Not everybody is good at business small talk; they cringe at the notion of pregnant pauses and awkward silence.
Many who see themselves as goal-oriented individuals think business small talk is unrealistic; it does not have any purpose, or lead to a clear objective. They see it as a waste of time.
Even those few who struggle to develop themselves in the art of “idle conversation” admit they genuinely do not like business small talk very much.
They could not be more wrong! Business small talk has a significant function. If done right, a short conversation could do wonders for a career. You could…
The most difficult part of a modern job search is determining if the latest technology is a definite movement or only a passing fad. One example is infographic resumes.
Everyone agrees that finding a job can be a job in itself, especially for employers who have to sift through thousands of identical resumes. So it might be reasonable to think job seekers will use eye-catching tricks in an attempt to stand out. One popular trend has become the infographic resume.
With infographic resumes, is it more than just a fad? It could be here to stay.
Video resumes are a prime example of technology gone awry—perhaps even becoming a running joke with employers. Some experts swear by them, others say job seekers should stay away.
The same is true with infographics, the vision and design phenomenon that has now made its way into the world of the resume.
Infographics have already become common business tools, popular for summarizing information in visually appealing ways and making them easy to understand.
It is not difficult to imagine job seekers will try to do the same for their qualifications, strengths and abilities.
Isn’t that is the point of a resume, anyway?
However, an effective infographic resume should depend on the situation and type of job you are seeking. Do it right and it could get you noticed (in a good way); do infographic resumes wrong, and you may be the object of office jokes for years to come.
Four tips for creating a successful infographic resume:
Are brilliant managers born, or are they made? With these four steps, your company can produce great managers!
Like a good employee, highly effective managers can theoretically arise from anywhere, even from the most unlikely places. All they need is the spirit and enthusiasm to respond to the challenge.
Of course, a helping hand from the company would not hurt.
In most companies, new managers have to fend for themselves. Often, senior management wants immediate results and expects new managers to understand the nitty-gritty of the workplace on their own. They hit the learning curve running, rarely given direction to be useful right off the bat.
Companies can certainly produce exceptional managers, simply by following these four steps: Continue reading
Management coaching is always a challenge, and the most successful managers know it.
Few will argue that an excellent manager is also a good coach; they understand and work with employee strengths, as well as support team members to shore up weaknesses.
Management coaching builds teams and fosters respect, as well as a sense of ownership in the job. It clarifies responsibilities and accountability.
There is no one solution for what makes good management coaching, but various traits combined; they allow managers to respond to the challenge.
Want to brush up on management coaching skills? Start with these three issues: Continue reading
5 Questions to Move Your Hiring Process to the Future!
In the search for new talent, the hiring process in most companies is wedged firmly in the past.
For most companies, the hiring process is about yesterday—training and experience—as a way to establish a good fit. They have a problem, and they think someone with a “good past” will solve an immediate need. This imprudence can be a problem.
No matter how “innovative” companies believe they are, in the hiring process, they become frighteningly shortsighted. They only concentrate on a narrow range of qualifications, as opposed to using the hiring process to look for people with the potential to grow into the job.
The hiring process in any company must include non-quantifiable traits. They should include potential, ability to learn and a capacity to contribute to the company’s business goals.
This change in attitude the hiring process out of the past, transforming it into what an employee will be in the future! A good candidate is not as much about his or her past, but also what they can do in one, five or ten years from now.
Five questions to add to your hiring process. They will change how you look at past events into a view of the possibility for the future: Continue reading