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Friday, September 07, 2007Competition Makes you Stupid?
The programmers I know say that most offers are still tied closely to industry averages and that no one “wants to see the craziness of the ’90’s again”—except, of course, the programmers who are getting those salaries and the ones who feel they should be. But many managers will still blow their in-house salary curves and start throwing in sign-on bonuses and other perks when chasing talent, totally ignoring the proven adage that “people who join you just for money and stock, will leave you for more money and stock.” When the talent market gets tight is the time to remember that the best performers didn’t necessarily have the best grades; attend a prestigious school; work for your competitor or even in your industry; have a full head of hair that has no gray; or fits easily into your comfort zone. This is the time when your hiring skill really matters; when your ability to recognize jewels where others see only lumps of coal. Real loyalty can’t be bought with either money or stock options, it’s earned through your actions, your willingness to take a chance, to provide the place where the coal has the opportunity to become a diamond. Labels: Business Lessons, Consulting, Excellence, stories  
Discovering The Secrets of Facebook, Fortune, & Fate.
Join Max McKeown and Laurence Haughton as they make each other laugh while discovering the secrets of Facebook, Fortune, & Fate. So here's the question. Has Facebook become the phenomenon it is thanks to founder Mark Zuckerberg's brilliant strategy or thanks to his knack for landing lucky breaks – and his unwillingness to get up in the morning, even for a meeting with Microsoft. And was it by accident or design that Yahoo's share price topped $400 in its heyday under founder Jerry Yang? Max argues that luck is a hugely under-estimated force in the business world and that many enterprises owe much of their success to good luck rather than good strategy. Of course, this begs the question, is it just luck that makes somebody lucky? Or are lucky people really different? Can luck actually be "taught" – as one psychologist believes it can. What are the things we can do to make ourselves more lucky - and what type of people can be guaranteed to have no luck at all. All of which illustrates the way that luck can be made (self-fulfilling prophecy) through attitude, expectation, and reframing catastrophe. Labels: human resource, Money Making, motivation, stories
Thursday, September 06, 2007Can your people read people?
In the workplace, social settings, and family situations, effective communication is key to productive relationships. But different personality types communicate in different ways, often causing communication breakdowns when opposing styles clash. Marriages chafe. Friendships falter. Work product suffers as office mates conflict. That's why Vertex Pharmaceuticals Inc., a fast-growing drug-development company headquartered in Central Square, is putting its entire 1,100-person work force through SpeedReading People, a program with New England roots that teaches techniques for rapidly identifying other people's personality types -- and then tailoring your communication style to match theirs. To denizens of HR, some of this will not be new, based as it is on personality testing and the theories of Carl Jung, familiar turf for those who know Myers-Briggs, including SpeedReading People founder and author Paul Tieger. But approaching the subject in a programmatic, versus individual, fashion, may be new. Labels: human resource
Why Do People Leave?
A glimpse at the 'winning' entry: My story starts with me being diagnosed with a rare form of cancer. I am in my early thirites and have not worked since March of this year. My boss threw away the paperwork I sent in and then lied about ever receiving it knowing that filing a complaint for the time I should have received would take months if not years to resolve. Its hard enough just trying to stay alive, let alone trying to pull knifes out of not only my back, but the backs of my wife and children too. Thank goodness for bad bosses. They allow me to woo great employees away. So, to all bad bosses out there: keep on with your evil ways----it makes my job much, much easier! Labels: human resource
Wednesday, September 05, 2007Corporate Balance
Work-life balance may have become something of a cliche but the evidence is incontrovertible: Professionals — yes, even lawyers — want a life as well as a career.” Back to corporate culture, where much of the management talk doesn’t match individual managers’ walk. If you’re struggling with the similar turnover, then the key words you should focus on aren’t what people want, but what it costs per hire to ignore it. “Focus isn’t the problem. Every organization, public and private, should keep an eye on the bottom line. The question is whether a model that incurs a dropout rate of experienced, talented women that’s twice the rate of men makes any business sense. One estimate put the cost of an associate’s departure – taking into account recruitment, training and severance — at $315,000.” Yours may not be that high, but considering the same items, you can rough your cost by figuring one to three times the annual salary of the position, whether it’s a receptionist or CEO. And please don’t be tempted to snicker thinking it’s a Canadian problem, it’s a global problem, and it’s going to get worse. The second article, in Boston.com, talks about the lengths some companies are going to to recruit moms—those women who took time out to have kids and the potential for flexibility that should be built into future careers. “In just the past few years, spurred largely by a tight market for white-collar labor, firms such as the investment banks Lehman Brothers and Goldman Sachs have launched targeted recruiting programs. A new class of headhunters and human resources consultants has emerged to help smaller companies do the same. Other companies, including the accounting firm Ernst and Young and management consultancy Booz Allen Hamilton…. Elite business schools like Dartmouth’s Tuck School and the Harvard Business School have programs similar to Wharton’s, and the how-tos of finding and hiring women coming off a career break - women who are “onramping,” in the current human-resources parlance - are hot topics in business school classrooms.” “And it shouldn’t just be women of child-bearing age who take advantage of them, according to many of the executives and academics working on these programs. The broader goal, they say, is for careers with periodic off- and onramps to become a mainstream option for men and women.” “We’re starting to look at flexibility over the course of a career rather than just in the course of a year or week,” says Carolyn Buck Luce, a global managing partner at Ernst and Young and chair of the Hidden Brain Drain Task Force. “It’s just the beginning.” It may be just beginning, but the shortage of people at all levels and in all fields, not just professionals, is now, so for the smartest CEOs, the future culture is now, too. Labels: human resource
Sick Or Lazy?
