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Posted at 10:32 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, Toronto | Permalink | Comments (0)
Special to Globe and Mail; Published Friday, Jan. 06, 2012 7:00AM EST
The following book excerpt is from Hiring For Attitude by Mark Murphy.
If your organization is going to excel, it needs the right people. But virtually every one of the standard approaches to selecting those right people is dead wrong. And here’s why: whenever managers talk about hiring the right people, they usually mean “highly skilled people.” For lots of executives, the war for talent is a war for the most technically competent people. But that’s really the wrong war to be fighting.
Most new hires do not fail on the job due to a lack of skill. My company, Leadership IQ, tracked 20,000 new hires over a three-year period. Within their first 18 months, 46 per cent of them failed (got fired, received poor performance reviews, or were written up). And as bad as that sounds, it’s pretty consistent with other studies over the years and thus not too shocking.
What is shocking, though, is why those people failed. We categorized and distilled the top five reasons why new hires failed and found these results:
1. Coachability (26%): The ability to accept and implement feedback from bosses, colleagues, customers, and others.
2. Emotional Intelligence (23%): The ability to understand and manage one’s own emotions and accurately assess others’ emotions.
3. Motivation (17%): Sufficient drive to achieve one’s full potential and excel in the job.
4. Temperament (15%): Attitude and personality suited to the particular job and work environment.
5. Technical Competence (11%): Functional or technical skills required to do the job.
You’ll notice that a lack of skills or technical competence only accounted for 11 per cent of new-hire failures. When a new hire was wrong for a company it was due to attitude, not a lack of skills.
ATTITUDE IS A BIGGER ISSUE THAN SKILLS
Our study showed that somebody was a bad hire for attitudinal reasons 89 per cent of the time. In some cases, these new hires just weren’t coachable, or they didn’t have sufficient emotional intelligence or motivation, or they just didn’t sync with the organization. But whatever the particulars, having the wrong attitude is what defined the wrong person in the majority of cases.
If you want more proof, do this little exercise. Make a quick list of the characteristics that define the low performers who work for you. These are the people that you regret hiring, the ones who cost you time, energy, and emotional pain—the kind of people who make you happy to hit some morning rush hour traffic because it’s a welcome respite from them. Don’t think about it too hard; you’re going to be doing plenty of that in later chapters. Just jot down the first four, five, or six things that come into your mind when you think about what makes these folks low performers.
I happen to have just conducted this exercise with a client who was happy to have me share his results. Here’s the list of the low performer characteristics this CEO came up with:
Top Characteristics of Low Performers
Are negative
Blame others
Feel entitled
Don’t take initiative
Procrastinate
Resist change
Create drama for attention
I’ve done this exercise with countless clients, and while the low performer characteristics I hear tend to vary widely, one factor remains consistent: I rarely hear anything skill related. Overwhelmingly, the characteristics that define mishires (low performers) are attitudinal. In fact, whenever I’ve probed for more feedback, I’ve generally been told that a good number of those negative, entitled, blaming, change-resistant low performers have really good skills. That, of course, only makes the whole low performer situation even more painful. (Parenthetically, most companies are currently paying people they regret hiring because it’s usually harder to fire someone than it was to hire them, especially if they have decent skills but a lousy attitude. This is all the more reason to learn how to Hire for Attitude.)
The same exercise can be done with your high performers. And again, you’ll likely find that what makes these folks so great is all about their attitudes and not their skills. Don’t get me wrong. I’m not saying that skills don’t matter—they do. But I’m also saying that the biggest challenge in hiring is not determining skill but rather determining whether or not someone has the right attitude to be a good fit in your organization. Besides, figuring out if someone has the right skills, or enough raw IQ points, is actually pretty easy. Virtually every profession has some kind of a test to assess skill. If you want to be a board certified neurosurgeon, you have to pass a test. If you want to be a Cisco Certified Internetwork Expert (considered perhaps the toughest networking certification), you have to pass a written and a lab test. If you want to be a nurse, pharmacist, engineer, nuclear physicist, car mechanic, or whatever, there’s a test to assess if you have the skills and horsepower to do so.
And even though I personally lack the skills to pass the tests for any of those jobs, I could easily proctor the exam. And if I buy the scoring key, guess what? I could grade those tests as well. And so could you. If you’re looking for a Java programmer, give her a page of code with bugs and have her debug and rewrite the code. Google holds a Code Jam that they describe as “a programming competition in which professional and student programmers are asked to solve increasingly complex algorithmic challenges in a limited amount of time.” Some hospitals hold competency fairs to test clinical knowledge. (“You say you know about infection control, chest tubes, and insulin protocols, so show me.”) There’s really no excuse for hiring somebody who lacks the skills to do the job, which no doubt is a contributing factor to why only 11 per cent of new hires fail because of skill.
So when you see your colleagues get fixated on hiring people who can “do the job” and who have the “right skills” and enough “talent,” you’ll want to explain to them that attitude, not skill, is the top predictor of a new hire’s success or failure. Because even the best skills don’t really matter if an employee isn’t open to improving or consistently alienates co-workers, lacks drive, or simply lacks the right personality to succeed in that culture. Skills still count, but the data overwhelmingly tell us that attitude is the hiring issue that should demand the most focus.
Reprinted with permission from The McGraw-Hill Companies, Inc.
Posted at 01:34 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
WALLACE IMMEN
Last updated Friday, Jan. 06, 2012 9:18AM EST
Tell me about … your biggest weakness ... your favourite colour ... the superhero you most admire.
At least 70 per cent of employers still ask lame, predictable questions such as these in job interviews. That’s why they often miss clues that a candidate is destined to be a flop as an employee, leadership coach Mark Murphy found in a study his company did, which became the basis for his new book, Hiring for Attitude. Click here to read an excerpt posted in the globe and mail or my next post tomorrow
The study tracked 20,000 newly hired employees in the United States, Canada, Europe and Asia, and found that 46 per cent of them had either been dismissed or received poor performance reviews or written reprimands over the course of the past three years.
“Most new hires don’t fail for lack of skill. Rather, their underlying personalities and attitudes aren’t a good match for the job and the organization,” Mr. Murphy concluded.
Their employers didn’t probe enough into the attitude behind their skills and their well-rehearsed answers in the job interview, said Mr. Murphy, chief executive officer of Washington, D.C.-based Leadership IQ.
“I’m regularly told by employers that their low performers have really good job skills, but other factors such as being negative, feeling entitled, blaming or being change-resistant turned out to be the reason they didn’t work out,” he said in an interview.
The right attitude for a job is a blend of the candidate’s personality and how they will fit with the culture and values of the organization, he said. “You can have a great personal attitude that’s upbeat and positive, but if you are an individualist and like to work alone you may not fit in a collaborative work environment.”
Mr. Murphy found five main issues that led to failure:
Coachability: In 26 per cent of failures, the employees were unable to accept and use feedback from bosses, colleagues or customers.
Emotional intelligence: In 23 per cent, the issue was inability to manage their emotions and accurately assess others’ reactions or expectations.
Motivation: For 17 per cent, the issue was lack of sufficient drive to reach their potential and excel in the job.
Temperament: In 15 per cent of the cases, their personality didn’t suit their job or their team.
Technical competence: In only 11 per cent of cases, the person’s functional skills weren’t up to the job.
Given these findings, Mr. Murphy said employers have to know what attitudes they’re looking for in an employee and ask probing questions to make sure candidates are right for the organization,
A good example, he said, is the Toronto-based Four Seasons Hotels chain. “In their interviews, they treat candidates like they treat their guests, and they expect that candidates will reciprocate,” he said. For example, “even when candidates are waiting for the interview, do they greet each other? Are they polite and make eye contact? And their interview questions are designed to reveal underlying personality and attitudes.”
Interviewing for attitude will become increasingly important as organizations realize they can’t hire as many people as they did in the past and they want to ensure they get people with the right fit, Mr. Murphy said.
“When you only have 60 minutes or so in an interview, it makes no sense to ask questions that people can prepare for in advance and don’t tell much about underlying attitudes.”
He said his suggested “coachability questions” for getting at underlying attitudes may sound somewhat stern, but they are effective. For example, he recommends that the interviewer start by asking about the applicant’s previous boss: “Make them believe you’re going to talk to the former boss, even if that’s not the case.”
Rather than asking what the applicant sees as strengths and achievements, questions should ask what he thinks the former boss or co-workers would say were his strengths and weaknesses. Even if you’re not planning to contact the former employer, simply giving the impression there’s going to be a full review will get people to open up, he said.
Also, “Avoid questions that lead toward hypothetical situations. You want to know how people actually responded in historic moments rather than wax philosophical.”
Another signal about good attitude is how people phrase their answers, so listen carefully. “It’s not so much specific words, but the way people use them that are tip-offs to potentially weak performers.” He has found that high performers tend to answer questions in the past tense, saying: “I did this and I made that happen.” By contrast, people who are low performers tend to use the present or future tense: “When something like that happens, I do this.”
Hearing someone use abstract descriptions could be a signal that he or she might not have the necessary experience or attitude you’re looking for, Mr. Murphy said.
Another finding from his study is that low performers tend to use more adverbs in describing themselves. “High-performing candidates are more comfortable talking about their performance without dressing it up with superlatives. Rather than talking about how exceptional their work was, they let their record speak for them.”
TIPS FOR INTERVIEWERS
Common questions to avoid:
“Tell me about yourself.” This usually elicits a recitation about how the person always works hard and is good at collaborating. It tells you very little.
“What are your weaknesses?” How many ways are there to say you work too hard and tend to be a perfectionist?
“Tell me about …” Asking for a specific example of how the person resolved a conflict won’t tell you about issues he or she has trouble resolving.
“What would you do if …” Hypothetical questions bring idealized answers that rarely reflect reality.
“What kind of animal would you be?” Not surprisingly, most people say lion rather than parrot. Does this give you any real insight?
Coachability questions that reveal underlying attitude:
“What was your boss’s name? Please spell the full name for me.”
“Tell me about your former boss.”
“What is something you could have done differently to enhance your working relationship with your former boss?”
“When I talk to your former boss, what will they tell me your strengths are? What will they say you would need to improve?”
Posted at 10:54 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
This news is so old but just wanted to congratulate WestJet Airlines & CEO Gregg Staretsky on winning the New York slots! Also included is an interview with WestJet CEO Gregg Staretsky on WestJet's Global Strategy. WestJet's previous CEO Sean Durfy was also a very likeable person, who did much for the company :) Thought I'd end this post with a picture of them together. Great team.
[Thu Nov 24, 2011 6:29am EST]
(Reuters) - WestJet Airlines Ltd (WJA.TO) said on Wednesday it had won eight takeoff and landing slots at New York's LaGuardia Airport, a shot in arm for the carrier's plans to expand its service in the East.
