Don’t you just hate wasting time on job interviews? To save a lot of time and energy, here are some tried and true methods to ensure you kill off virtual interviews as quickly as possible. First, don’t bother to set up a neat, professional background, good lighting, quality video camera and microphone, or […]
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Last time we talked about a tool called The Reality Checklist (designed by Tony Robbins). This tool is very effective at helping one handle relational upsets in their personal and professional lives. You know, those misunderstandings that cause us to question another person’s intentions. Now let’s look at the anatomy of a conversation that
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It’s not unusual in the workplace to have upsets in relationships. As an influential leader, you must be equipped to navigate these upsets. Read this week’s tip for a phenomenal tool that will help you masterfully do this. The Reality Bridging Technique How do you handle relational upsets in the workplace? Most of
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We’ve been told how important it is to demonstrate that we are good team players, and to give credit to others. And that is very true. However, this can lead to a common mistake in job interviews: too much ‘we’. A job interview is about you – what you will do, what results
I’ve written before about the all-too-common mistake networkers make, of approaching networking in a ‘transactional’ manner. This is especially an issue for many job seekers, who have been told that networking is the most productive avenue for their search (true), but who let their single-minded focus on getting a job make their approach too transactional
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It’s tempting to cast blame when things go wrong. This will not serve you well as leader. See this advice from the exceptional consultant, Alan Weiss: Find cause and not blame. We become preoccupied in business and life with finding a scapegoat, a villain, a conspirator. Most problems simply occur through errors
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A Right Management survey at the end of 2010 of over 2,000 human resource executives, hiring managers and recruiters across 17 countries had the surprising (to me) result that only slightly more than half of Asia-Pacific based respondents rated leadership skill and potential as the number one factor in hiring. Those in North America and
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Here’s a quote from Bonnie Hatcock of Humana, HR Executive magazine’s 2007 HR Executive of the Year: “As we mature as leaders, I think we all realize that it’s no longer about the answers. It’s about the questions – asking those well-placed, well-timed questions that help other people discover solutions.” In other words,
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Do You Pass The Trust Test? The global communications firm Ketchum has polled thousands of consumers across 12 countries several times over the past decade, and in the latest study just 24% believe leaders overall are providing effective leadership. Clearly there’s a lot of room for improvement! What do those respondents consider
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Photo by Bruce Mars on Unsplash Use The Executive Summary Approach Do you want to be more effective presenting technical information to non-technical executives? The first key to an influential presentation is to meet the audience where they are and then to speak their language. Your audience is not intimately familiar with
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