I know…so many people don’t like the word asshole. But really, there isn’t a better word to comprehensively represent the characteristics we are about to discuss. I’m not alone in drawing this conclusion either. Dr. Cameron Sepah is a psychiatry professor and graduate of UCLA and Harvard. He has laid out the “Anatomy of an Asshole” because this word, while not a clinical word, embodies a shared understanding of a clearly categorized behavior pattern. (Well
The Open Door Policy Fail Saying you have an “open door policy” is the equivalent to saying you are not going to proactively do your job. Say what?! I know…this policy is intended to communicate positive attributes like the idea that you are available and there for your people or that you are “approachable,” but the truth is, it’s a terrible policy! Time Management Good leaders understand the importance of having strong time
Most people understand LinkedIn is a powerful tool in seeking out jobs. But so many only use it to the extent of applying for jobs. Particular clicking hundreds of LinkedIn Easy Apply. Asking for consideration is only a fraction of the process. Once you are considered, do you really show your value? Even more powerful, what does your profile tell recruiters? Here are my tips for telling recruiters and hiring managers the right
In recruiting, the first filter I run candidates through may surprise you. Most people think filter one is your resume. In reality, your LinkedIn, correspondence, and first conversation are all creating data for the LUCID test: Logical, Understandable, Comprehensive, Intelligent, Direct. LinkedIn: Insight to how you self-identify on a public platform Correspondence: Insight to how you communicate in written form, both in terms of clarity and professionalism. Conversation: Insight to how you communicate verbally,
Go to any rock gym or climbing wall and you will find people standing around staring at the wall. They look like they are taking a break or are maybe tired, but if you look closer, you will discover they are analyzing the problem they want to solve. This is because once you are on the wall, you no longer have the right perspective to see the entire problem. You are simply too close…
In December, I wrote a blog about why you should conduct your people, not manage. This blog walks through the leadership structure of a symphony. I briefly discussed the unique culture of the respect musical organizations hold. This topic has struck a chord with many people and opened conversations, which has lead me to expand on the topic. Firstly, yes…it does exist Just about every company professes to have a culture of respect.
I speak with recruiting candidates every day, and every day I give the same advice for the interview: be yourself. Seems perfectly logical and simple, right? Like, who else would you be? Yet, over and over I see people go into interviews where they say the right things and give calculated answers and work to show their very very best… …and none of it feels real. Saying the Right Things Here is the
My first professional job in operations was as a program director in a university. I reported to the Dean of Student Services/Provost, at that time. I didn’t fully realize then how lucky I was to be mentored by such a profoundly strong leader: Scott. Scott gave me the first piece of valuable advice: Know When it is Better to Ask Forgiveness than Permission I know this sounds crazy, right? And in many companies
Everyone is talking about big data analytics right now. I can’t say this is an “emerging” industry, but more of a large scale growth and sophistication. Thanks to the information era, we now have insights into human behavior we never had before. Think of your cell phone. Google pulls so much in the way of data based on your GPS coordinates alone. You really are not actively completing a survey or giving feedback, it is
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