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Not everyone comes into work with the same level of engagement, motivation, and passion each day. But if more than a few of your employees are making a habit out of being tired, stressed, and
What a great case for improving your management. Now!
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Tech City Apprenticeship (TCA) programme which will provide young people the chance to work with digital companies in London
And this isn't the only scheme for Tech Apprentices. At a presentation this week, I discovered that the biggest group of apprecnticeships is for office workers! With Tech workers not far behind. I think the idea of offering apprenticeships for current day jobs is brilliant. Many people learn better 'on-the-job' rather than in college or university.
Spread the word.
Deciding whether to train and promote your current staff or bring in new blood is a choice many IT leaders face on a regular basis. The best decision, of course, depends on many variables. The first step is answering these six questions.
What about a third way? Why not hire a short term mentor who can pass on their experience, without you having to hire them fulltime or for a long time.
Worth reading just for the Lego pictures! As a former overweight 'runner', I can certainly attest to the fact that the first few minutes are the worst. Seeing everyone else surge ahead, leaving me puffing in thr rear is not only painful, but somewaht dispiriting too.Starting a new business or project is very similar.
There is a stubborn shortage in the skills the UK needs to remain competitive and fuel long-term growth, according to the annual CBI/Pearson Education and Skills survey published today.
There still seems to be a total disconnect between business and academia with regard to teaching relevant skills. Schools and 'universities' just don't understand what skills are needed and forget that, without the 'real' world, there would be no funding for the academic research they seem to think is the pinnacle of achievement.
Bombardment by the media doesn't help either, as many children and young adults see the apparently easy option of celebrity as a career option!
And I still don't understand how any school can be considered successful if it hasn't educated ALL of its children up to the basic standard of literacy, numeracy and general life knowledge necessary as a basic staple for any job. What use is a 'media studies' qualification if the person can't write basic meeting notes, manage their credit card payments or understand the importance of timekeeping?
It makes me so mad that we are STILL failing to get this right.
Control is a mirage. The most effective leaders right now--men and women--are those who embrace traits once considered feminine: Empathy. Vulnerability. Humility. Inclusiveness. Generosity. Balance. Patience.
Excellent article. Whilst generalisations on the basis of gender make me nervous, this article highlights the need for traits we normally consider to be female. This fits with the increasingly accepted position that influence is more imporatnt than control when it come to running a business.
Many thanks to Ron for sharing this article.
Very interesting article, if not exactly new insights. Like many articles on the topic though, it could lead people to 'generalise' and assume certain traits without due consideration of the individual circumstances!
It would be more interesting to find out if people in different jobs/industries etc had differing communication styles.
WorldatWork just released its 2013 Trends in Employee Recognition report.
Is this risking the 'one size fits all' approach? HR often think that if you have a formula, managers don't need to understand or have the power to action individual motivators. Or am I being overlly cynical!
Some interesting concepts. Not sure I see the trends in the same way. Are we trying to make recognition too formulaic?
I needed to hire a new salesperson, and one resume stood out like a sore thumb. The applicant, Ari, was a math major and built robots in his spare time—clearly not the right skill set for sales
Everyone recruiting or planning to recruit should read this article.
A few years ago, I was responsible for interviewing for a graduate recruitment programme for a large corporate. We had HR people running out of our ears, yet I was the only person who pepared a list of sitauation based interview questions. Most people had read the job descriptions and planned to ask 'ad-hoc' questions. How they expected to be impartial when interviewing 6-8 people a day was a mystery! Needless to say, many used my interview questions.
It always amazes me how many people do not prepare for interviews as the recruiter. The cost of emplying the wrong person is considerable, so why doesn't everyone involved in the process take more care?
If everyone was civil to everyone else, and respected that everyone's views were equally valid to their own (however crazy you may think they are in private), the world would be a much nicer place.
Being civil costs nothing, and gives you a good feeling. So why are so many people incivil? I know that, sometimes, being civil, can get you 'slapped down', ignored or rebuffed. But if we all tried to be as civil as possible, even these incivil people would eventually get it! Wouldn't they?
Excellent discussion of "Incivility". Some workable information for every leader.
Managing and driving successful change is the top priority for business leaders according to a recently published study by the DDI; see the graphic below: However, whilst the above graphic shows the importance of managing ...
Basic stuff - but so often forgotten. Having been through a number of major change management initiatives, and been responsible for some, I can attest to the importance of getting all 5 of these right. (And how hard it can sometimes be to do it!)
Or if you live in the UK - give me a call! Especially if you're trying to manage IT people - I am very used to facilitating groups of techies.
Sometimes, having an outside person facilitate can help you avoid political issues, 'competitive' positions and group think. They can ask the questions no-one dares to ask, and make sure the question gets answered.
Trust in Business – who needs it? was the title of an excellent lecture given by Ian Powell, Chairman and Senior Partner, PricewaterhouseCoopers LLP as part of the Distinguished Executive Address Series at UWE in February which I attended along...