WestJet, Canada's second biggest airline, is locked in a battle for passengers in Eastern Canada and into the United States with No. 1 carrier Air Canada (ACb.TO) and smaller privately-owned rival Porter Airlines.
Westjet is particularly keen to attract more business travelers, and a hub such as LaGuardia should broaden its appeal.
"Our growth plans, in which increased business travel in the East figures prominently, include New York City, Canada's largest international business market," WestJet Chief Executive Gregg Saretsky said in a statement.
Westjet won the slots in an auction held by the U.S. Federal Aviation Authority. Two slot packages were available at LaGuardia and one at Washington's Ronald Reagan National airport.
WestJet did not say what it paid for the slots, nor did it reveal from which cities it will fly from to LaGuardia.
WestJet's Global Strategy
with CEO Gregg Staretsky
Karl Moore: This is Karl Moore of the Desautels Faculty of Management at McGill University, Talking Management for The Globe and Mail. Today I am delighted to be in Calgary at WestJet’s gleaming new head office to talk to their new CEO, Gregg Saretsky.
Good afternoon, Gregg.
Gregg Saretsky: Hi, Karl.
KM: So Gregg, you have recently signed an agreement with KLM, certainly you’ve been, for a couple years now, with Cathay Pacific – where do you see the international partnerships of WestJet going forward? What does the future hold?
GS: It’s a really big part of our strategy; obviously we are continuing to grow. We have 39 new planes on order and the Canadian market isn’t growing as fast as the number of planes arriving in our fleet are, so we are connecting our network, which is strictly within North America, to international networks owned by these large global carriers. We have 15 code-shared and inter-line partners currently.
KM: So, is it that you are providing the North American network for them? Is that the part WestJet is going to play?
GS: Well, that is exactly right. What happens these days is that these carriers have limited access to Canada; they are flying only to the West Coast, for example from Asia Pacific, or only to Toronto. In many cases the Canadian bilaterals don’t commit more access than that, so they are blocked at the gateway, if you will, and our job is to distribute and give them access to the rest of Canada.
KM: How much of a problem is it that you don’t have business class? A lot of these mainline carriers would have that, is that a relatively small or an obstacle you have had to wrestle with?
GS: Not particularly. I like to say that our whole plane is business class – leather seats, seat-back televisions, 32-inch seat pitch, great friendly service, and we ask carriers like Cathay Pacific, “How does that work if somebody flies on a $10,000 fare from Hong Kong to Calgary?” and they say, “Well they get the lie-flat experience from Hong Kong to Vancouver and for the last leg they get the WestJet experience” and it hasn’t been a barrier to sell.
KM: One World, Star Team, and Air Canada Star Alliance; why don’t you join one of the other big alliances?
GS: It’s a great question, Karl, and the way I look at it is we like to pick and choose the best carriers from each of these respective geographies – some happen to be with one global alliance, some happen to be with the others. As a lot of things that WestJet does, we like to deal with the best, so we have been able to pick and choose and have chosen not to join a global alliance at this point.
KM: Some people see the world as being really three big alliances will be the dominant, in fact we might even see, as we have seen with BA and Iberia, Lufthansa and Swiss and Austrian, increasing mega-carriers – do you see a new world of three mega-mega-carriers than everyone else?
GS: It seems to be evolving a bit that way but I think there is an opportunity still for an alliance of low-cost carriers. I was at an international conference recently in New York and sat with the CEO of Gol, a Brazilian low-cost carrier, and he said, “Yeah, we have been studying WestJet and we think that there is an opportunity to connect the Brazilian low-cost carrier with the Canadian low-cost carrier and maybe together we can hook up with some other low-cost carriers and create this great low-cost network.” So I think the space in international alliances is still evolving.
Article source: Globe and Mail: Report on Business
Sean Durfy, left, president and CEO of WestJet Airlines, hugs his successor Gregg Saretsky.
Click here to read Sean Durfy's interview regarding post-WestJet life. MUST READ.
Posted at 03:47 AM in Current Affairs, Management: effective feb/27/2011, Travel, You Inspire Me | Permalink | Comments (0)
by BARRIE McKENNA From Saturday's Globe and Mail
Canada boasts a stable government, sound finances, boundless resources and an educated work force. But for all of those strengths, there’s a dirty little secret about our economy.
We are underperformers – not compared with our overindebted G7 compatriots but compared with our economic potential. Canada’s record on productivity is poor, and the country suffers from a chronic innovation gap. Outside of the mining and energy sectors, the list of Canadian companies making a meaningful impact on a global stage is exceedingly short. The most innovative one of all, Research In Motion Ltd. of Waterloo, Ont., has been put on the defensive by foreign competitors that have been stealing market share with products that are more cutting-edge than the BlackBerry.
Were it not for an abundance of commodities that developing countries are demanding right now, such as potash and oil, our economic growth would be far weaker than it is.
But with the threat of a decade of stagnation hanging over the global economy, there’s a campaign under way to revive some neglected ideas to make Canada a much more competitive place – and to do it now.
The sense of urgency is driven by a number of factors. One is the economic and political dysfunction of our largest trading partner, the United States, which is still hobbled by the after-effects of a consumer debt binge and a banking crisis. Another is the changed political climate of Ottawa since voters granted the Conservatives a majority in the May election. For the first time since 2004, a government can tackle some difficult economic problems, and make policy shifts, without fear of triggering an election.
Putting Canada on a more competitive footing will likely mean diversifying trade links beyond the U.S., converting corporate profits into world-beating innovation and pursuing big infrastructure projects. It also means welcoming more foreign investment from places such as China and the Middle East and deregulating a host of stodgy pre-Internet industries, such as telecommunications, cable and transportation.
Such a campaign has a long way to go – as is highlighted by the comments of foreign investors like Naguib Sawiris, the Egyptian telecommunications tycoon. It was his money, controversially, that helped fund the startup of Wind Mobile in this country. In an interview with The Globe and Mail this week, he blamed Ottawa’s telecommunications policy for making it harder for new wireless companies to establish themselves.
“Anybody who asks me, I tell him look, we are the stupid investors that poured a billion dollars into Canada here and created 1,000 new jobs, please don’t do this mistake. Don’t come here,” Mr. Sawiris said. He also drew a direct link between the long-standing federal policy of limiting foreign investment and the lack of global presence of Canada’s major telcos.
“If they were that good, why are they just in Canada here? Why don’t we have Rogers in the U.K. or Germany? Why is Vodafone everywhere? Why is France Télécom everywhere? And this national champion Rogers is only in Canada? Because only in Canada it gets pampered and it can kill its competitors.”
A push for reform
In 2008, an expert panel set up by the Harper government to examine Canada’s competitiveness recommended a major shift in Ottawa’s approach to telecom, in favour of opening it up to far more foreign investment.
Three and half years later, the chairman of that panel, Red Wilson, looks back on his effort with a mixture of pride and regret. Pride because his panel’s findings are just as relevant today as they were then. But it’s tinged with disappointment because most of the 65 recommendations, including the one on foreign ownership of telecom companies, remain on the shelf even as the country’s innovation and productivity performance sputters.
“I was happy to see some of the things implemented. Others are still hanging,” Mr. Wilson, the 71-year-old former chairman of BCE Inc., says diplomatically.
He also laments that Ottawa never embraced his call to create a dedicated competition advocate to track the country’s progress on key measures such as productivity and to hold decision makers to account. General Electric chairman Jeffrey Immelt recently took on a similar post for U.S. President Barack Obama.
But Mr. Wilson’s agenda has plenty of converts. Bank of Canada Governor Mark Carney is talking up productivity at every opportunity – in speeches and private chats with chief executives. Software executive Tom Jenkins is out pushing his report on spurring innovation with an overhaul of federal research and development spending. And several eminent former ministers, top bureaucrats and policy experts, including Michael Wilson and John Manley, are prodding the Harper government to mount an ambitious economic agenda.
“It’s fair enough for people to talk about all these things,” Mr. Wilson said. “But you’ve got to get some political initiative here. That’s the groundswell that’s still not there.”
The lead federal minister on the file – Industry Minister Christian Paradis – has promised to take a fresh look at the report. “We will continue to look to the panel report for inspiration in bringing forward further proposals,” spokesman Pascal Boulay said.
What the campaign has going for it is a rare window of opportunity to complete an ambitious agenda. Canada’s fiscal position is relatively sound and its economy is healthier than most in the industrialized world. And for the first time in seven years, the country has a government stable enough to carry out even unpopular policies.
“It’s one of those rare times that Canada starts out with a policy advantage compared to most countries,” remarked former Liberal cabinet minister John Manley, who speaks for the heads of the country’s largest companies as president the Canadian Council of Chief Executives.
“The whole dynamic in Ottawa has changed. The [Harper government] no longer has to negotiate, item by item, with three opposition parties. They government is carrying the ball. They initiate and they can complete.”
Pushing ahead with deregulation and trade need not cost much. Indeed, in an environment of fiscal restraint, policies that come with small price tags are more likely to get done, Mr. Manley explained.
“The whole challenge at a time like this is to do the things that are going to pay off, that are going to create economic activity and jobs,” he said.
The flurry of talk about competitiveness and innovation is carefully timed to coincide with the government’s preparations for its first budget with a secure majority, expected as early as February.
And a majority government’s first budget is traditionally the time to launch big and potentially controversial ideas.
“There’s pent-up demand,” agreed David Stewart-Patterson, vice-president of public policy at the Conference Board of Canada, an independent think tank. “For six years, there was no opportunity to explore long-term strategic thinking at the federal level. That’s the political window.”
The cost of poor productivity
There’s a lot of work to do and a compelling reason to do it. Poor productivity is not just a theoretical problems. It saps government tax revenues and destroys wealth. The University of Toronto’s Institute for Competitiveness and Prosperity has estimated that low productivity costs Ottawa $112-billion a year in lost tax revenue. That’s money that isn’t available for health care, highways, tax cuts or investing in R&D.
Poor productivity is also eroding Canadians’ prosperity. Per capita gross domestic product is a measure of the value created by workers and companies, and Canada has been steadily losing ground to its closest trading partner, the United States. In 2010, GDP per capita was $47,500 in Canada and $57,000 in the U.S. – a gap of $9,500. Three decades ago the gap was less than $3,000.
When the Canadian dollar was low in the 1990s, companies could mask their poor productivity – it made exports more competitive. But that’s no longer possible with a dollar that many economists believe could stay at or near par for years.
A key reason for Canada’s lagging productivity is that government regulation shields companies in some industries from global competition, Open Text Corp. chairman Tom Jenkins argued in a recent paper for the Institute for Research in Public Policy. The result is that Canadian cable providers, phone companies and airlines have little incentive to become more efficient because they can generate better returns simply by charging customer more, rather than becoming better at what they do. And those costs are passed along to Canadians.
“We can’t have it both ways,” he wrote. “We either protect or we compete.”
