#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership

#HR #RRHH Making love and making personal #branding #leadership

Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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Everyone Hates Setting Goals. Here's How Google Makes It Easier for Its Employees

Everyone Hates Setting Goals. Here's How Google Makes It Easier for Its Employees | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.inc.com - February 12, 2018 12:56 AM

It's that time of year--leaders everywhere are charging employees with the task of establishing goals for 2018. If you've never been through a structured process, this exercise can be daunting, and frankly, feel like a big waste of time. I can assure you, it's not. 

 

Setting goals is critical. Goals provide direction, help you focus, prioritize your time and energy, and ensure that you can objectively prove you've advanced the company's agenda.

 

But just any goal won't do. Research shows that goals are not only important but also that the level of specificity and difficulty matters. Goals that are both clear and challenging drive higher levels of performance.

 

To set their teams up for success, many organizations use SMART goals. Google leaders use something a little different--"Objectives and Key Results" (OKRs). On Google's re:Work site, a resource that shares the company's perspective on people operations, Google explains the concept.


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Kim Colwell's curator insight, February 13, 2018 8:10 PM
This is a very interesting way to set goals.  I've heard of many different ways, however, have never been introduced to this.  I like the collaborative effort, the transparency, and the simplicity.  There are different templates that can be used.  I'm still reviewing what is out there I'm leaning towards Weekdone.  I can see the framework working not only as a company goal setting plan, it can work as a family or personal goal planning system. 
 
Heidi Freeman's curator insight, February 16, 2018 10:53 AM

This could be a goal-setting technique that may work for you! Goal setting is a daunting task, but one we really need to master. OKR, Objective and Key Results, allows you to dream big and then figure out how you will measure your progress.
Ann Zaslow-Rethaber's curator insight, February 16, 2018 12:28 PM

Interesting article from a company that clearly has had success in meeting their objectives.   
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Many Strategies Fail Because They’re Not Actually Strategies

Many Strategies Fail Because They’re Not Actually Strategies | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From hbr.org - November 15, 2017 4:46 AM

Many strategy execution processes fail because the firm does not have something worth executing.

 

The strategy consultants come in, do their work, and document the new strategy in a PowerPoint presentation and a weighty report. Town hall meetings are organized, employees are told to change their behavior, balanced scorecards are reformulated, and budgets are set aside to support initiatives that fit the new strategy. And then nothing happens.

 

One major reason for the lack of action is that “new strategies” are often not strategies at all. A real strategy involves a clear set of choices that define what the firm is going to do and what it’s not going to do. Many strategies fail to get implemented, despite the ample efforts of hard-working people, because they do not represent a set of clear choices.

 

Many so-called strategies are in fact goals. “We want to be the number one or number two in all the markets in which we operate” is one of those. It does not tell you what you are going to do; all it does is tell you what you hope the outcome will be. But you’ll still need a strategy to achieve it.


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The Learning Factor's curator insight, November 14, 2017 4:48 PM

One major reason for the lack of action is that “new strategies” are often not strategies at all. A real strategy involves a clear set of choices that define what the firm is going to do and what it’s not going to do
odbcparrott's comment, November 21, 2017 9:53 PM
Awesome
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How to Really Accomplish Your Goals in 2018

How to Really Accomplish Your Goals in 2018 | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.fastcompany.com - January 8, 2018 4:21 AM

It’s that time of year when many of us get motivated to make ourselves better—healthier, wealthier, wiser, or just different—in the new year. Roughly six in 10 of us make New Year’s resolutions, according to a 2016 Harris poll.

 

But following through on those goals isn’t easy. Roughly half of those who are earnestly vowing to make improvements in 2018 are likely dusting off the same list they had last year. So if you want to actually accomplish those goals—or at least make a dent in them—by this time next year, use these five approaches.


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The Learning Factor's curator insight, January 7, 2018 5:11 PM

If your resolution list looks the same as last year’s, try these new approaches.
Dock and door systems's curator insight, January 8, 2018 4:28 AM

Amid your repair work, on the off chance that you wind up finding an issue which is past your expertise level, you may choose to call an expert to help you through it. A prepared expert who is talented in the different parts of Dock Door Repair in Houston Near Me can evaluate the issue at hand-computer Technology Articles, notwithstanding checking for extra issues which may cause inconvenience not far off.
Xinxiang Yulong Textile's curator insight, January 8, 2018 4:35 AM
This is a good article,may you succeed in 2018,and you have to try your best to accomplish your goals.
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#HR #RRHH The Three Measures of Your #Leadership Success

#HR #RRHH The Three Measures of Your #Leadership Success | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
From www.strategy-business.com - January 13, 2016 1:27 AM

Are you a successful leader? This is a difficult question to answer: No matter how good you think you are, the only evidence of leadership is whether people follow you. Self-serving bias distorts your perception of your own successes and failures. Even if you’re incredibly self-aware, you may have trouble with an objective assessment because your direct reports may only appear to be following — they don’t get an option to be physically present — and not every company conducts rigorous engagement surveys or 360-degree reviews.

So how can you gain a reasonably accurate understanding of your success as a leader? Try integrating three distinctive views.


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The Learning Factor's curator insight, January 12, 2016 4:34 PM

Assessing your effectiveness requires looking simultaneously at the past, the present, and the future.
rodrick rajive lal's curator insight, January 12, 2016 11:16 PM

A very powerful insight into three principal areas for leaders to work on, the now, the tomorrow and then the past in exactly that order! Performing well in the present times, meeting targets should have an impact on what you plan for the future, five years, ten years or so. Similarly, according to the writer, it is also important to look back at your past. Take stock of what went well, what went wrong, and what could have been done differently. It is also about connecting to past co workers and staying in touch with previous organisations.
Elías Manuel Sánchez Castañeda's curator insight, January 13, 2016 2:10 PM

Are you a successful leader?

 

According to Business Strategy:

“This is a difficult question to answer: No matter how good you think you are, the only evidence of leadership is whether people follow you”.

 

I agree.

As heads many of us complain that our employees do not have the performance needed by the company and we expect. Although often we spend a lot of time in training them to develop their competencies (knowledge, skills, attitudes and values). If the results (performance of your employees) are not satisfactory, I think that there are at least two reasons that have to do with bosses or owners of the company:

He could not make a good selection and is now trying a person who does not have the profile nor the desire to be, to become a model employee.Not a genuine leader, not leading by example and values, it is not prepared permanently, you want results (transformation of its employees) in the very short term, although many people do not believe me some owners "enjoy" chaos and / or are afraid of success.

Of course there are other reasons (poor performance of employees) originated in the culture of the country, poor training in universities, inept governments and / or corrupt, but this does not absolve the responsibility of the OWNER-LEADER OR HEAD -LEADER.
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