Here is a great article on Trust in Business. Well worth reading by all.
If you have a toxic boss, the last thing you want to do is spend your valuable time trying to bring out the best in him or her. But that’s just
Not just for Toxic Bosses.There is a tendency to assume that only the boss or your manager has responsibility for improving the working environment; a 'them v. us' attitude. If everyone in the team did this, it would make for a much better working environment all round.
By Paul Fitzgerald As many companies consider new strategies and employ pro-active and forward thinking responses to the demands of today’s recessionary times
We sometimes get so hung up on the latest, new-fangled, super-duper, latest cool academic thinking stuff, that we forget the basics - lead well and build your team.
It's time to look at the causes not the symptoms. Here's why 1890s business culture is a good place to start.
“… imagine a crew team out on the River where three people are rowing their hearts out, five are taking in the scenery, and two are trying to sink the boat.” Is your team like that?
This article says that the fault is culture. But I still think that most managers don't even get the basics right. It's all very well to blame the 'culture', but if every manager at every level focussed on the basics, then the culture would improve too.
Interesting article but trying to blame business culture in general is not really my focus. The last paragraph covers a very valid suggestion; "an organization completely populated with three-dimensional human beings and not avatars and role players." Authenticity!
Women share experiences of being told to think like a male, keep your head down, and to not even bother with a career in tech.
I guess I've been lucky, in not having experienced a lot of this nonsense in my career. Although I did get a lot of opposition when I promoted my secretary to an IT techie job after she studied for an IT qualification in her own time. There were comments like 'but she's a secretary, secretaries don't go into IT?'
Author Vickie Milazzo says women need to extol their accomplishments more in order to succeed in the business world.
I don't think women should act like men, any more than men should act like women. But, it helps to aware that men and women can have differing ways of communicating and confidence. Be careful not to over generalise however!
Be confident, be natural and be aware.
The BYOD (bring your own device) movement affects everyone at a company, from CEO on down to the hourly worker. Here are 10 of the most common worker types taking shape in the new BYOD workplace.
An original (and entertaining) look at BYOD that focuses on the people, and their motivation, rather than the technology itself.
If you don't already have a BYOD approach, then you'de better get one. People are bringing their devices to work whether you like it or not. Deal with it.
Job titles are frequently seen as cheap alternatives to real compensation. Every HR executive knows that many a challenge can be prevented with the proper timely endowment of a fancier title.
Personally, I don't believe this tactic works as well as it may have in the past. It doesn't surprise me there are challenges.
No mention in this article about integrity or honesty. For mine, these decision criteria trump any other motive ... and the motives outlined in the article are distinctly unsavoury.
And yet, this type of maanagement decision making is so common, that the author doesn't realise how distasteful it really is. Obfuscation, deception, overstating the positives and disregarding the negatives have become the norm.
When it's not reasonable, say "No" and then look for a more appropriate and honest way to motivate and engage your 'problem child'.
Industry experts discuss gender at a roundtable with Mortimer Spinks, in partnership with Computer Weekly and Lady Geek
While I agree that IT's 'geeky image' is putting a lot of people (especially women) off from considering IT as a career, I'm very wary of generalisations like those contained within this article.
What do you think?
First things first: Confidence is not bravado, or swagger, or an overt pretense of bravery. Confidence is not some bold or brash air of self-belief directed at others.Confidence is quiet: It’s
A spot on list of what a truly confident, rather than arrogant, person is like. And a good checklist for improving your confidence too.
When your staff is frustrated and resentful, morale and productivity can take a big hit. Knowing how to spot the signs may help you preempt a full-sca
And 10 signs your Management is in meltdown too! A good manager will not let any of these happen, unless the company itself is in meltdown.But even at this stage, the situation may be salvageable.
For advice on fixing either of these, and the knowledge to tell the difference, get in touch!
What managers should consider when deciding whether to release employees early from their weekly labors
In my experience, this works best as an occasion treat. Any more frequent, and people start to see it as part of their regular reward system, and it ceases to be a motivator.
Don't forget to give people a little notice though. Anyone with children (or other dependants) or after work commitments, may need to make alternative arrangements making this actually a disincentive for them.
Today’s IT pro needs both technical expertise and soft skills — that’s nothing new. But the scope of those in-demand soft skills jus
These skills are needed by everyone, but IT pros are generally employed for their technical skills not their soft skills. Unfortunately, employers then assume people can just 'pick these skills up', when what they really need to do is help IT pros through development and mentoring. It's rather like developing a muscle. You at least need a training programme to help people exercise the muscle. For highly valued IT pros, a mentor can be a good solution. A mentor is rather like a personal trainer, who will provide knowledge, support and encouragement throughout their development. A really good mentor is someone who has also been an IT Pro.
How does your organisation develop soft skills in their IT Pros?