Wednesday, 06 November 2013 16:24 Posted by Jessica Kegler
Today’s workforce is constantly evolving. From Baby Boomers to Generation Y, hard working members of society have adapted new work styles which include more technical skills, remote working and social responsibility.
Friday, 13 September 2013 15:02 Posted by Christopher Lihzis
Management is all about connecting with the people on your team. So how do you effectively manage a team? With common knowledge, of course. These are a few back-to-basics rules that will help you develop management skills that really matter.
Thursday, 22 August 2013 16:15 Posted by Christopher Lihzis
There’s no denying that employee engagement has become one of the HR buzz words of our time.
Wednesday, 31 July 2013 16:05 Posted by Christopher Lihzis
Not many teams are great at both results and relationships. Patrick Lencioni, in The Five Dysfunctions of a Team, lays out a simple but powerful framework for high-performance teaming that blends results and relationships. How does your team measure up?
Many new leaders are thrust into supervisory positions quickly, with no real management training to speak of. So as you would expect, they make lots of mistakes. Here are a few of the most common. Hopefully, just being aware of them will help you and your colleagues do things differently!
There are an estimated 80 million young Americans who belong to the so-called millennial generation, roughly ages 18 to 35. By next year, they are expected to comprise 36% of the U.S. workforce, and by 2020, millennials will be nearly half of all workers. While millennials are the most educated and culturally diverse of any generation before them, they’re also notorious job-hoppers who dislike bureaucracy and distrust traditional hierarchies—leaving many business leaders scratching their heads. What motivates this rising cohort? How do you keep them engaged, earn their trust and get the most out them? Leadership and millennial experts weighed in with a few surprising—and surprisingly easy—ways to inspire millennial workers.
Sunday, 03 March 2013 15:28 Posted by Christopher Lihzis
It’s not easy being a manager these days. You’re responsible for recruiting, hiring, training, coaching, modeling, engaging, monitoring, motivating, anticipating, prioritizing, planning, evaluating, clarifying, adapting, envisioning, directing, disciplining, reinforcing, reporting, recognizing, budgeting, and building alliances. And that’s all before lunch. And if you struggle with just one, your reports will say you’re over your head.
Friday, 01 February 2013 18:18 Posted by Christopher Lihzis
by Laura Stack If everything seems under control, you’re not going fast enough.” — Mario Andretti, American race car driver. “The world is changing very fast. Big will not beat small anymore. It will be the fast beating the slow.” — Rupert Murdoch, Australian-American media mogul. “I’ve always found that the speed of the boss is the speed of the team.” — Lee Iacocca, former CEO and Chairman of Chrysler Corporation. Though we like to think of ourselves as living in the Space Age or the Information Era, future historians may well label this the “Hurry Up Epoch.” For decades now, we’ve scrambled to keep pace with technological change, ramping up our productivity to startling levels, which helps us further advance our technology, leading to greater productivity … and so on, in a rising spiral. Nowadays you have to put the pedal to the metal, or the go-getters will leave…
Wednesday, 23 January 2013 14:11 Posted by Christopher Lihzis
By Dan Schawbel | Companies need to understand what motivates Generation Y workers if they want to retain them and grow them into new leadership roles. The problem is that companies are still treating them like older generations and are losing them to competitors. The average Gen Y employee leaves after two years of working. In the book, Happiness at Work: Maximizing Your Psychological Capital for Success, the authors unveiled new research by the iOpener Institute about this important demographic. They found that they are motivated to stay with their employer and are willing to actively recommend their company to friends based more on job fulfillment than pay. The survey of 18,000 Gen Y’s uncovered that a belief in the firm’s economic or social purpose, and pride in the organization and its work, had a strong correlation with staying at a company. The report also confirmed that there was no…