In a way, innovation is like sex: those talking about it most are probably doing it the least. Before founding IdeaFaktory, I've had the privilege (and collateral hair loss) of innovating at top Fortune 100 firms, where ‘talk’ was unavoidable.
Early in my career, when I first began leading team-leaders, one of them was clearly struggling – he looked frustrated, sounded frustrated, and it didn’t take a genius to know something was bothering Gary.
So I asked if I could buy him lunch and hear what was on his mind.
As we ate, he began sharing complaint after complaint…he’d been disrespected and abused by a senior manager, his team wasn’t doing as well as he hoped, he wasn’t sure the company’s vision matched his own…and so on.
Gary had appreciated my invitation to lunch and the opportunity to be heard.
But as he started sharing his concerns, I couldn’t stand it…
Candidates who want to reenter the workforce after taking time off are usually regarded with suspicion by hiring managers and others because of the time gap on their resume. Even if they pass pre-screening assessments, have a list of degrees, and have performed many of the job tasks required before, some candidates are not considered mainly they took too much time off.
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