Mr. Jenkins, who recently chaired a federal panel investigating federal R&D incentives, applied a similar logic in recommending an overhaul of the generous tax breaks that Ottawa offers companies to do research. Offering billions of dollars in cash rebates to small companies that aren’t profitable may create jobs for scientists, but it doesn’t necessarily drive innovation or create wealth, he pointed out in a recent interview.
“The closer we can get to rewarding the outcome instead of the input, the better,” he said.
That means rewarding companies that generate profits from their R&D and then offsetting part of their tax burden with credits. “Creating profits, that’s what we want to encourage,” he said.
Published on Saturday, Nov. 19, 2011 8:00AM EST
Posted at 11:57 AM in Current Affairs, Management: effective feb/27/2011, Toronto | Permalink | Comments (0)
Adversity and the route to success
Resource-rich regions often fall behind in developing significant industrial and cultural capabilities. Japan does well despite having very few resources at all.
Well-rounded and popular people rarely change the world. The one voted most likely to succeed probably won't.
Genuine success is scarce, and the scarcity comes from the barriers that keep everyone from having it. If it weren't for the scarcity, it wouldn't be valuable, after all.
It's difficult to change an industry, set a world record, land big clients, or do art that influences others. When faced with this difficulty, those with other, seemingly better options see the barrier and walk away.
Why bother? The thinking is that we can just pump some more oil or smile and gladhand our way to an acceptably happy outcome.
On the other hand, people who believe they have fewer options take a look at the barrier and realize that even though it will be difficult to cross, it's the single best option they've got.
This is one of the dangers of overfunded/undertested startup companies. Without an astute CEO in charge, they begin to worry more about not losing what they've already got than the real reason they started the project in the first place.
Posted at 11:03 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, Seth Godin, You Inspire Me | Permalink | Comments (0)
The job-hunting client phoned Jim Beqaj expecting to be congratulated for having landed a lucrative new position. Instead, the veteran career adviser warned the man to reconsider.
“I told him flat out, ‘I don’t think that’s the right fit for you,’” said the president of Toronto-based career consulting firm Beqaj International Inc. and author of How to Hire the Perfect Employer
The client was an executive had worked for 15 years with a company that gave him carte blanche, provided great support, let him make decisions on his own and hire as many people as he needed. By contrast, the new organization was very bureaucratic and didn’t absorb outsiders well, and he would have to go through a chain of approvals even to hire a secretary.
“I warned him, ‘You’ll be made ineffective and you will fail because you are not able in this new job to use the tools that made you successful in your last job,’” Mr. Beqaj said
It proved a prescient statement: The executive decided to throw in the towel and leave the new post a few months later.
“It’s truly remarkable how many people ... interview for jobs that are 100 per cent wrong for them. If they are hired, they struggle to make themselves fit into organizations at jobs they are unlikely to be satisfied doing,” Mr. Beqaj said.
Even in the most competitive job market, even if it would feel better to get on any payroll, he advises job seekers to hire on only at a company that matches their work style and personality. “Otherwise they risk being back on the market soon.”
While it may seem counterintuitive, Mr. Beqaj said the best strategy is to limit your options right from the start. “Conventional wisdom says that when you are looking for a new job, you should network widely and get your CV seen by as many eyes as possible. But that shotgun approach is often a complete waste of time.”
The options become clearer if, rather than looking for any possible job, you target only employers who are likely to have an affinity for you, Mr. Beqaj advises. To do this, take it step by step:
Interview yourself
Be as specific as possible in answering these questions: What are you really good at? What do you most enjoy doing? What kinds of people do you like to work with?
Choose your targets
Make a list of companies, whether in your region or elsewhere in the country (or even the world), who might need someone like you. Narrow the list to about three or four top prospects by doing serious homework on the Internet and through networking contacts. Aim to find out how these companies tick and why they might need to add your specific skills to their teams.
Create an infomercial
From your results, write an elevator speech with statements that define the skills that make you unique and why they matter to the employer. For example: “If you need a good judge of character who has hired more than 900 people and has 20 years experience, I’m the person to do the job.” In a single sentence, people can see what value you provide. Mr. Beqaj said.
Look at people as much as product
The job may be right, but are the people and their work styles compatible with the way you like to work? “Many job candidates are often too focused on the potential job to notice that the place is micromanaged, or that the team has habits that irritate them. But look around; you can feel it in your stomach if something doesn’t seem right,” he said.
You shouldn’t only be interviewing for a job you should be looking for a personal fit. “No matter how good the job is, you are just not going to function well and grow in a poor environment.”
Don’t fool yourself
You may find yourself being tempted by a company that has a particular problem or challenge on its hands. You can fool yourself into thinking you can turn around a situation that is a mess, but keep in mind that it’s often just wishful thinking, Mr. Beqaj said. “There are times when an organization is looking for someone who is different enough to be a game changer. But you have to make sure that they will give you the support and resources you need to actually make the changes.”
Trust your gut
“Don’t be afraid to tell them exactly who you are,” Mr. Beqaj said. And if you have concerns, don’t let anyone else persuade you that a job is great. “It has to be your decision that it’s right, otherwise you’ll always be doing something that is not you,” he said.
“If you are trying to win a job by contorting yourself into something you’re not, to become what you think they are looking for, you are soon going to find yourself unhappy and not likely to be very successful.
KNOW THYSELF
The first step to finding the perfect employer is to be sure you understand your own work style and goals. Do a thorough interview with yourself:
What makes you unique? Write out not only what you think you are really good at, but evidence from experience that backs up your beliefs.
What’s your best day? Look back at what you were doing on days in your work life when you felt most enthusiastic and came home and said, “If I could just do this every day of my life I’d be happy.” What are the worst experiences you want to avoid at all costs?
Who works with you? Create a list of people in your life who have worked effectively with you. What were the common characteristics of these people in terms of mindset, background, habits and personality traits?
How do you resolve conflicts? Do you compromise, accommodate, compete with or hide from people? Organizations can have a variety of way of sorting out issues and if you have a different style, you’re unlikely to be seen as a team player.
What’s your work style? Do you like juggling multiple problems or the ability to complete one task before moving on to the next? Would you like to be on the road or in an office? Compromise in this area and every day could become a nightmare or a slog.
Who needs you? Build a list of employers that have the kinds of jobs and work that are most compatible with your work style. These should not only need your skills but also be likely to want you as a person. Make them your priority targets.
Posted at 12:17 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
By walking 5 extra minutes plus 2 minutes at the turnstile (always!! why?) I can get to work 30 minutes early!
Thank you 41Express to York University!! If not I can always take the other 41s which come every 5 mins ^__^ I feel very blessed.
The 41 Keele bus route operates between Keele Station on the Bloor-Danforth Subway, the York University campus, and the area of Steeles Avenue West and Petrolia Road, generally in a north-south direction. Accessible service is provided on the route. Bike racks are available on this route.
Three services are operated. The 41 (Keele Stn-York University and Steeles) is the main branch, and operates during the evening from Monday to Friday, and at all times on Saturdays, Sundays and holidays. The 41B (Keele Stn-Steeles & Petrolia via York University) extended branch operates during the peak periods and midday, from Monday to Friday only. The 41E (Keele Stn- York University Express) express branch operates during the peak periods from Monday to Friday only.
Northbound 41 TO YORK UNIVERSITY AND STEELES
These buses operate from Keele Station via north on Keele Street, east on St. Clair Avenue West, north on Old Weston Road, northwest on Rogers Road, north on Keele Street, north on Trethewey Drive, northeast on Yore Road, north on Keele Street, west on York Boulevard, counter-clockwise through the York University Commons Area, north and west on Ian Macdonald Boulevard, and north on Founders Road to Steeles Avenue West.
Northbound 41B TO STEELES & PETROLIA VIA YORK UNIVERSITY
These buses operate from Keele Station via north on Keele Street, east on St. Clair Avenue West, north on Old Weston Road, northwest on Rogers Road, north on Keele Street, north on Trethewey Drive, northeast on Yore Road, north on Keele Street, west on York Boulevard, counter-clockwise through the York University Commons Area, north and west on Ian Macdonald Boulevard, north on Founders Road, east on Steeles Avenue West, and south on Petrolia Road to Canarctic Drive.
Northbound 41E TO YORK UNIVERSITY EXPRESS
These buses operate from Keele Station via north on Keele Street, north on Weston Road, east on Rogers Road, north on Keele Street, west on Murray Ross Parkway, north on York University Busway, west on York Boulevard, and counter-clockwise through the York University Commons Area. Northbound 41E buses operate EXPRESS from Keele Station to York University, stopping only at Keele Station, Keele Street & St Clair Avenue, Weston Road & Rogers Road, Keele Street & Rogers Road, Donald Avenue, Eglinton Avenue, Ingram Drive, Lawrence Avenue, Falstaff Avenue, Wilson Avenue, Sheppard Avenue, Finch Avenue (farside), Murray Ross Parkway & York University Busway, and York University Commons Area.
All 41 and 41B buses on the route serve local bus stops along the route. The 41E EXPRESS buses stop only at limited stops along the route.
http://www3.ttc.ca/Routes/41/RouteDescription.jsp?tabName=route
Posted at 10:25 PM in City Planning, Life, Management: effective feb/27/2011, Personal Finance:effective feb/27/2011, Toronto | Permalink | Comments (0)
The Rational Optimist>Chapter 1> A better today>> Saving Time (pg. 22- 24)
TIME: that is the key. Forget dollars, cowrie shells or gold. The true measure of something's worth is the hours it takes to acquire it. If you have to acquire it yourself, it usually takes longer than if you get it ready-made by other people. And if you can get it made efficiently by others, then you can afford more of it.
...
This is what prosperity is: the increase in the amount of goods or services you can earn with the same amount of work.
...
Even the most notorious of capitalists, the robber barons of the late nineteenth century, usually got rich by making things cheaper. Cornelius Vanderbilt is the man for whom the New York Times first used the word 'robber baron'. He is the very epitome of the phrase. Yet observe what Harper's Weekly had to say about his railways in 1859:
The results in every case of the establishment of opposition lines by Vanderbilt has been the permanent reduction of fares. Wherever he 'laid on' on opposition line, the fares were instantly reduced, and however the contest terminated, whether he bought out his opponents, as he often did, or they bought him out, the fares were never again raised to the old standard. This great boon - cheap travel - this community owes mainly to Cornelius Vanderbilt.
Rail freight charges fell by 90 per cent between 1870 and 1900. Likewise, Andrew Carnegie, while enormously enriching himself, cut the price of steel rail by 75 per cent in the same period; John D. Rockerfeller cut the price of old by 80 per cent. During those thirty years, the per capita GDP of Americans rose by 66 per cent. They were enricher-barons, too.
Henry Ford got rich by making cars cheap. His first Model T sold for $825, unpresedentedly cheap at the time, and four years later he had cut the price to $575.
