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Deciphering Big Data to Make Better Decisions

Harvard business - Thu, 06/04/2020 - 11:00

New York Times bestselling author and data scientist Seth Stephens-Davidowitz explains how to use data analysis to challenge conventional wisdom and make better decisions.

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Working Anywhere Means Elite Cities Are Being Shorted...

Hr Capitalis - Thu, 06/04/2020 - 10:47
How's COVID going for you? I know, what a freaking mess. Nice post by Paul Hebert today over at Fistful of Talent, who's talking about the need for HR Pros to become polymaths, individuals whose knowledge spans a significant number... Kris Dunn
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What Leading with Optimism Really Looks Like

Harvard business - Thu, 06/04/2020 - 09:00

It’s especially important in the face of unprecedented uncertainty.

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You Might Not Be Hearing Your Team’s Best Ideas

Harvard business - Thu, 06/04/2020 - 08:00

Even the loudest voices leave things unsaid.

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Covid-Delayed Start (Bonus)

Harvard business - Thu, 06/04/2020 - 07:45

Dear HBR: answers your questions with the help of negotiations expert Moshe Cohen.

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Don’t Let Your Partner’s Work Stress Become Your Own

Harvard business - Thu, 06/04/2020 - 07:07

A five-step plan, based on research.

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How the Pandemic Has Created New Demand for Older Workers

Harvard business - Thu, 06/04/2020 - 06:05

Nurses, physicians, and coders are being pulled from retirement.

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Hiring in the World of HyperGrowth

Greatleaders hipbydan - Thu, 06/04/2020 - 06:00

Guest post from Beth Armknecht Miller:


Recently, I was working with an executive who shared a job description for a new ITposition. He leads a rapidly growing company so there were going to be multiple hires forthe same position in a short period of time. As he spoke about the position and the next steps in his hiring process, I became uneasy.

Why was I concerned? Because of the things I didn’t hear him say. As he continued to describe his hiring process, it became clear to me that his process was flawed and without adjustments, he would end up with an individual that would probably depart in less than a year. A very costly mistake, when the salary for position was $120K.

As I questioned him, the first gap I identified in his hiring process was a high opportunity for bias. The interview team was comprised of three “old guard” employees none of whom had been trained in screening and interviewing candidates specifically around bias. We all have unconscious biases, yet many hiring managers don’t understand the risk bias brings when hiring an employee. Using validated hiring assessments, is one technique that can help decrease hiring bias. If you are using an assessment, make sure it is validated for hiring. And if you aren’t using one, find one!

This company had big growth plans and had been quickly hiring to meet their growth needs, yet their process wasn’t consistent. Today with the shortage of talent, a consistent process can provide companies with a more expedited hiring process, a critical component to attracting and hiring top players. In addition to an inconsistent process, none of the managers had been trained on behavioral interviewing techniques.

High growth companies have a unique challenge, and that is identifying new employees who can grow and develop with the company. Too often employers hire for their current needs and don’t evaluate a candidate’s potential. This is especially important for a fast-growing company. Now, measuring potential can be difficult when you don’t have any historical information from a candidate sitting across from you. So, what questions can you ask that would uncover a candidate’s potential? From my experience, high growth companies need people who are competent in embracing change, emotional intelligence and continuous learning.

And finally, have an onboarding process that starts the minute a candidate accepts your offer. Get them engaged with you and your team before their first day. This will decrease the likelihood of them having “buyer’s remorse” and not showing up for their first day of a work, a phenomenon which has been increasing the last few years.

So, if you are a high growth company with multiple job openings, take these steps to speed up the hiring process, increase hiring success and talent retention. When you follow these steps you will decrease the time to hire and retain talent that will grow with your company.

1. Identify a validated hiring assessment and develop job profiles using the assessment. Then measure each candidate against those assessment profiles. Also train your managers on how they can decrease their bias during the hiring process. Both assessments and training will decrease your hiring bias.

2. Train your hiring managers on how to conduct a behavioral interview. This requires understanding the related actions and behaviors that will demonstrate future success. It also increases consistency in the hiring process.

3. Decrease the timeline of the hiring process. Evaluate your current hiring process, is it ready for hyper growth? This Hiring Process Checkup can serve as a start to your evaluation. Panel/team interviews is one method to decrease the time to making a hiring decision.

