Recognize your true strengths, and be that great leader.
A smart company can engage their staff and build a highly functional team by allowing its employees to grow professionally while also encouraging them to focus on using their individual strengths.
Share ideas from all levels of the team, listen openly and learn. You would be surprised where inspiration can come from.
Do you know what it takes to be an exceptional leader?
Not everybody is a great leader. Identifying someone who can inspire and encourage a team is a key component to management excellence. Build strong teams with inspirational leadership, and watch your business grow.
Gather some leadership tips from the inspirational quotes in the infographic below.
source: Culture Digs
Great leaders know how to communicate with everyone – average leaders communicate with everyone the same way. What is your leadership style? What type of team do you want to lead to success?
Leadership is key. When a true leader motivates employees, your team has the opportunity to be inspired to do better, to be better. When teams respect their leader and have a sense of job security, the team will deliver key objectives. True teamwork comes into play, and we work as a team to help our leader’s vision come to life. A leader sets the tone for an organization and builds a solid team that succeeds together.
Posted in Leadership and Team Building
Tagged business, corporate culture, engagement, Executive Coaching, high performance, Human Resources, infographic, leadership style, Management Excellence, motivation, Team building, team development
At a quick glance at a resume, hiring managers can easily be too quick to judge to determine if the candidate deserves an interview.
In this TED Talk video below, HR Manager Regina Hartley shares with us why highly motivated ‘scrappers’ are the kind of candidates hiring managers should be looking out for. Scrappers have experienced hardships and overcome adversity which has shaped them to be highly motivated, productive and successful.
Posted in Management Excellence
Tagged adversity, corporate culture, empowering, Human Resources, inspiration, Job interview, job search, Management, Management Excellence, Regina Hartley, Résumé, team development, TED Talk, video
Do you want your business to be average or great?
Of course you strive for your company’s success. You want your business to be great. Your company won’t succeed if it is just average. What happens if you hire average employees? You get average results, an uninspiring culture, and an average company.
Be your best and hire the best.
Hiring great employees will fuel your corporate culture with positive results, and ultimately affect the bottom line. Think about this for your next hire. Invest in the greatest people for your company.
Posted in Leadership and Team Building
Tagged business, career, corporate culture, employee retention, Employment, empowering, engagement, fun, high performance, Human Resources, infographic, Management Excellence, retention, success, Team building, team development
You’ve hired your new employee. Today is their first day at work. Now what?
Are you prepared to welcome your new hire and give them a great first impression on their first day at your company?
What does your company’s onboarding procedure look like? Take the time to make the necessary steps to have a comprehensive onboarding plan for your new hire. Try to put yourself in your new staff member’s position and ask “how would I want my first day at work to go?” Make sure that your existing team is part of the onboarding process and that they help with setting the tone, and showcase the company’s corporate culture.
Making your new employees feel welcome is the key. The hiring process is expensive, don’t waste that investment.
Behavioural style questions help interviewers find corporate culture fit, by looking at past behaviour which has been known to predict future performance.
The result that an interviewer intends to receive is a set of answers from the job seeker that will clearly indicate the situation, action taken and result.
Continued from last week’s post, below are more teamwork related behavioural questions that could be asked in a job interview:
- Tell me about some of the toughest groups with which you’ve had to work. What made the group tough? What did you do?
- Tell me about a new procedure you wanted your team to use. What did you do?
- Have you ever helped a cowoker improve his, her performance at work? Tell me about one of these times.
- Tell me about a time when you needed someone’s cooperation to complete a task an the person was uncooperative. What did you do? Why?
- Have you ever been in a group with an unproductive person? How did you handle the situation?
- Have you ever helped a peer learn something new? How did you teach this person?
- Have you ever had to work with a new employee? Describe your working relationship. What did you do the make it this way? Give an example of your interactions with this person.
In many business cultures, it is teamwork that makes all the difference. Behind every successful person stands a unified team. Teamwork and cooperation is what drives a business forward.
Behavioural style questions help interviewers find that corporate culture fit, by looking at past behaviour which has been known to predict future performance.
Here is a sampling of teamwork related behavioural questions that could be asked in a job interview:
- Describe a situation in which you helped a peer or coworker.
- Tell me about some team members who take up your time discussing problems. How do you handle these situations? Give a specific example.
- Describe some situations in which you wished you’d acted differently with someone in your work group. What happened?
- Give me an example of a time when you worked with team members in deciding each person’s task.
- Have you ever had difficulty getting along with coworkers? How did you handle the situation?
- When dealing with team members (or a group), how do you determine when you are pushing an issue or decision too hard? Tell me about a time when you pushed too hard.
- What was the last idea you shared with a team member? Why did you share it with that person?
Are you really being as productive as you possibly can?