Falling consumer prices is what enriches people... If Cornelius Vanderbilt or Henry Ford not only moves you faster to where you want to go, but requires you to work fewer hours to earn the ticket price, then he has enriched you by granting you a dollop of free time. If you choose to spend that spare time consuming somebody else's production then you can enrich him in turn; if you choose to spend it producing for his consumption then you have also further enriched yourself.
Visit the official website : http://www.rationaloptimist.com/
The Khan Academy is an organization on a mission. We're a not-for-profit with the goal of changing education for the better by providing a free world-class education to anyone anywhere.
The Khan Academy was created in 2006 by MIT graduate educator Salman Khan. With the stated mission of "providing a high quality education to anyone, anywhere", the website supplies a free online collection of more than 2,400 micro lectures via video tutorials stored on YouTube teaching mathematics, history, finance, physics, chemistry, biology, astronomy, economics and computer science.
Below is a breakdown of the topics! Hope you find something you like:
Brain Teasers
Calculus
Computer Science
Credit Crisis
Videos on the causes and effects of the credit crisis/crunch
< just a sneak peek of the topic below~
Developmental Math
Developmental Math 2
Differential Equations
Finance
History
IIT JEE Questions
Paulson Bailout
Pre-algebra
Precalculus
Probability
Statistics
Trigonometry
ck12.org Algebra 1 Examples
Posted at 03:10 AM in art: effective 27/feb/2011, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
RESILIENCE
You will fail at this. Often. Why is that a problem? In fact, this is a boon. It's a boon because when others fail to be remarkable or make a difference or share their art or have an impact, they will give up. But you won't, you'll persist, pushing through the dip. Which means that few people will walk in the door with your background, experience, or persistence.
If our young men miscarry in their first enterprises, they lose all heart. If the young merchant fails, men say he is ruined. If the finest genius studies at one of our colleges, and is not installed in an office within one year afterwards in the cities or suburbs of Boston or New York, it seems to his friends and to himself that he is right in being disheartened, and in complaining the rest of his life. A sturdy lad from New Hampshire or Vermont, who in turn tries all the professions, who teams it, farms it, peddles, keeps a school, preaches, edits a newspaper, goes to Congress, buys a township, and so forth, in successive years, and always, like a cat, falls on his feet, is worth a hundred of these city dolls. He walks abreast with his days, and feels no shame in not "studying a profession," for he does not postpone his life but lives already. He has not one chance, but a hundred chances.
- Ralph Waldo Emerson (1803-1882), U.S. poet, essayist and lecturer
[*entire passage taken out of Seth Godin's book - Linchpin, pg. 208]
Posted at 04:33 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, Seth Godin, You Inspire Me | Permalink | Comments (0)
NOSTALGIA FOR THE FUTURE
For many of us, the happiest future is one that's precisely like the past, except a little better.
We all enjoy nostalgia (the real kind, nostalgia for the past). We gladly suffer from that bittersweet feeling we get about events that we loved, but can't relive. Nostalgia for the way we felt that day in high school, or for the bonhomie of a great team, or for a particular family event.
We'd love to do it again, but we can't.
Nostalgia for the future is that very same feeling about things that haven't happened yet. We are prepared for them to happen, but if something comes along to change our future, those things won't happen and we'll be disappointed.
If your company lays you off, you may very well get another job, but it won't be the job that one day was going to get you the promotion you were imagining that led to the event that you were hoping for in that office you were visualizing.
We're good at visualizing this future, and if we think it's not going to happen, we get nostalgic for it. This isn't positive visualization, it's attachment of the worst sort. We're attached to an outcome, often one we can't control.
If you had a chance to remake your life with a wish, what would you wish for? Would you leave behind your family, your town, your appearance? Most people would merely change the fabric on their sofa or make their job a little better (and their salary will go up).
Some people, though, have an itch for a different future, one with radically different rules. Those people are emotionally connected to the sort of drive and visionary leadership that organizations look for in a linchpin. It's not a skill or even a talent. It's a choice.
...
The linchpin is able to invent a future, fall in love with it, live in it - and then abandon it on a moment's notice.
(Taken out of Seth Godin's book LINCHPIN, pg. 203-204)
Posted at 04:06 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, Seth Godin, You Inspire Me | Permalink | Comments (0)
[Jeffrey Fox, How to land your dream job, Pg 163]
XLII: Don't Ask for Directions
Companies hire people to solve problems, to prevent problems, to make issues go away, to reduce pressures, to improve financially, to free up talent to use their talents. Companies hire people to take things off their collective to-do list. They do not want employees who add problems, bring unwanted baggage, who require unnecessary maintenance.
Employers want people who hit the road running; who are resourceful, self-reliant, able.
also see: Idea log 08082011
Posted at 07:53 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
from •MIDLIFE CRISIS AT 30 by Lia Macko & Kerry Rubin• pg 213-235
CHAPTER 9: Changing Direction
When developing his theory of inertia, Galileo found that an object in motion must stop - however briefly - before it can change direction. We are no different. Many women feel that they are stuck, charging along in the wrong jobs or relationships, or are frustrated that their personal or professional lives are not moving forward as they had planned.
[In this chapter]
These members of the New Girls' Club have mastered the art of deliberate living by hitting "pause" and taking the time to identify areas of their lives they would like to change. Their inspiring stories prove that personal or professional reinvention is easier than you might imagine and that engaging in strategic thought about change can produce swift, clear results.
[Personalities mentioned: Ali Wentworth, Karen Hilyard, Susan Love, Lisa Gersh Hall, Senator Kay Bailey Hutchison, Lori Nelson, Chaka Khan]
Posted at 12:31 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Napoleon Hill's commentary (1928 book~The Law of Success, pg. 55-56) on Marshall Field & Company and the Law of Increasing Returns
Marshall Field's State Street store interior around 1910
Marshall Field was probably the leading merchant of his time, and the great Field's store in Chicago stands today as a monument to his ability to apply the Law of Increasing Returns.
A customer purchased an expensive garment at the Field's store but did not wear it. Two years later she gave it to her niece as a wedding present. The niece quietly returned the garment to the Field's store and exchanged it for other merchandise- despite the fact that it had been out for more than two years and was then out of style.
Not only did Field's store take it back, but what is of more importance, it did so without argument. Of course there was no obligation, moral or legal, on the part of the store to accept the return at that late date, which makes the transaction all the more significant.
The garment was originally priced at fifty dollars, and of course it had to be thrown on the bargain counter and sold for whatever it would bring, but the keen student of human nature will understand that the Field's store not only did not lose anything on the garment, but it actually profited by the transaction to an extent that cannot be measured in mere dollars.
The woman who returned the garment knew that she was not entitled to a refund. Therefore, when the store gave her that to which she was not entitled, the transaction had won her as a permanent customer and that she then spread the news of the "fair treatment" she had received at the Field's store. The store received more advertising from that transaction than it could have purchased in any other way with ten times the value of the returned garment.
The success of the Field's store was built largely on Marshall Field's understanding of the Law of Increasing Returns, which prompted him to adopt, as a part of his business policy, the slogan "The customer is always right."
TODAY: Marshall Field & Company
Marshall Field & Company (Marshall Field's) was a department store in Chicago, Illinois that grew to become a major chain before being acquired by Macy's Inc. on August 30, 2005.
The former flagship Marshall Field and Company Building location on State Street in The Loop of downtown Chicago was officially renamed Macy's on State Street on September 9, 2006, and is now one of four national Macy's flagship stores— one of two within the company's Macy's East retail division alongside its New York store at Herald Square. Initially, the State Street store was the lead store of the Macy's North division, immediately following the merger.
Posted at 02:52 AM in Architecture, Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Lesson Nine:
HABIT OF DOING MORE THAN PAID FOR
(Napoleon Hill, Pg.33-35, The Law of Success. Volume III, The Principles of Self-Creation)
It may seem to be a departure from the subject of this lesson to start with a discussion of love, but after you have completed the lesson you will understand that the subject could not have been more omitted without impairing the value of the lesson.
The word love is used here in an all-encompassing sense. There are many objects, motives, and people that can inspire love, and one of these inspirations can be work. Great artists, for example, generally love their work.
...
This is the basis for one of the most important philosophies of this course: You are most efficient and will more quickly and easily succeed when engaged in work that you love, or work that you perform on behalf of some person whom you love.
Whenever the element of love enters into any task that you perform, the quality of your work becomes immediately improved and the quantity increased, without a corresponding increase in the fatigue caused by that work.
Some years ago a group of people organized a colony in Louisiana, purchased several hundred acres of farmland, and started to work out an ideal that they believed would give them greater happiness in life and fewer of the worries-through a system which provided each person with work at the sort of labor they preferred.
Their idea was to pay no wages to anyone. Each person did the work they liked best, or that for which they might be best equipped, and the products of their combined labors became the property of all. They had their own dairy, their own brick-making plant, their own cattle, poulty, etc. They had their own schools and a printing plant through which they published a paper.
A Swedish gentleman from Minnesota joined the colony, and at his own request he has placed at work in the printing plant. Very soon he complained that he did not like the work, so he was put to work on the farm, operating a tractor. Two of this was all he could stand, so he again applied for a transfer, and was assigned to the dairy. He could not get along with the cows, so he was once more changed, to the laundry, where he lasted but one day.
One by one he tried every job available, but liked none of them. It had begun to look as if he did not fit in with the co-operative idea of living, and he was about to withdraw, when someone happened to think of one job he had not yet tried- in the brick plant. So he was given the wheelbarrow and put to work wheeling bricks from the kilns and stacking them in piles in the brickyard. A week's time went by and no complaint was registered by him. When asked if he liked his job he replied, "This is just the work I like."
Imagine anyone preferring a job wheeling bricks! However, that job suited this man's nature. He worked alone at the task that called for no thought and placed upon him no responsibility, which was just what he wanted.
He remained at the job until all the bricks had been wheeled out and stacked, then he withdrew from the colony because there was no one brick work to be done. "The nice quiet job is finished, so I think I'll be going back to Minnesota," and back to Minnesota he went.
Posted at 03:56 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
How to Think Like a CEO
By David Weliver of www.MoneyUnder30.com
If you have ever aspired to run your own business (or an existing corporation), you may already be interested in applying the traits, philosophies, and leadership styles of successful CEOs to your career.
But even if you have no interest in becoming a business leader (or ever working in business, for that matter), learning to think about your own life, finances, and career the way a CEO thinks about running a business can be rewarding…and help you reach your own goals faster.
Successful CEOs Are Focused on the Bottom Line. The CEO’s job, in a nutshell, is to lead a business in generating a profit for shareholders quarter after quarter. The CEO is a leader, but the goal is always profit. In your personal life, your “profit” is the amount of money you save. Just as a business that never generates a profit will fail, if you always spend more than you earn you’ll first go into debt and eventually go bankrupt. To avoid that, and to maximize your savings for your own goals, you’ll need to do what good CEOs do. Put simply:
Successful CEOs Are Leaders. Even if you don’t manage others at work, you can be a leader by setting an example for everybody you know. Your actions are all it takes: Work harder, spend smarter, give back, be a good listener.