4. Focus on uncovering a candidate’s potential, not just their skills and experience. Understand the core competencies of the specific position and include these three competencies critical to companies with high growth: emotional intelligence, learning mindset, and embracing change.

5. And finally, review your onboarding process and make sure that it starts BEFORE the employee’s first day. A study from the Aberdeen Group found that 83% of high performing organizations started onboarding employees before the first day. Our Onboarding Plan Questions can help you with your review.


Beth Miller is an accomplished author, speaker, and solution provider; her insight and expertise make her a sought-after leadership influencer. A serial entrepreneur and executive coach as well as a former Vistage Chair of 13 years, Beth is featured in numerous industry blogs and publications including Entrepreneur, Leadercast, and TalentCulture.com. Her book, “Are You Talent Obsessed?,” compiles her best practices for business leaders.
Categories: Blogs

Managers: Teach Employees How to Manage Up

Hr Bartender - Thu, 06/04/2020 - 02:57

We spend a lot of time on HR Bartender talking about how managers need to manage and the things that great leaders should do. We need to remember that the relationship goes both ways. Everyone has a boss. Yes, everyone.

Maybe they’re called a supervisor or manager. Possibly your boss is a board of directors. Or maybe your “bosses” are customers and shareholders. But we all have a boss. Someone we’re accountable to. And it’s our responsibility to know our boss and the best way to manage them. This is often called managing up. But what’s the best way to do that?

Well, how about starting with this: Managers and leaders need to tell the people they work with how to get the most from the working relationship. Here are a few examples from my own experience:

One boss I worked with was really difficult to schedule time with. She was busy all the time. The best time to speak with her was when she was driving home. If I tried to bring ideas to her in the middle of the day, she would be distracted, and I typically didn’t get the attention I was looking for. (Translation: I didn’t get the answers I was looking for.) So, I started staying a few minutes later at the end of the day. I would ask her to call me on her drive home. We got to talk. Really talk. And the time was valuable.

My next boss was the complete opposite. He would come in ridiculously early in the morning. And he liked Starbucks. Every morning he would walk by managers’ offices looking for someone to go with him to Starbucks. My colleagues wouldn’t think of coming in early. Me? I got myself up at zero dark thirty for coffee. Why? Because I got quality time with my boss. (Translation: I got a few of the things I wanted.)

While those examples deal with quality time, I had another manager who preferred ideas in writing. If you were trying to pitch an idea, he wanted to see it in writing first. It helped me tremendously in terms of being succinct with my proposals and outlining the needs, costs, and benefits of my ideas. After he had the chance to review and process it, then he would be ready to discuss the idea in detail.

Obviously, there are times when the business forces us to work outside of our comfort zones. Emergencies occur. We have to compromise our style for the benefit of the team. But there is value in knowing how our boss likes to work.

Managers and leaders need to know how to get the best performance out of their staff. But employees need to know how to bring out the best in their manager too. If you’re trying to figure out how to manage your boss – ask them! Next time you have an idea: “When is a good time to discuss with you an idea I have?” After you discuss the idea: “Let me know if this is a good way to bring ideas to you in the future.” A really good boss knows enough about themselves to share information about their working style.

I still love the idea of managers and employees putting together a personal user manual that helps the other person learn more about working styles. Honestly, the activity of putting something like this together could help you learn more about your own working style too.

Being able to manage your boss or manage up is necessary. We’re not talking about manipulation. This is developing a good working relationship. It’s a win for everyone involved.

Image captured by Sharlyn Lauby after speaking at the Flora Icelandic HR Management Conference in Reykjavik, Iceland

The post Managers: Teach Employees How to Manage Up appeared first on hr bartender.

Categories: Blogs

Using AI to Decentralize Organizations

Harvard business - Wed, 06/03/2020 - 11:00

There are no managers, no strict job roles, and no vacation limits at Satalia, a London-based company that delivers AI solutions. How does it work?

Categories: Blogs

Don’t Let Opportunism Compromise Your Corporate Mission

Harvard business - Wed, 06/03/2020 - 11:00

Strategy begins with a clear decision about what business you’re in.

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4 Questions Sales Leaders Should Be Asking Right Now

Harvard business - Wed, 06/03/2020 - 10:00

As uncertainty persists, it’s time to rethink the model.

