Every four years the world turns its attention to the Summer Olympic Games and the athletes who inspire us. Is your favorite part of the Olympics the opening ceremony, closing ceremony, an event like swimming, track, or gymnastics? Or, as a manager of people is it instead the
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Think about the planning required for changes affecting the platforms, applications, and data within your department. Many leaders start by updating an architectural diagram to validate current state, before creating a visual document illustrating future state.
But what about your department’s organizational chart? Regardless of staff size, do you have a plan on paper that reflects your team’s current state and creates a roadmap for what it will look like in the future?
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In my December 2015 article I discussed reasons we hire for logic (not merely a grasp of EDI or translator specific syntax) and why we conduct our screening processes in such a way to achieve an understanding of skill sets. Today I’d like to add an additional thought about hiring using a concept called Personas.
Having managed a number of teams over the years, one of my greatest rewards is to witness a diverse group of individuals accomplish a common goal. Diversity in the workplace means a lot of different things to a lot of different people depending on the seat they sit in for your company. What I am addressing here is a different kind of diversity. Let me explain.
Jack Welch - former CEO of General Electric - wrote a book entitled “Winning” that became required reading for some of the managers at a Fortune 500 company where I spent a decade of my recruiting and management career. “Winning” provides some excellent advice on topics such as hiring, firing, leadership, expansion, crisis management, and more.
The book is a quick read, and while you won’t agree with everything Jack offers, perhaps you’ll be able to use one modified suggestion I have found effective when hiring.
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