management
Don’t let management pass you over again
Stephanie Klein, president and CEO of the Experience Factor, is a regular columnist for the Denver Business Journal. Her most recent column, reposted here, focuses on the mindset you need to get a promotion.
An experienced, midlevel professional with several years at her company wants to find a new job. That’s because she’s frustrated and exasperated because once again, she had been passed over for an internal promotion.
When her department needed a new director, she was certain that her skills and job performance were strong enough to ensure she would be selected. But senior executives hired from the outside instead. Sound familiar? Here’s advice for those who have felt the same disappointment.
Three steps to becoming a better boss
It’s no surprise that being a boss is hard work. There are forms to fill out, supplies to order, and most importantly, employees to manage. But while some people naturally excel at leadership, for others it’s a constant work-in-progress. To speed the process along, Inc.com contributor Geoffrey James studied the behaviors of successful leaders and noticed a few recurring traits. These traits are spelled out in James’ post titled “8 core beliefs of extraordinary bosses,” but we feel they can be condensed even further into three essential steps.
3 Keys to Creating a Successful Team
When looking to fill a job opening, recruiters are tasked with the challenge of finding unique candidates who possess the perfect combination of technical and sociological skills to succeed on their own. But an even greater challenge is the one faced by managers who are responsible for organizing these autonomous individuals into a collaborative team. Vineet Nayer, vice chairman and CEO of HCL Technologies, addresses three things that work, and one that doesn’t in a recent Harvard Business Review blog, “The Key Ingredients of a Successful Team.”
Contrary to popular belief, it is not the promise of financial reward that motivates employees to shuffle in the conference room each morning, but the thrill of a challenge. Not just any challenge though, but a big, almost unfeasible one like Google’s mission to “organize the world’s information and make it universally accessible and useful.” It is goals like these, not “reduce the budget by 10 percent,” that make searching for solutions exciting. It is also what helps unite socially and psychologically different people around a common purpose, which is crucial considering how diverse the modern workplace has become.
The cost of a bad hire, and how to avoid it
For the Denver Business Journal — By Stephanie Klein
Of all the benefits to having a solid, proven hiring process at your business, the greatest is this: hiring the wrong person, which is often the result of a misguided hiring process, can cost your business thousands of dollars and have ramifications that echo far beyond that single bad hire.
It’s a scenario many business owners can relate to: you have a short amount of time to hire someone for a critical role in your company, so you post a basic a job description on a few job boards, review a bunch of resumes and hold a handful of interviews, deciding quickly on who you feel could fit the position well.
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