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THE HR FAMOUS PODCAST: e17 – Crocs and Compensation Strategy in a COVID World...

Hr Capitalis - Wed, 06/03/2020 - 09:49
In episode 17 of The HR Famous Podcast, long-time HR leaders (and friends) Kris Dunn and Tim Sackett come together to discuss Crocs, compensation strategy, Facebook’s new location based salary adjustments, and the return of the MLB. The duo discuss... Kris Dunn
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What Your Youngest Employees Need Most Right Now

Harvard business - Wed, 06/03/2020 - 09:00

The pandemic presents unprecedented challenges for those just beginning their careers.

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How CHROs Have Met the Moment

Harvard business - Wed, 06/03/2020 - 08:00

They’re often at the helm of the corporate pandemic response.

Categories: Blogs

Empathy

Eblingroup - Wed, 06/03/2020 - 07:22

As a white male, I’m reluctant to offer a lot of personal commentary in this post but would argue that a lack of empathy for the lives and life experience of others has been a significant contributor to where we are as a nation this week. Likewise, I believe that we’re not going to emerge from this ongoing tragedy without intentional deep work on empathy and the application of it. That’s not just up to our political leaders; that’s up to all of us.

Empathy starts, I think, with listening without judgment and with the intent to learn deeply about the lives of others. The next step is to allow what we’ve learned to connect with our own hearts and minds. Leaders in all walks of life can practice this personally and create space for the people in their organizations and communities to do the same.

With that in mind, I want to share two resources and one story that have challenged my heart and mind to raise my own level of empathy as I process the events of the past week and to be a better human being who makes a positive difference going forward.

The first is this 18-minute video reflection on George Floyd and the Dominoes of Racial Injustice from The Daily Show host Trevor Noah.  You may not think you have the time to watch an 18-minute video, but, trust me, you do for this. Try to listen without judgment to what Noah is saying and let it sink in.

The next resource I encourage you to read is Kareem Abdul-Jabbaar’s Op-Ed for The Los Angeles Times, Don’t Understand the Protests? What You’re Seeing is People Pushed to the Edge.

And finally, for now, the story. I have a friend and coaching colleague named Lisa Walker who is the justifiably proud black mother of a wonderful 29-year old son named Matt. With Lisa and Matt’s permission, I want to share with you an email she shared with me and other colleagues earlier this week:

“My heart is breaking right now. As the mom of a 29-year son I can’t even find the right words to express the deep sadness and fear I feel for him, and for young men of color in America.  My disposition is generally positive and hopeful. Right now, I’m trying very hard to hold on and be hopeful.

My son Matt is an amazing young man. He is a cancer survivor, an Ivy League graduate, a brilliant mind, hard worker, a kind, loving and amazing young man. Yet, he has to live with the reality that most people who don’t know him, view him as a threat. My son, a threat! I cannot wrap my mind around it. The thought infuriates me.  

Recently, Matt shared that he only feels comfortable going for a run or a walk in his neighborhood with his dog, Kenny. He lives in a beautiful suburb of Dallas, yet when walking or running alone he often gets ‘the look’. The uncomfortable look that makes him feel like he doesn’t belong. When he’s with Kenny he doesn’t seem to get those looks. It’s as if his status improves with the presence of his dog. Alone he’s a threat. With a dog, not so much. 

He’s been pulled over by the police for no reason; followed around in stores as if he’s there to steal; and turned down for apartments, all because of the color of his skin. It breaks my heart that he has to experience this kind of injustice.”

If you’re a parent, as I am, how can you not be moved by Lisa’s story about Matt? Seriously, if you’re a human being, how can you not be moved by that? I’ve got to think that you are. What you’re feeling right now is empathy. Hold on to that, nurture that, because that’s what we need more of if we want to bring justice to the United States and heal this country and ourselves. That’s certainly not the only thing that we need more of but that’s where I personally intend to start – with empathy.

If you liked what you read here, subscribe here to get my latest ideas on how to lead and live at your best.

Categories: Blogs

What to Do When Work Feels Meaningless

Harvard business - Wed, 06/03/2020 - 07:00

Step one: focus on what you can control.

Categories: Blogs

You’re Not Powerless in the Face of Online Harassment

Harvard business - Wed, 06/03/2020 - 06:05

Eight steps to take.

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