Successful CEOs Are Competitive. Whether you’re naturally competitive or not, it pays to take a competitive outlook in life, especially in your career. I’m not recommending you become ruthless and begin undermining your coworkers to get ahead, but you should pay attention to what other people are doing in your line of work to be successful, and adapt.
Successful CEOs Are Always Improving. Obviously, good is never good enough to successful CEOs. They are always striving to make their organizations better. And more often than not, ask a CEO what he or she does with free time during the workweek and you two of the top answers will be “exercise” and “read”. Top execs don’t just want to improve their businesses, they want to improve themselves. Likewise, the more time and energy you spend on improving yourself, the farther you’ll go.
Successful CEOs Are Positive. Not only are optimistic people happier, they are often more successful, too. Nobody wants to hire, much less be around, a “Debbie Downer”. The sooner you learn to look on the bright side, the more opportunities you’ll have.
Successful CEOs Are Persistent. Of course, no matter how positive you are, there are always going to be tough times. Although the first step is to learn how not to let tough times get you down, the second step is to train yourself to work through them. Don’t let set backs stop you from working towards you goals.
Successful CEOs Take Risks. With big risks come big rewards, both in business and in life. It can be scary to take a new job, start your own business, go back to school, or move to a new city. Most people I know never regret doing any of the above, but I would be that there are a lot of people out there who regret not doing some of those things.
What do you think? Are there any top traits that you see successful CEOs using that you have incorporated into your own life? go to: http://www.moneyunder30.com/think-like-ceo
A former client of mine skyrocketed into the executive ranks when both his boss and boss’s boss suddenly quit in the middle of a high-stakes marketing project. He was 28 at the time.
He changed. Previously a self-deprecating man who wasn’t terribly ambitious, he began to dress and act like a caricature of a confident, successful executive, peppering his conversation with stories about power lunches, bonuses and stock options.
A former client of mine skyrocketed into the executive ranks when both his boss and boss’s boss suddenly quit in the middle of a high-stakes marketing project. He was 28 at the time.
He changed. Previously a self-deprecating man who wasn’t terribly ambitious, he began to dress and act like a caricature of a confident, successful executive, peppering his conversation with stories about power lunches, bonuses and stock options.
But he never quite grew into the role he was trying to project and didn’t develop the emotional depth one would expect of someone at his level. It finally caught up with him 10 years later when he was dismissed. He drifted into a deep depression. Always the golden boy, he had never failed before. It took him a long time to find new employment and it was at a much lower level.
The stellar success early in his career was the worst thing that could have happened to him. Just as I worry about the long-term impact on young people who miss out on crucial work experiences through unemployment, or being marginalized in service jobs, I also worry about people who have too much too soon.
We frequently hear stories about one-hit wonders, such as pop stars or writers who initially appeared to have great promise and a few years later drop off a cliff, mentioned only in “whatever happened to?” features. The same thing can happen to people in the business and professional worlds, whether they are brilliant young scientists, brokers or consultants – except that few people wonder where they are now.
Those who succeed too soon miss critical formative experiences in building a career – the rough and tumble of being in your 20s or early 30s and trying to make sense of the irrationality and politics of organizational life: dealing with bosses who treat staff like dirt; being asked to perform seemingly insulting tasks such as making photocopies; working with a mixed salad of personalities, some difficult, over whom you have no power; having your ideas not taken seriously. And, of course, dealing with the angst of wondering: Is this what I want to do with my life?
These experiences lay the foundation for later success and socialize people into corporate life. They also provide the necessary fodder for learning to deal with rejection and failure.
It is not easy to hit the career jackpot when you are young. As one woman who built a company in her 20s, and sold it in her 30s, described it: “You are the recipient of all kinds of passive-aggressive comments, such as, ‘How lucky for you that you were in the right place at the right time’ and condescending remarks from older people about being pretty. It was as if skill and talent had nothing to do with it.”
And it can be lonely, especially for those who make it today. This generation’s crop of twenty- and early-thirtysomethings are tribal in bonding with people their age; they treat work relationships much as they did student friendships. Making the transition to being a boss of pals can lead to self-consciousness at a life stage when you’re still trying to fit in, gauging personal success in relation to that of friends.
Significant differences in income can also lead to petty resentments. As one whiz kid put it: “When you go out with friends, you always wonder if they expect you to pay. Or if you go to a cheap bar people say things like, ‘I guess this is slumming for you.’”
Relationships often take a battering. For example, I know several highly competitive couples who met in their 20s and used income as a means of “keeping score.” Their relationships unravelled when one of the high achievers hit career gold.
Another challenge is what to look forward to mid-career when you feel you have achieved it all at an early age. One very successful client of mine, who had been fixated on career advancement at the expense of everything else, fell into depression when he was offered a six-figure bonus at the age of 39. It raised the question for him: Was the singular pursuit of money what really mattered? He also said he felt hollow because he had scaled the mountain and there wasn’t anything else to accomplish. The worst thing? He couldn’t talk about his problem to anyone because it would seem like “a problem most people wished they had.”
Becoming highly successful at a young age is the result of a mixture of talent and good fortune. For most, talent is the major contributor. For a smaller number, luck contributes more.
Those who attribute their success purely to luck, whether accurately or not, suffer from imposter syndrome. They may continue along a successful path but they are chronically anxious, worrying they will be caught out. As a result, they never enjoy their success.
At the other extreme, people with big egos who attribute their success entirely to their own efforts don’t mature well, and are ill-prepared to handle reversals of fortune.
So who is most likely to build on and sustain early career success? Those people who are humble enough to understand the positive circumstances which contributed to their good fortune, but at the same time recognize their accomplishments, are the ones with the right foundation for capitalizing on a great head start.
Posted at 12:32 AM in Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
STRATEGY#1: Take Control
Overcoming the Past
Underneath the shock, surprise, anger, and resentment (if you've been terminated by a company), and the apprehension, frustration, and feeling that you're trapped (if you're currently employed but unsatisfied with your work), comes a small element of fear. "What if the right company doesn't come along? How will I handle rejection? How will I maintain my lifestyle and the plans for my family? Will I be able to land something that is at lesat as good as my old job?" Or, "What if I want to apply for a job outside my division, and my boss decides that I'm being disloyal? Will people become suspicious if I start trying to build relationships in anoter department? What if I apply for a position and don't get it?"
The pain is real, the fear is real, and the stress of transition is real. I often recommend Elisabeth Kubler-Ross's book entitled On Death and Dying (Simon and Schuster, 1997) as reading for executives going through difficult career transitions. Dr. Kubler-Ross outlines seven stages that we go through when facing death or loss. People ending a job, especially if they've been with the company for a long time, experience a similar series of emotions. You can't force yourself through the stages, nor can you will yourself into the fonal stage of resolution until your mind is ready.
(Lassiter, Pg 19-20)
Earlier entry from this book: http://governmentgirl1943lp.typepad.com/blog/2011/06/idea-log-03062011.html#tp
Posted at 11:32 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
(I don't know why G&M's published titles and online entry titles are never the same!!)
WALLACE IMMEN
The job-hunting client phoned Jim Beqaj expecting to be congratulated for having landed a lucrative new position. Instead, the veteran career adviser warned the man to reconsider.
[...]
While it may seem counterintuitive, Mr. Beqaj said the best strategy is to limit your options right from the start. “Conventional wisdom says that when you are looking for a new job, you should network widely and get your CV seen by as many eyes as possible. But that shotgun approach is often a complete waste of time.”
The options become clearer if, rather than looking for any possible job, you target only employers who are likely to have an affinity for you, Mr. Beqaj advises. To do this, take it step by step:
Interview yourself
Be as specific as possible in answering these questions: What are you really good at? What do you most enjoy doing? What kinds of people do you like to work with?
Choose your targets
Make a list of companies, whether in your region or elsewhere in the country (or even the world), who might need someone like you. Narrow the list to about three or four top prospects by doing serious homework on the Internet and through networking contacts. Aim to find out how these companies tick and why they might need to add your specific skills to their teams.
Create an infomercial
From your results, write an elevator speech with statements that define the skills that make you unique and why they matter to the employer. For example: “If you need a good judge of character who has hired more than 900 people and has 20 years experience, I’m the person to do the job.” In a single sentence, people can see what value you provide. Mr. Beqaj said.
Look at people as much as product
The job may be right, but are the people and their work styles compatible with the way you like to work? “Many job candidates are often too focused on the potential job to notice that the place is micromanaged, or that the team has habits that irritate them. But look around; you can feel it in your stomach if something doesn’t seem right,” he said.
You shouldn’t only be interviewing for a job you should be looking for a personal fit. “No matter how good the job is, you are just not going to function well and grow in a poor environment.”
Don’t fool yourself
You may find yourself being tempted by a company that has a particular problem or challenge on its hands. You can fool yourself into thinking you can turn around a situation that is a mess, but keep in mind that it’s often just wishful thinking, Mr. Beqaj said. “There are times when an organization is looking for someone who is different enough to be a game changer. But you have to make sure that they will give you the support and resources you need to actually make the changes.”
Trust your gut
“Don’t be afraid to tell them exactly who you are,” Mr. Beqaj said. And if you have concerns, don’t let anyone else persuade you that a job is great. “It has to be your decision that it’s right, otherwise you’ll always be doing something that is not you,” he said.
“If you are trying to win a job by contorting yourself into something you’re not, to become what you think they are looking for, you are soon going to find yourself unhappy and not likely to be very successful.
Don’t fool yourself
Trust your gut
“Don’t be afraid to tell them exactly who you are,” Mr. Beqaj said. And if you have concerns, don’t let anyone else persuade you that a job is great. “It has to be your decision that it’s right, otherwise you’ll always be doing something that is not you,” he said.
“If you are trying to win a job by contorting yourself into something you’re not, to become what you think they are looking for, you are soon going to find yourself unhappy and not likely to be very successful.
______
KNOW THYSELF
The first step to finding the perfect employer is to be sure you understand your own work style and goals. Do a thorough interview with yourself:
What makes you unique? Write out not only what you think you are really good at, but evidence from experience that backs up your beliefs.
What’s your best day? Look back at what you were doing on days in your work life when you felt most enthusiastic and came home and said, “If I could just do this every day of my life I’d be happy.” What are the worst experiences you want to avoid at all costs?
Who works with you? Create a list of people in your life who have worked effectively with you. What were the common characteristics of these people in terms of mindset, background, habits and personality traits?
How do you resolve conflicts? Do you compromise, accommodate, compete with or hide from people? Organizations can have a variety of way of sorting out issues and if you have a different style, you’re unlikely to be seen as a team player.
