‘Money can’t buy happiness.’ It’s an over-used cliche that came to mind this weekend while I was reading this article in the New York Times about the increase in use of food stamps. It’s a heartbreaking read about people who have worked hard and contributed their whole lives, but who now find themselves struggling due to lost jobs or reduced overtime.
Wouldn’t it be great to have access to an off-the-shelf, easy-to-execute morale-boosting program, one that includes two “employee engagement killer apps”? Given how challenging—and important—it is these days to keep employee morale high, wouldn’t it be great to have this morale boosting program, and not pay a fortune for it? Well you can. It’s called: Show more appreciation and give more recognition
Many women experience the same fear of returning to work after they have a baby. Even the most driven women are surprised to find the drive t o succeed has vanished after the baby’s birth. The m aternal instinct to care for your baby kicked in a lot harder and faster than expected. What to do? Everyone is different
All leaders have a brand. Whether that term is used or not, leaders have an identifiable persona that is a reflection of what they do and how others perceive them
Don't worry, no naked pictures (this time). I did a blind poll late last week and according to the results Sirona is out of the trap first and streaking ahead with the most votes so far. But does he have the staying power. According to @saraheadworth he always talks a good talk but is always over well before Liverpool kick-off. Maybe he will the same winter of discontent as Rafa. Or will @billboorman get his fruit cake follower to add nasty comments to this blog to persuade you in his favour? He may be ahead right now but there are another 4 weeks of play to go. Don't let the blind poll lead you astray. Jedward may have gone (at long last) but Pandy are here to stay!! Click here to vote.
"I have a question," a woman we'll call Tricia said to me during the break at a leadership training class I was teaching, "and I'd rather not ask it in front of everyone." Everyone being her colleagues, the other heads of departments at a financial services company. We stepped outside the classroom. "It's my number two person, Joe," she told me. "He's a good performer but he's constantly taking credit for things, and goes overboard to try to get visibility. He thinks he's a team player but it doesn't feel that way to me or others in the group." Hmmm, I wondered, why is she hesitant to talk about this in front of the others
I see the good in people and give everyone the benefit of the doubt, unless it is obvious that they are being deceptive. Unfortunately (or fortunately, depending how you see it) I have become adept at noticing certain patterns of behavior that reveal when people are trying to shade the truth. This is not limited to candidates; partners in law firms do the same things. As a recruiter, part of the value I add is to do my best to find out the truth and cut through the bull - this way, candidates and law firms can make the best, most informed decisions and minimize the chances of making bad choices during the lateral hiring process. When I first started recruiting, I used to beat around the bush regarding difficult questions. I was reluctant to ask somebody if they were laid off, so I’d circle around the question such as, “How were your reviews?” As I became more experienced and comfortable recruiting, I started being much more blunt (in the most respectful way) and figured out numerous interesting patterns. Here’s one particular strategy you can use - it’s called narrow-pause (yes, I made that up). When you ask somebody a narrow question that requires a yes or no answer (for example, “Were you asked to leave your firm?”), if the person pauses right after you ask the question, this often indicates they are processing the question to determine whether the honest answer will help or hurt their goal. For example, if I ask a candidate, “Were you asked to leave your firm?” and they reply with, “Was I asked to leave?” or “What do you mean?” this is essentially a pause that buys them time to figure out how to answer the question. If they immediately answer a narrow question with a “yes” or “no”, this is most likely to be a truthful response. This can also be used by candidates with law firms: if you ask a partner a narrow question such as “Do you like practicing here?” and the partner responds with, ”Wow, that’s a great question”, the partner is grasping for a pause to enable a second to process how to best answer the question in the most politically correct fashion. If you think this type of stuff is interesting (especially litigators who do a lot of investigation-type of work), check out Janine Driver, an expert on deception techniques: http://www.lyintamer.com/ . Related posts: Interview tip of the day: Transform your interview into an enjoyable conversation vs. a dry Q&A session Don’t Torture Yourself Post-Interview Should you talk about other interviews in your interview?
Diversity and inclusion may be the most poorly understood issues in business today. While many of us have come to believe that investments in diversity and inclusion are primarily about compliance, political correctness, sensitivity or special treatment, the truth is something different.