Seth Godin is one of my favorite “short form” bloggers.
Generally, his posts offer pithy insight and advice in short, easily digested posts. Here’s a nugget from a recent such post:
The best way to change long-term behavior is with short-term feedback. The opposite is not true. We rarely change short-term behavior with long-term feedback… If you want to reward (or punish) short-term behavior, don’t do it down the road.” Read more…
Question: What do you get when you combine “ban the box” compliance with utterly idiotic hiring practices? (I know I’m supposed to be diplomatic but no can do in this instance.)
Answer: Ask the city of Austin, Texas, who hired a six-time convict to work in their public library — and who just plead guilty to attempted indecency with a child.
Before we dig into the details, let me show you the resume (see: rap sheet) of said employee, Joe Heath, brought with him to the Austin Public library where he would come in regular contact with the public, including children. Read more…
The smartest recruiters build relationships with intelligent, potential candidates even before there is a role that needs filling.
As competitive as the recruitment market can be, there are places where you can find potential candidates for free, you just need to be proactive about investing the time it may take to do so.
You don’t need to target paid job sites to find smart people who are looking for employment, there are plenty of other places you can locate them. Read more…
By Howard Mavity
I love reading The Economist and they justified my appreciation with an Aug. 9 obituary on Warren Bennis, who they rightly described as “the world’s most important thinker on the subject that business leaders care about more than any other: themselves.”
I cannot do a better job than this article in describing this thoughtful and ethical man’s contributions to business theory, to leadership, and to the question of “what things matter the most?”
Is there any quality more wanting in business and government today than effective leadership? Whether I write about safety, legal compliance, avoiding discrimination claims or developing a successful workplace culture, I come back to the need for real leadership. Read more…
As I have written before, in my mind, exit interviews are analogous to closing the barn doors after the horses are out.
If you want to keep your best people on-board and happy, how about getting together with them every four to six months for a Retention or “Stay” Interview? (Maybe it would more aptly be named a “Relationship Review?”)
My apologies for not giving you a better idea of what these “interviews” might look like at that time. Read more…
“I heard you had a tough time getting back to the airport after the HR Leaders Conference in Lagos.”
That was followed by at least a half-hour of further discussion concerning our recent travels. There was no rush to get to the “meat” of the meeting or what it was about.
The next time we got together, the discussion centered around housing and where to live in Dubai, which was followed by a conversation about tuition payments and our past experience working together on an HR panel.
It took a half-hour to actually get to get to the crux of this meeting. Read more…
Are you feeling uninspired and stuck at work? Perhaps it’s the people around you.
It’s nice to have colleagues who support us and are of like mind – they boost our confidence and allow us to relax. We develop a network of people with whom we like to work because we know their styles and they know ours.
It’s comfortable and expedient and it works. Read more…
Editor’s Note: Readers sometimes ask about past TLNT articles. That’s why we republish a Classic TLNT post every Friday.
By Timothy R. Clark
How do you learn engagement from someone who’s disengaged?
You don’t. That’s like trying to learn French from a Spanish teacher. People simply can’t teach you what they don’t know.
So we decided that the key to understanding high engagement was to study the highly engaged. We studied 150 highly engaged employees in 13 different industries and 50 different organizations, from aerospace and health care to technology and media. Read more…
The reason why so many organizations have so much trouble doing what they intend to do, on time, is because when they fail to meet a deadline, nothing happens.
The dates come and go and no one talks about it.
And then there is no new focused deadline established because no one is talking about it at all. Read more…
I’d just interviewed for a new HR job, and a friend asked how it went.
“It was good,” I told her. “I really liked the hiring manager. He seems like a reasonable guy.”
You see, I rank “reasonableness” as a top leadership trait. An unreasonable boss makes work extremely challenging and in all the ways I don’t care to be challenged. Read more…