What’s your work style? Do you like juggling multiple problems or the ability to complete one task before moving on to the next? Would you like to be on the road or in an office? Compromise in this area and every day could become a nightmare or a slog.
Who needs you? Build a list of employers that have the kinds of jobs and work that are most compatible with your work style. These should not only need your skills but also be likely to want you as a person. Make them your priority targets.
Posted at 01:51 AM in Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
DONE!! Cover to Cover by 11:43pm!
for the full photo journey go to the album 'How I read 'THE BIG MOO' in 1 evening
THEY SAY I'M EXTREME
(Taken out of "THE BIG MOO' from Seth Godin)
They say I'm extreme.
I say I'm realist.
They say I demand too much.
I say they except mediocrity and continuous improvement too readily.
They say,"We can't hande this much change."
I say,"Your job and career are in jeopardy; what other options do you have?"
They say,"What's wrong with a 'good product'?"
I say,"Wal-Mart or China or both are about to eat your lunch. Why can't you provide instead a fabulous experience?"
They say,"Take a deep breath. Be calm."
I say,"Tell it to Wal-Mart. Tell it to China. Tell it to India. Tell it to Dell. Tell it to Microsoft."
...
They say,"We need an initiative."
I say,"We need a dream. We need dreamers."
They say great design is "nice."
I say great design is necessary.
...
They say,"Plan it."
I say,"Do it."
They say,"We need more steady, loyal employees."
I say,"We need more 'freaks' who routinely tell those in charge to take a flying leap... before it's too late."
They say,"We need Good People."
I say,"We need Quirky Talent"
They say,"We like people who, ith steely determination, say, 'I can make it better.'"
I say,"I love people who, with a certain maniacal gleam in their eye, perhaps even a giggle, say, 'I can turn the world upside down. Watch me!'"
...
They say,"Fast follower."
I say,"Battered and bruised leader."
...
They say,"Market share."
I say,"Market creation."
They say,"Improve and maintain."
I say,"Destroy and reimagine."
They say,"Happy Balance."
I say,"Creative tension."
...
They say,"Peace, brother."
I say,"Bruise my feelings. Flatten my ego. Save my job."
...
They say,"We need happy customers."
I say,"Give me pushy, needy, provocatove customers."
... (x9)
They say,"Times are changing."
I say,"Everything has already changed. Tomorrow is the first day of your revolution ... Or you're toast."
They say,"We can't all be revolutionaries."
I say,"Why not?"
They say this is a rant.
I say this is just a reality.
«this excerpt has been edited for publishing; for full version go to page 34-37 of the book!!! or for more information go to: http://www.sethgodin.com/bigmoo/ or borrow it from Toronto Public Library~!
Posted at 01:44 AM in Books, Management: effective feb/27/2011, Personal development:effective feb/27/2011, Seth Godin, You Inspire Me | Permalink | Comments (0)
from 'The New Job Security' by Pam Lassiter
Market for Mutual Benefit
To market for mutual benefit means that you obtain your own objectives by helping other people obtain theirs. By helping those people whom you want to employ you, or in the language of product marketing, "consume" you, you get their attention and you differentiate yourself from the crowd. There are direct parallels between product marketing and your own career planning that not only will give you a structure for managing your planning but will also set up for substantially improved career results.
(Lassiter, Pg. xii)
Posted at 12:52 AM in Current Affairs, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
from the book "The Path" by Konosuke Matsushita: The founder of PANASONIC
OUR PATH
Each of us has a path that is ours and ours alone to follow. That path is our own life, precious and heaven-sent. We don't really know where this path will take us, but we know no one else will ever have one exactly like it. For each of us, it is our own personal path, and it is one we will never travel down a second time. Our way takes us through wide, open spaces but also into narrow, tight spots. The path ascends, carrying us high at one time, but at other time, it descends, bringing us down. The way is sometimes smooth, and we stride forth unencumbered, but at others we must clear obstacles from our way, struggling with each step.
There are times when we are at our wit's end, unsure as to whether the path is a good one or bad. There are times when we want to take a detour. But ultimately, there is no other way for us than the path that we are on.
It is not a matter of just meekly resigning ourselves, but the important thing is we must keep going along the path we are on. Isn't it the path that we are only we can travel, the life that is uniquely and irreplaceably ours?
We may gaze in envy at the lives of others, and we may be stymied, but we cannot see which way to go. For our way to open up, what we have to do is to keep going, to keep moving along. We have to make up our minds and be resolute, to the best of our ability. The journey may seem long, but when we stride forth, without pause, our path will open up and will lead to happiness.
(Matsushita, Pg. 2)
...
"Do not think regretfully about the past. Make no complaint about the irretrievable months and days you have invested. And if until now you have relied on others or expected them to get you out of trouble when life got tough, you should bravely sweep the slate clean. What is important is that you seek your goal on your own. What matters is your own attitude. No matter what others may say, you must carry on, passionately, towards your goal. You must yourself show what you can do.
We should all have a dream- for ourselves, for those around us, for our countries, and for the world.
(Matsushita, pg. 6)
About Konosuke Matsushita
Konosuke Matsushita (November 27,1894-April 27,1989) was a Japanese industrialist, the founder of Panasonic, a company based in the suburb of Kadoma (on the Keihan line), Osaka in Japan.
After working for Osaka Electric Light Company from the age of fifteen to twenty-three, he grew dissatisfied with the job due to the differences of opinion from his boss, and decided to leave the company and set up his own company. This turned out to be the turning point in his life. This company he set up at the time grew rapidly despite of his lack of education, and bacame one of the most well-known electric companies in the world, Panasonic.
For many Japanese, he is known as "the god of management". A biography of Matsushita's life called Matsushita Leadership was written by American business management specialist John Kotter in 1998.
About the book
“The god of management” Konosuke Matsushita had written so many books, which is a very rare activity for an industrialist. This book “The Path(『道を開く』)”is an assemblage of the essays written by him which were carried in the bulletin “PHP”.
Ever since the book was first issued in 1968, it has a circulation of more than four-million, and people still admire the long-seller book in the present time. It is impossible to estimate how many people there have been who are cheered up or taught a lot of things not only about management of a company but about a life from reading the book. This book has an unchangeable truth that transcends the age-gap.
It’s highly recommended to read this book when you are in a big disappointment, when you come across such a high wall that you can’t even imagine how to get over, or when you want to discover something in your life. This book may lead you to a way of sorting them out.
Link: http://www.cue-group.co.jp/blog/entertainment.php?itemid=1656
Posted at 05:50 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
from'What they don't teach you at Harvard Business School' by Mark McCormack
"... From my experiences and observations I have drawn the advice in this book covering selling, negotiating, starting, building, and running a business, managing people and personalities, getting ahead, and getting things done.
But in a way this categoric breakdown is misleading because what this book is really about is "street smarts": the ability to make active positive use of your instincts, insights, and perceptions. To use them to get where you want to go, preferably by the shortest route, even if this means jumping some fences or going through a few back alleys.
Can you really learn to apply gut reactions to business? Perhaps not totally, but what you can learn are the results of street-smart thinking. Much of what I say and do in business, from a self-effacing comment to an intentionally provocative one, is designed to give myself a slight psychological edge over others, or to help me get the most out of others. This is what street smarts really is: an applied people sense."
(McCormack, Pg. xiii)
Posted at 01:29 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
"For people to achieve and grow, it's not about the title or the status.
It's about accomplishing things."
- David Cornhill
David Cornhill is a pragmatist with a vision. He has taken small regional player Altagas and turned it into a diversified energy giant. And he has some strong views on where the energy industry needs to go in being a responsible corporate citizen. When he was president and CEO of Alberta and Southern Gas, which supplied much of California with natural gas, the company was wound up. Cornhill had the unpleasant task of laying off 120 people. He took 20 of those corporate refugees and founded Altagas as a midstream gas business in 1994. Since then, the company grew into a diversified income trust before reverting to corporate status last year. Today, it is growing its business into power generation, including massive wind farm and hydroelectric projects in B.C. and gas-fired generation. Cornhill has also worked for Gulf Canada and other energy companies. He shares some of the insights gained from 25 years in the gas and power business.
AV: Bear Mountain is an ambitious wind power project, the biggest in B.C. Why did you get into wind power and what is its commercial potential for Altagas?
Cornhill: We got in the power business in the early 2000s with the acquisition of a purchase-power arrangement in Alberta. Clearly, our strategy from day one was to reduce the carbon intensity and grow our power business. When we looked at the opportunities, clearly wind fit that opportunity and we were looking at Western Canada, which we knew. There wasn’t any great vision other than we wanted to grow our power, we wanted to be responsible and generate clean power, to reduce our carbon intensity. It fit the bill. We looked at various technologies and we felt the technology we were using was reliable on capability. It fit our strategy and we went forward; we looked at how we could reduce risk, how we could work with the people of Dawson Creek and try to build a project that would create value for the community but also create value for our shareholders. When we made the choice for moving into renewables, I guess I stepped back to think what our children and grandchildren think of where we should be going. Clearly, wind power is one part of the equation to generate green power and we believe that the need for electricity will increase in our economy. It seemed to be the right thing to do for the future, for what our children will be thinking of and what they will be looking out for in 25, 30, 40, 50 years from now. It was as simple as that, and then we worked hard to bring it in on time and on budget, minimize the impact on the environment, and I think we did a good job. And that was the big insight.
AV: What is the biggest lesson you have learned as a CEO?
Cornhill: Hiring the right people is critical. And if you make a mistake, it’s dealing with it quickly. I think that talking more, communicating more – and that continues to be challenge for me, as I like to listen more than I like to talk. I always say you can’t learn a lot when you’re talking, but you sure learn a lot when you’re listening. So those are the things: you need people who can help you offset some of your weaknesses and make sure you’re aligned. I think having the confidence to make decisions and move forward and commit to them is probably the biggest learning and I think we’ve done that successfully. We’re not afraid of new challenges and new learnings and to stretch our capabilities and to work hard to make sure we’re reasonably successful.
AV: What would be the single piece of advice you would offer to a rising young executive?
Cornhill: Work and think like you’re the CEO. Make decisions that are right for the shareholders, have confidence in your employees. You need to do the work and understand that. The other is don’t get overcome by the position and the titles and everything around that. If someone’s going to be successful, it’s once you accomplish things, once you create things. For people to achieve and grow, it’s not about the title, it’s not about the status, it’s about accomplishing things; it’s about increasing societal value, not individual value. If you do the right things, your own personal wealth will increase. But if you’re all about driving flashy cars and you’re all about the status, it doesn’t fit with what I want Altagas to be. If that’s what somebody wants, they should be looking at a different company.
AV: Has there ever been a corporate move where you’ve wanted to ask for a mulligan or a do-over?
