Leadership: It’s the Little Things That Count


Warren Buffett speaking to a group of students...
Warren Buffett  (Photo credit: Wikipedia)

How would your employees describe you?

  • Modest?
  • Considerate?
  • Approachable?

Frequently, these terms describe some of those at the top of the corporate world—people like Warren Buffett and Amazon’s Jeff Bezos. They are CEOs beloved by their employees and are leaders not only on business, but in the values of their corporations.

Most bosses have not reached that level of the CEO stratosphere, and often their management skills are too harsh and dismissive. They bark orders to subordinates and are difficult to reach for one-on-one face time.

Employees shouldn’t have to catch an executive in the lunch area to discuss an issue or ask a question. Being unavailable and aloof is not leadership—and is hardly effective management.

To be a strong leader means respect—not only receiving it, but giving it as well.

Continue reading “Leadership: It’s the Little Things That Count”

Leadership: It's the Little Things That Count


Warren Buffett speaking to a group of students...
Warren Buffett  (Photo credit: Wikipedia)

How would your employees describe you?

  • Modest?
  • Considerate?
  • Approachable?

Frequently, these terms describe some of those at the top of the corporate world—people like Warren Buffett and Amazon’s Jeff Bezos. They are CEOs beloved by their employees and are leaders not only on business, but in the values of their corporations.

Most bosses have not reached that level of the CEO stratosphere, and often their management skills are too harsh and dismissive. They bark orders to subordinates and are difficult to reach for one-on-one face time.

Employees shouldn’t have to catch an executive in the lunch area to discuss an issue or ask a question. Being unavailable and aloof is not leadership—and is hardly effective management.

To be a strong leader means respect—not only receiving it, but giving it as well.

Continue reading “Leadership: It's the Little Things That Count”

Top Ten: Management Expectations Of HR


Ten Things CEO’s Expect From Their HR Departments
Employee of the Month Reserved Parking Sign
(Photo credits: myparkingsign.com)

For the Human Resources professional, they always seem to be working two sides of the same coin.

On one hand, there is the idealistic nature of HR—an essential part of a corporate vision. They are the people who effectively recruit, hire and encourage talent to become valuable team members and elements of a positive, nurturing corporate culture.

However, more often than not, HR staff is pressured by management to be acting as the enforcement arm of the company. They are relegated to be the keepers of order in the workplace; often being the “bad guys” of the office — referees in personality clashes or “den mothers” to discipline employees.

HR departments always seem to be on the losing end of a conflict; bearers of bad news. They are the messengers workers would like to “shoot.” Continue reading “Top Ten: Management Expectations Of HR”

Six Strategies for HR Leaders


Learn how to become a trusted adviser to your business in this free guide.

Click here for your FREE guide: Six Strategies for HR Leaders

HR leaders hear lots of talk about “getting a seat at the table” among the leadership functions of an organization. But what does it really mean?

Simply put, CEOs are demanding a more strategic approach in managing today’s workforce needs, as well as in planning for future needs. As an HR leader, you take ownership of the talent strategy in your organization when you:

  • Follow the money and focus on fundamentals.
  • Get the most out of your talent data, your managers, and your employees.
  • Look into the future while keeping an eye on your talent metrics.

The secret to integrating HR and business processes?

It’s the secret to getting a seat at the leadership table. And it’s a secret you can learn in this complimentary guide.

Download it today, compliments of SuccessFactors. Continue reading “Six Strategies for HR Leaders”

6 Steps To Calculate Talent Management ROI


Increasingly, organizations look to return on investment (ROI) of departments traditionally difficult to quantify, such as hiring and talent management. It may be tough, but it can be done!

English: Cost-Volume-Profit diagram, decomposi...

Investors, CEOs and executives are constantly examining administration costs, for accurate ways to calculate ROI.

In fact, no corporate sector is immune to ROI scrutiny. Research and Development, as well as training and other departments with “softer” (not easily quantified) costs, suffer under the same economic microscope, at least to a certain degree.

Now, HR departments have to justify their effects on the bottom line. Fortunately, technology comes to the rescue. Continue reading “6 Steps To Calculate Talent Management ROI”