“In the land of the blind, the one-eyed man is King” — Erasmus of Rotterdam
I love quotes, but sometimes one comes across that you have not heard of and it is all too powerful. My interpretation is even someone without much talent or ability is considered special by those with no talent or ability at all.
I had a conversation a few weeks back from a young professional that I mentor. On her LinkedIn page, she listed herself as a “PR expert.” Two years into her career and she was already an expert. How did that happen? Read more…
With the holiday season really kicking off next week, so will the deluge of stories, articles and blog posts about the perils of the annual workplace holiday party.
I think these kind of events were always difficult to deal with, but they have become even more so in the Age of Social Media (where everything seems to eventually end up on Facebook), and during an era that is both over-the-top politically correct and incredibly litigious.
As attorney Patti Weisberg wrote here on TLNT last year: Read more…
Yesterday I read an article titled Why We No Longer Need HR Departments, and apparently I wasn’t the only one sucked in by the catchy title.
The article garnered more than 3,000 comments, and I surely didn’t read them all, but I read enough to be able to declare here that many readers, like myself, don’t think the author said much of anything.
Here’s the gist of what he said: HR is a stupid name. HR can’t effectively serve two masters. Basic HR functions can be outsourced.
Blah Blah Blah. Read more…
Humility may be a virtue, but it’s also a competitive advantage.
According to research from the University of Washington Foster School of Business, humble people are more likely to be high performers in individual and team settings and they also tend to make the most effective leaders. Yet the attribute of humility seems to be neglected in leadership development programs and it’s often misunderstood.
The research team defined humility as a three-part personality trait consisting of an accurate view of the self, teachability, and appreciation of others’ strengths.
“Humble leaders foster learning-oriented teams and engage employees. They also optimize job satisfaction and employee retention,” says study co-author Michael Johnson. Read more…
“When you follow your passion, success will follow you.”
When I heard that statement, I looked up at the TV. Not really being a TV person, I normally leave it on for background noise.
As I gazed at the TV, I could not let that slogan go. The name of the company did not register but the phrase that they are using as their tag line did.
There has been a lot of chatter about finding your passion in life. As I talk to young people, it seems that everyone is on the hunt for something — whether it is a job or a career. Yes, people are looking and searching for that hidden treasure called passion. Read more…
Everyone wants to be innovative. Companies think that because the word appears on their website in 42 point font that makes it so.
But what is innovation other than a de rigueur core value? Innovation is doing something new — forging a new path.
The problem is, only people who fail need a new path. They move forward in directions no one else has anticipated. People who succeed stay in the same place.
It would stand to reason, then, that only companies who allow for mistakes are innovators. Read more…
Two major incidents in the last week made me think about the signs of a culture of fear since fear is the ultimate culture killer!
Ex-Rutgers basketball coach Mike Rice was interviewed by Good Morning America host Robin Roberts about the abusive behavior that led to his firing nearly seven months ago. He proclaimed “I’ve changed” as he showed remorse for his actions that included pushing players, throwing basketballs at their heads, screaming obscenities, and using anti-gay slurs.
Rutgers of course isn’t the only organization that’s been horrified by something in their culture. Read more…
If you’re managing a team you might wonder what comes first: engaged and personally invested employees or productive, great work?
Or to put it another way, is an employee doing great work because they’re engaged, or will they become more engaged after doing great work?
Let’s start at the beginning: Most employees will start any position engaged and ready to work. As time goes on, either the employee will stay engaged, re-engage at a deeper level, or they will pull away to do minimal (or less than) work.
What happens at the moment of re-engagement? What’s the difference between an employee who produces great work and one who doesn’t? As a long time manager, I think the difference is how a manager recognizes their employee and motivates their everyday work. Read more…
“Finally – some strong evidence that giving HR pros the proverbial ‘seat at the table’ actually can raise company profits.”
Really? Simply putting one individual at the executive table will have that kind of an impact? Wow – some of us must have super-powers.
So what do I, as an HR leader, do with this ground-breaking research? Place it on the CEO’s desk and say “Here … proof I can do something great and should be at the table”? And he’ll believe me because the research is there?
The research, by a leading Human Capital Management technology company (Success Factors), asserts that the seat at the table is possible because of “leveraging the insights that only come from advanced, connected HCM solutions that manage the entire employee lifecycle.” Read more…