Cornhill: The decisions I made around people. I’ve often sat in a meeting and wanted to go in a direction and there was active debate. At the end of the meeting, we went in the direction that I wanted to go. Then, on reflection, you realize that you’re wrong. Then you have to go back and change the direction because you were eliminating certain points of view that were really important. Then, with time to reflect on it, and I’ve done a lot of this – I want to go this way but I’m wrong, so we should adjust to take these other things into account. The biggest thing is to be able to listen. You may not immediately say, ‘You’re right.’ But then you go back and reflect on it and you say, ‘Where I wanted to go doesn’t make sense and we should be adjusting it for these reasons.’ You should have the courage to say, ‘Let’s go this way.’ I get mulligans all the time that way.
Any final thoughts?
Cornhill: It’s hard to reflect. When you look back, it’s all about the journey. Just go out and do it. If you think it’s too complicated, you’ll never accomplish things. If you understand the simple fundamental questions and act on them, and then be willing to learn and adjust as you move down that journey, you’ll do quite well.
For the full interview go to: www.albertaventure.com/cornhill
Posted at 07:35 PM in Current Affairs, Management: effective feb/27/2011, Science, Technology, You Inspire Me | Permalink | Comments (0)
"Love the life that you have, want the life that you have, and be happy with every day from now until eternity."
Read more at Suite101: Suze Orman's new book, "The Money Class," a PBS Special http://www.suite101.com/content/suze-ormans-new-book-the-money-class-a-pbs-special-a357092#ixzz1Gbbd0vJN
Watching right now.... "Suze Orman's The Money Class"on channel KCTS59 In Suze Orman's Money Class financial powerhouse Suze Orman delivers her expert take on what actions everyone needs to consider in light of the new economic reality in order to secure a hopeful and sustainable financial future. After the upheavals of the economic downturn that began in 2008, Orman believes it’s critical to rethink many of the traditional strategies we’ve been using to achieve our financial goals.
In this special, Orman offers hard-hitting advice in her trademark no-nonsense style on how to navigate today's unsettling economic waters. The core of her message is an inspirational re-imagining of the American Dream – based on integrity and standing in your truth.
Throughout this financial master class, Orman equips viewers with timely, powerful, and often surprising advice for getting a grip on the most important financial fundamentals: understanding the opportunities and pitfalls of the real estate market, raising financially aware children, borrowing for college and paying off student loans, building a career, saving and investing, planning for retirement, and more.
As Orman puts it, "I am calling on you to re-educate yourself, to discover—perhaps for the very first time—what truly constitutes your new American Dream. You will learn what it means to stand tall in your truth today, so that you can realize your vision for tomorrow."
Taped before a live audience in Minneapolis at the University of Minnesota, this special presents fresh insight in Orman's time-honored style: plenty of frank and down-to-earth advice combined with compassionate and humorous Q and A. Orman's much-anticipated new program will offer viewers nationwide the insight and encouragement they need to succeed on this new financial frontier.
The premiere broadcast of Suze Orman's Money Class will be accompanied by the publication of Orman's new book: The Money Class: Learn to Create Your New American Dream (Spiegel & Grau).
PBS special programming invites viewers to experience the worlds of science, history, nature and public affairs; hear diverse viewpoints; and take front-row seats to world-class drama and performances. Viewer contributions are an important source of funding, making PBS programs possible. PBS and public television stations offer all Americans from every walk of life the opportunity to explore new ideas and new worlds through television and online content.
Acclaimed personal finance expert Suze Orman was twice named one of the "Time 100," Time Magazine's list of the world's most influential people, and named by Forbes as one of the 100 most powerful women. She is a two-time National Emmy winner for her PBS specials, writer of eight consecutive New York Times bestsellers, and seven time Gracie Award winner. She is also a contributing editor to O, the Oprah Magazine.
LVMH bags Italian Jeweller BULGARI
French fashion colossus LVMH Moët Hennessy Louis Vuitton SA is adding another jewel to its crown: Italy’s Bulgari SpA.
The unexpected tie-up on Monday generated new buzz during an already frenzied Paris Fashion Week. And it puts LVMH, run by France’s richest man, in an even better position to woo nouveau riche consumers in countries such as China and Russia who are clamouring for Old World status markers like Louis Vuitton leather bags and Bulgari’s diamondand-emerald-encrusted jewellery.
LVMH, the Paris-based holding company behind luxury Christian Dior gowns, Dom Perignon champagne and Guerlain perfume, said Monday it has agreed to buy Italian jeweller-to-the-stars Bulgari SpA in a cash-and-shares deal worth €4.3-billion ($6-billion U.S.).
LVMH managing director Antonio Belloni said Bulgari was the biggest acquisition in LVMH’s more than 20-year history of snapping up luxury brands, from Kenzo to Givenchy to Marc Jacobs.
Both companies presented the deal as a way to quickly bulk up LVMH’s luxury watch and jewellery business, to achieve critical mass and accelerate its growth into hot developing markets.
“We are adding to the mature markets a lot of new markets that are more and more promising, like Russia, China, the Middle East, Brazil, India,” said Bulgari chief executive officer Francesco Trapani, who will get a seat on LVMH’s executive board. Mr. Trapani will head the group’s watch and jewellery division, which also includes De Beers, Chaumet and Hublot.
LVMH’s watches and jewellery business doubled its profit last year to €128-million, on sales that grew 29 per cent to nearly €1-billion. Acquiring Bulgari, a 127year-old watch and jewellery maker, will roughly double the division’s sales to €2.1-billion.
“LMVH is the perfect partner,” Mr. Trapani said, adding the deal’s two vital ingredients were LVMH’s know-how and attention to detail, and its scale, with an enviable global management structure.
Fashion industry observers applauded the deal, saying LVMH needed to plug a gap in its luxury brand portfolio.
“They’ve wanted to buy a big jewellery company for a while,” said Long Nguyen, founding editor of U.S.-based Flaunt magazine. “Not only is it great for them to buy the Bulgari name but they’re also buying the savoir faire of the house for all their stable of brands.”
Another fashion insider, Wall Street Journal columnist Christina Binkley, said “LVMH is good at taking these family owned gems and lighting a fire under them.”
Bulgari’s founding family will become the second-largest family shareholders in LVMH, behind that of CEO Bernard Arnault.
Mr. Arnault has grown LVMH into a €20-billion company since its creation in 1987, acquiring an impressive portfolio of luxury brands that extends to Château d’Yquem wine and TAG Heuer watches. Earnings have benefited from a surge in demand in developing countries like China.
Mr. Arnault’s latest takeover adds the fabled Roman jeweller favoured by Hollywood stars such as Elizabeth Taylor, whose collection included an 18-carat emerald brooch surrounded by diamonds — the only piece of jewellery she wore to her first wedding to Richard Burton. The jeweller also designed the 1967 gold, emerald, ruby and sapphire necklace worn by Keira Knightley at the Oscars in 2006.
LVMH said in a statement it will exchange 16.5 million of its own shares for the 56-per-cent stake in Bulgari owned by the company’s founding family.
LVMH will offer the remaining Bulgari shareholders €12.25 a share in a public offering. Following the deal, the Bulgari family will own 3 per cent of LVMH.
Bulgari is the smallest among the major luxury watch and jewellery makers. It was started in 1884 by Greek immigrant Sotirios Bulgari, who opened the flagship Via Condotti store in Rome in 1905, and has expanded to more than 260 stores.
Mr. Arnault has had less success in his efforts to take over another family owned legend of European luxury, Hermès SA. LVMH said in December that it had built up a 20-per-cent stake in the French maker of exquisite handbags and scarves, provoking the ire of the descendants of the founding Hermès family, who control more than 70 per cent of the company.
The Bulgari announcement comes in the midst of Paris Fashion Week, where some of LVMH’s companies are showing their fall 2011 ready-to-wear collections. LVMH is smarting from a scandal surrounding star designer John Galliano, sacked by Dior last week amid accusations of anti-Semitism.
Luxury goods have seen a lively recovery in demand over the past year, especially in Asia, which helped LVMH post a 73-per-cent gain in 2010 profit to €3 billion.
Posted at 08:48 PM in Current Affairs, Design, Fashion, Life, Management: effective feb/27/2011 | Permalink | Comments (0)
Posted at 08:23 AM in Design, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Necessary Endings By Henry Cloud
Much of today’s business is focused on innovation and starting new things. But leadership coach and psychotherapist Henry Cloud says we have to focus more on – and become better at – ending things. That might mean ending products or services, processes, relationships, or even the business itself
“Getting to the next level always requires ending something, leaving it behind and moving on. Without the ability to end things, people stay stuck, never becoming who they are meant to be, never accomplishing all that their talents and abilities should afford them,” he writes in Necessary Endings
...
The author notes that gardeners prune to help rose bushes reach their full potential. Branches that are pruned fall into these three categories:
> Healthy buds or branches that aren’t the best ones: The gardener constantly examines the bush to see which parts are worthy of the plant’s limited fuel and support, and cuts the rest off. Dr. Cloud notes that Jack Welch, the former head of General Electric, did that when he declared that if any of the company’s businesses could not be No. 1 or No. 2 in its field, it would be cut.
> Sick branches that aren’t going to recover: At some point, the gardener realizes that more water, more fertilizer, and more hoping won’t help. Mr. Welch followed that logic when he declared that any GE business that was struggling – in effect, sick – would be fixed, closed or sold, and that the bottom 10 per cent of the work force would be let go.
> Dead branches that take up space needed for healthy ones to thrive: The branches and buds are dead and taking up space. Mr. Welch, for example, was celebrated for trying to get rid of the layers of bureaucracy in the company that slowed down communications, productivity, and ideas.
(Book Review by Harvey Schachter for Globe and Mail: http://www.theglobeandmail.com/report-on-business/managing/morning-manager/ending-things-and-moving-on/article1916518/)
Posted at 11:26 PM in Books, Life, Management: effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Rayenne Chen and her boyfriend were trying to fly to Paris for a long weekend but when they reached the departure gate, out of breath from their run from a connecting flight, they seemed out of luck. The gate attendant was quietly sorting tickets, and the hood connected to the plane’s door had been retracted.
Ms. Chen politely explained that their connecting flight had only just arrived, and they had been assured someone would call ahead to hold the Paris-bound plane. But the attendant insisted nobody could be boarded.
The couple walked to the window in disbelief. Ms. Chen thought for a few seconds, and then positioned herself and her partner in the centre of the window, right in front of the cockpit. Her entire being was focused on trying to catch the pilot’s eye; when one glanced up, she looked him in the eye, plaintively, pleading. Then she saw the pilot’s lips move. The co-pilot looked and she caught his eye. He nodded.
The engine’s whine softened, the gate agent’s phone rang, and the couple were told, “Grab your stuff. The pilot said to let you on!”
