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Do You Have the Right People to Grow? |
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 During the past 18 months, a survivalist mentality has crept into the workplace. Some employees are gripped with a "scarcity mindset," which is characterized by fear, risk aversion and a feeling that they must grab their share of limited opportunities.
This outlook, however, is antithetical to the most important challenge facing today's businesses: restarting growth. Companies must refocus on growing existing customer relationships and adding new ones, revitalizing their products and services, and reaching out to new markets. But do they have the right people, with the right attitudes and skills, to support these growth initiatives?
The employees who can help spur company-wide growth will have five key qualities that must be developed and supported.
1. An aspirational mindset.
This stands in stark contrast to the scarcity outlook brought on by the economic downturn. It's a belief in possibilities rather than in limitations, that growth is ideas-constrained, not resource-constrained, and that a rising tide lifts all boats. Apple is a showcase for the aspirational mindset: A scarcity outlook would have driven its engineers to optimize existing cell phone technology to create their entry into the cellular handset market. Instead, they combined a number of seemingly disparate technologies and added proprietary software to create the breakthrough iPhone - 30 million of which have been sold worldwide.
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Younger Bosses, Older Workers: Five Tips for Effective Managing |
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 Many Gen Xers and Gen Yers are advancing to management positions faster than they might have expected. Consequently, they may be responsible for managing individuals with comparable ages to their parents or older siblings.
Here are a few tips for managers who find themselves in this somewhat daunting position:
1. Solicit input.
This shows that you respect their experience and don't think you're better than them. When former CEO Robert Townsend started his remarkable turnaround of Avis Corporation, he conducted a series of morning sessions called "Breakfast with Bob," where he did nothing but listen to ideas from employee at all levels. Great leaders understand that their strength lies in the wisdom of those who work for them, so they actively tap that wisdom. When managing older employees, trying to be the one who has all the answers is sure to offend them and leave you with a meager source of ideas.
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Tips on How to Prepare for a Job Interview |
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 Is it your first time for a job interview? Feeling quite nervous about it? Well you don’t actually have to because if you do, you will not be able to concentrate well on your interview. Here are some tips to follow which may help you to be prepared enough for your job interview.
1. Do some research about the job
Find out as much as you can about the company or the organization. List the names of officers, department heads and managers so you can identify to whom you should send your resume.
2. Be on time
It is the best way to start your interview right. Not only do employers not appreciate waiting for job applicants, but they will also think you are not careful about being on time for work or meeting deadlines. Remember first impression does matter, so don’t let your employers have a bad impression on you by not being on time.
3. Wear appropriate clothes
Dress neatly and in a style appropriate for the job you are seeking.
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