skills they need an employee to have in order to perform as expected, and usually put the new employees through dedicated trainings in order for them to acquire those skills: business conduct training, safety instructions, job orientations, job specific skills workshops and so on. But what happens after that? Continue reading
Isn’t it a dream of any company to get on board only those employees who will contribute straight from the first day without the need to invest time and money into teaching them on the job or any kind of dedicated training (that will be a sunk cost in any case, whether the person will stick with the company or not)?
I think this subject deserves its own series of posts, which I’ll tag “Competence training“.
Previously, we’ve talked about providing your team with nourishing energy. However, when not applied properly, energy can bring more harm than good, so it is imperative to understand the principles of its application.
Let’s say you already have a perfect team, the work is progressing to your complete satisfaction and any contingency you encountered was successfully overcome. Does this mean you can relax and leave your team members to their own devices?
No, if you want things to remain as shiny as they are now. Continue reading
Every manager knows that process of resourcing is a never-ending story. Constantly “fighting” for headcount, acquiring approvals, justifying the needs, not to mention recruiting, selection and interviewing are extremely time and effort consuming endeavors. But what if after all this the new team member is unable to find his or her place in the team, cannot “blend in” and deliver what’s expected? Did we somehow mess up the recruiting process? Or maybe it’s something else?Think about your team as a human body, and it all becomes clear. Continue reading
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