Ms. Chen, a graduate of University of Pennsylvania’s Wharton business school, took Stuart Diamond’s popular course on negotiations at the school, and her story graces the opening page of his new book, Getting More, which shares techniques from those classes with a broader audience. Professor Diamond says it illustrates six separate negotiating tools that are usually missed when we try to strike a deal:
First, be dispassionate. Emotion destroys negotiations. However difficult it seems, you must force yourself to be calm.
Second, prepare, even for five seconds. Collect your thoughts, as Ms. Chen did.
Third, find the decision-maker. Here it was the pilot, not the gate attendant. It would have been easy to plead with – or strenuously argue with – the gate attendant, but she couldn’t change company policy.
Fourth, focus on your goals, not who is right. It didn’t matter that the connecting airline was late, and somebody messed up by not calling ahead to the gate. The goal was to get on that plane to Paris, somehow.
Fifth, make human contact, even if, as in this case, it was only by eyesight. “People are almost everything in negotiations,” Prof. Diamond notes.
Finally, acknowledge the other party’s position and power, valuing them. Too often in negotiations we want to overpower or demean the other party. But if you value them, they will often use their authority to help you achieve your goals.
For the full article> http://www.theglobeandmail.com/report-on-business/managing/morning-manager/how-to-get-more-of-what-you-want/article1893672/> Part of the book's review by Harvey Schachter for Globe and Mail (Feb/04/2011)
Posted at 05:16 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
"Being comfortable is highly overrated. Being comfortable may make you warm, fuzzy, and fuzzy, and secure, but it doesn't allow you to grow. To grow as a person you have to expand your comfort zone. The only time you can actually grow is when you are outside your comfort zone."
CZ=WZ
(i.e. Comfort zone = Wealth zone and as your comfort zone expands so does your wealth zone and Wealth Zone = Opportunity Zone)
"Nobody ever died of discomfort, yet living in the name of comfort has killed more ideas, more opportunities, more actions, and more growth than everything else combined. Comfort kills! If your goal in life is to be comfortable, I guarantee two things. First, you will never be rich. Second, you will never be happy. Happiness doesn't come from living a lukewarm life, always wondering what could have been. Happiness comes as a result of being in our natural state of growth and living up to our fullest potential.
(Eker, 171-172 ~ Secrets of the Millionaire Mind)
"There are five crippling habits that get companies and organizations nowhere fast:
1. Absence of clear directives
2. Lack of accountability
3. Rationalizing inferior performance
4. Planning in lieu of action
5. Aversion to risk and change
(Prosen, Pg. 6-7)
THE FIVE ATTRIBUTES OF HIGHLY PROFITABLE COMPANIES:
Posted at 04:46 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Time Well Spent Makeover: Before/After
Before
07:00 A.M. Alarm goes off, hit snooze button
07:15 A.M. Wearily get out of bed
07:20 A.M. Shower/ get ready
07:45 A.M. Dress in mail-order outfit that doesn't fit quite right. Hunt for shoes.
07:55 A.M. Grab a quick breakfast and skim paper
08:05 A.M. Look for lost keys (again)
08:10 A.M. Start commute to work in boring but practical car
08:15 A.M. Stop for gas
08:40 A.M. Arrive at work (late again)
01:00 P.M. Too busy to stop for lunch
04:00 P.M. Just finished with urgent tasks
06:00 P.M. Still at work finishing project due last week
06:30 P.M. Stop at same old fast food, take-out restaurant
07:00 P.M. Watch TV and eat dinner
09:30 P.M. You are exhausted, so you go to bed
AFTER
Alarm goes off, you get up 6:00 A.M.
Watch the sunrise as you go for a brisk walk 6:05 A.M.
Shower/get ready 6:35 A.M.
Put on new outfit that makes you feel great 7:00 A.M.
Grab your keys and things you put next to door 7:15 A.M.
Get in your convertible car with full tank of gas 7:20 A.M.
Beat rush-hour traffic with early start 7:30 A.M.
Stop at quaint cafe for breakfast and read paper 7:45 A.M.
Geat early start at new job that you love 8:15 A.M.
Have a picnic lunch with a co-worker 12:00 P.M.
Close door, put on voice mail, and finish project 3:00 P.M.
Leave work in time to catch sunset/ read book 5:15 P.M.
Stop at market to pick up fresh vegetables, chat with grocer 5:45 P.M.
Prepare a meal you've never tried before 6:00 P.M.
Take a relaxing bath 7:00 P.M.
Meet a friend for a movie 7:30 P.M.
Reflect on day and prepare for tomorrow 9:30 P.M.
Turn in with a good book, relax and refreshed 10:00 P.M.
*Taken from Time Management for the creative person: Lee Silber (pg. 42-43)
Posted at 01:24 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Check your EQ
Emotional quotient (EQ for short) is a growing priority for employers concerned about developing a smooth-running, supportive culture in leaner organizations, says Eileen Chadnick, a principal of Big Cheese Coaching in Toronto.
Even if employers are not doing testing in hiring, they are evaluating candidates and doing performance appraisals based on factors considered essential for emotionally intelligent leadership. This advice applies not only to managers, but also those with line responsibilities across companies.
Make it a priority to reflect upon, and honestly assess, these factors: your self awareness, self regard, adaptability, interpersonal relationships, resilience, optimism, assertiveness, problem solving abilities, and sense of reality. When you understand your strengths and weaknesses, you will know the areas where you can focus on self-improvement. You could take a performance oriented leadership course, for example, or work with a coach who can customize a plan to fill any potentially limiting gaps.
Find the full article here:
<Setting the stage for career action- WALLACE IMMEN; Globe and Mail: Published Friday, Dec. 24, 2010 9:58AM EST
Posted at 11:45 PM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
"Nothing lives in your head rent-free". Each thought you have will either be an investment or a cost. It will either move you toward happiness and success or away from it. It will either empower you or disempower you. That's why it is imperative you choose your thoughts and beliefs wisely.
- Eker, Pg. 46 (Secrets of the Millionaire Mind by T Harv Eker)
another post from the same book can found here: http://governmentgirl1943lp.typepad.com/blog/2011/01/idea-log-05012011.html#tp
Posted at 01:55 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Think Life Chapters.
You can never have it all at any given time. It is almost impossible to spend quality time with kids, at the gym, with friends and family, and still have enough time and energy to devote to climbing the corporate ladder. Consider which needs you want to focus on in this chapter of your life; you will have ample opportunity to satisfy others desires in later chapters.
<Taken from 'Why chasing balance is a waste of time' by Barbara Moses. Globe&Mail-7/Jan/2011>
Posted at 01:47 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011 | Permalink | Comments (0)
Bringing your dream into focus
(Time Management for the Creative Person- Silber, Pg. 253-254)
Setting goals is actually a voyage of self-discovery, and as such, many people shy away from it. I'll make it easy for you. Just answer the following questions. Don't think too much, don't spend a lot of time, take it in any order.
CAREER/BUSINESS
Tom Clancy was an obscure defense analyst for years. Not a bad career, but not his passion, his dream. His true calling was to be a writer. After he followed his dream, he became one of the most successful novelists in the world. In interview Clancy has said he is happier and, certainly, wealthier. To wake up knowing you are doing exactly what you are supposed to be doing, something you truly enjoy, is the number one key to success and happiness.
Every creative person is a duality or a synthesis of contradictory aptitudes-Carl Jung
ABOUT THE CREATIVE PERSONALITY
Creatives are special, unique, wonderful people, no doubt about it. Maybe you feel a little out of step with the rest of world. It's not easy being a creative person. Being an original- or even a little bit different- opens you up to ridicule and persecution.
In the movie Powder, a bald, albino teenager is found living in the basement of his parents' home. A social worker tried to bring him into mainstream society, which rejects his genius and unique powers. A similar theme runs through the movie Phenomenon, starring John Travolta. People are afraid of what they don't understand and fight to suppress orginality and creativity at every step.
R. Buckminister Fuller (inventor, architect, scientist, engineer, author) is responsible for the invention, development, and implementation of some great ideas. He holds 170 patents and has authored 24 books. Yet he was expelled from Harvard and labeled a "kook" because his ideas were so outrageous. It didn't matter that his ideas- worked they simply head of their time.
Steve Job's father, tired of his tinkering in the garage, told him to make something salable or get a job. A few months later the first Apple computer was sold. There are hundreds of stories like this, and each one points out that we, as a society, as a world, desperately need creatives. They fuel our progress.
Taken from Pg. 2-3 'Time Management for the Creative Person": A book I read a year ago~ reading it again!!
Posted at 12:33 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
"We live in a world of Duality: Up and down, light and dark, hot and cold, in and out, fast and slow, right and left. These are but a few examples of the thousands of opposite poles. For one pole to exist, the other pole must also exist. Is it possible to have a right side without a left side? Not a chance.
Consequently, just as there are "outer" laws of money, there must be "inner" laws. The outer laws include things like business knowledge, money management, and investment strategies. These are essential. But the inner game is just as important. An analogy would be a carpenter and his tools. Having top-of-the-line tools is imperative, but being the top-notch carpenter who masterfully uses those tools is even more critical.
I have a saying: "It's not enough to be in the right place at the right time. You have to be the right person in the right place at the right time."
*Currently reading... Secrets of the Millionaire Mind --- Eker, Pg 9
Posted at 12:26 AM in Books, Life, Management: effective feb/27/2011, Personal development:effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
Hunsaker Pg. 40-41
High-Performing Teams.
As Lee Laccoca, former CEO of Chrysler Corporation, said "All business operations can be reduced to three words: people, product, and profit. People come first. Unless you've got a good team, you can't do much with the other two, "Successful managers are those who create, work with, and manage successful teams."
.....
Understanding team performance
Posted at 09:48 PM in Books, Life, Management: effective feb/27/2011 | Permalink | Comments (0)
Currently Reading: Managing People by Phillip Hunsaker & Johanna Hunsaker
Hunsaker Pg. 8-9
Using Emotional Intelligence
Emotional Intelligence (EI) is the ability to monitor and work others' emotions. It is measured in EQ, which is the emotional equivalent of IQ.
Managing emotions: EI has two aspects: one inward facing and one outward facing. The first of these is your emotional self-awareness and your ability to manage your own emotions. The second is your degree of empathy, or awareness of others' emotions, and your ability to productively manage relationships with others. Both inward- and outward-facing aspects of emotional intelligence are made up of a number of skills or competencies.
The four competencies of Emotional Intelligence:
i) SELF-AWARENESS: emotional self-awareness; accurate self-assessment; self-confidence
ii) SELF-MANAGEMENT: emotional self-control; trustworthiness; conscientiousness; achievement orientation; adaptability; optimism; initiative
iii) SOCIAL AWARENESS: empathy; organizational awareness; service orientation
iv) RELATIONSHIP MANAGEMENT: development of others; inspirational leadership; influence; communication; change catalyst; conflict management; bond building; teamwork and collaboration
Posted at 10:10 PM in Books, Management: effective feb/27/2011, You Inspire Me | Permalink | Comments (0)
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