As the Daily Telegraph reported last week, the research claims that "work-related phobia is an anxiety disorder but because it can occur in people who do not suffer from general anxiety disorders it is different." Or course, critics of the findings and the study say this is just inventing a medical excuse for "skivers." One of the professors involved in the study, Michael Linden, says that he believes one in ever two workers who are on long-term sick leave will eventually show signs of work-related anxiety. Linden is preparing to present his findings to the World Congress on Psychosomatic Medicine in Canada. He added that the symptoms look similar to other anxiety disorders: "Job anxieties can present in the form of panic, hypochondriac fears, work-related worrying, post-traumatic stress, or work-related social anxieties." According to Linden, these disorders will often lead to work avoidance and frequent requests for sick leave. So, in other words, it can cost a company a lot of money in lost time and sick leave pay. So, the next time that employee asks for time off, before you decide whether or not they are just being lazy, ask yourself whether that it may be something more. Could they have some kind of mental disorder? Could the workplace, in fact, be making them mentally ill? Labels: human resource
Tuesday, September 04, 2007Be an Equity Analyst
Indian Equity analysis Labels: Stock Market
Be an Equity Analyst
Indian Equity analysis Labels: Stock Market
How Warren E. Buffett donated his Wealth
Letters from Warren E. Buffett Labels: stories
Monday, September 03, 2007Communication Is Good Remedy
The “secrets” aren’t new, but they’re in a handy format that’s easily assimilated. Read the secrets and pass them on to everyone you know. The more people who embrace them, the more civilized, valuable and productive your interactions will be—both professionally and personally. The Best Kept Secrets of Great Communicators by Peter Thomson 1. Think of listening based on the ratio of having two ears and one mouth. Use them in that ratio. Listen twice as much as you speak. 2. Maintain eye contact. It shows others that you are paying attention. 3. Take notes. This will reinforce your memory. It is advisable to ask permission first in some situations. That permission is seldom refused. If you wish to take a tape recording, it is vital to ask permission. 4. Allow people to finish their own sentences no matter how enthusiastically you want to jump into the conversation. Doing so will indicate respect for what the person is saying. 5. Get all the information that is available within a conversation so you will not jump to any false conclusions. Wait for the end of the sentence or end of the conversation to be sure this conversation is unique from any other that may sound similar to you. 6. Respond so the other person knows you are listening. Your response may be “Yes” or “I see” or merely nodding your head. Any of these will do. 7. Be accepting rather than judgmental so you can truly hear the message being given. Different accents, catch phrases, speeds of speech, and cultural generalizations can get in the way of hearing the actual message. 8. Ask questions when you do not understand something that was said. This goes a long way to building strong communication. 9. Ask core questions. That is typically a series of “why” questions that dive deeper into a particular subject to gain the greatest understanding of a situation. Start with broad information and continue seeking more specific responses. 10. Pause before replying. Pausing will add power to what you say. It indicates you are giving a considered response-that, you thought about it and it is not just some answer you offer every time this question comes up. Labels: human resource
Truth Not So Good!!!
So what else is new? What about telling us something that we don't already know ! Until those people leading major organisations begin to understand and appreciate the asset potential and value of their workforce, this will forever remain the case. Name me one CEO of a leading FTSE or Dow company that comes from a people-related background. I can't and I bet you can't either - although you might want to chew on this absolute fact, which no one has yet picked up on. Warren Buffet, one of the most successful investors of all time bases his investment strategies, in part, on the strength of the workforce as he sees it, through the vision and long-term planning of the senior management. If ever there was a ringing endorsement for organisations to learn from, this is it, but then, hey, I don't suppose anyone is taking too much notice. They are all to busy feting the guru for his uncanny investment skill. Funny that, isn't it ? Labels: stories
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