From the article: There is no one-size-fits-all approach to understanding and acting upon employees’ motivations. Instead, it is critical to ask your people individually what drives them, inspires them, what makes them want to stay (or not) with the organization.
Here are practical ideas on how to retain #talent, especially during this #greatresignation
This of course, applies to all #teammanagers, going right up to the #topmanagement
What would you add to this?
Read the article here
Hiring is the one HR activity that is on every organizations' radar. However, few organizations invest in training their managers in conducting interviews. Fewer still have clearly defined and articulated their Employer Brand and Employee Value Proposition.
This workshop can help you focus only conducting Behavioural Event Interviews, or, we can co-create a recruitment strategy and solution over a period of 3-4 months in a specially customized intervention for you, followed by this workshop.
Fascinating read on the idea that the #candidates place in the #interview lineup affects their #selection.
During my corporate stint, one manager pointed out the difficulty in remembering who was interviewed and suggested that we ask for a photograph that is attached to the resume to help them remember the candidate better. It did help.
Also it is hard to say that whoever gets selected would turn out to be the best or worst, due to the absence of functional crystal balls.
Interesting read on how short-term #gratification can help in meeting goals.
We tend to be overconfident about how easy it is to be self-disciplined, but a big payoff far down the road — or even knowing that a change is simple or cheap — just isn’t enough to keep us motivated. Economists call this tendency to favor instantly gratifying temptations over larger long-term rewards “present bias.”
Read the rest of the article here
#goalsetting2022 #strengthsdecoder
#hiring people is always a challenge, especially niche talent in difficult markets.
Interesting read on how #leaders can become a #confidencebuilder for their #team members.
From the article: "Most managers dread giving feedback. Offering a blend of praise and criticism is supposed to help your team members do more of what they’re good at and improve in areas where they’ve missed the mark. But research shows it rarely works that way"
Read the article here
https://www.gallup.com/workplace/265886/why-leaders-become-ceo.aspx
Here's an excellent about what HR folks can do to become #CEOs.
From the article: "most companies haven't successfully redesigned their key players and organizational structure to support the pace that's needed today. So, the corporate world has turned into a landscape of too few people wearing too many hats without the necessary resources, leading to mediocre performance on everything, rather than superior performance on a few things."
#leadershipstrategy #leaders
#management #organizationaldevelopment #talentmanagement #strengthsdecoder
If you’re feeling powerless and just a little helpless right now, join the crowd! It’s a normal human response to a globally impacting, life-altering situation you have never before encountered. Especially one that involves so much loss of life and so many unknowns.
The good news, however, is that just because you’re feeling powerless, it doesn’t mean you are. You can shift from powerlessness to possibility. Here is the simplest way to make such a monumental shift.
The Grand Canyon leap starts the moment you realize that focusing on what’s happening will only get you more frustrated and more stuck. That’s because what you see creates your feelings, actions, and outcomes, including your way of being. As you can see from the figure shown here, blaming your negativity on what’s happening means giving away the biggest power you have available to you: to choose the vantage point from which you will respond.
Psychologists call this “framing.” It’s is a fancy way of saying that you can change the way you look at something. After all, whatever you look for you will find.
Paul Dunn puts it another way. He says:
“Only the view from where you sit will make you fear defeat –
Life is full of many aisles, why don’t you change your seat?”
His words are amusing, but you might appreciate a little help translating them to something a bit more concrete. To this end, here are three possible frames you might consider as you search for a new “seat” from which to take in this COVID-19 crisis:
When you shift your attention from what’s wrong to what’s possible you will turn powerlessness into possibility, and frustration into fulfillment. Even when the situation hasn’t changed, you will have.
This article has been written by DeAnna Murphy – the founder and CEO of People Acuity and principal author of Shift Up! Strengths Strategies for Optimal Living and Choose to See You – in collaboration with co-thought leaders, Lisa Gregory and Steve Jeffs. It includes information about Interdependent Leadership, which starts with helping leaders lead themselves more effectively. DeAnna is a Top 100 Global Coaching Leader who has provided keynotes and leadership development experiences in 32 countries. For more information about how you can lead yourself (and others) out of powerlessness and into proactive possibilities, click here.
For the more curious folk, DeAnna was the one who taught me about Strengths philosophy and CliftonStrengths
