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Gratitude in Business

This post is meant to be immediately actionable, so we start with a to-do first, then get to the; what, why and how: To-Do: Show gratitude, thankfulness, appreciation, or recognition to three people this week. If possible, do it face to face (computer screen to computer screen works too) and watch their reaction. What did you notice? One of the early lessons I learned in leadership was how a little gratitude goes a long way. I was having lunch with my supervisor and we were talking about a particularly hard project we were working on and how the rest of the team was holding up. I told her that the team could use some positive feedback and/or recognition for the work they are doing. The initial response from her was not great (but common in the workplace), “that’s why they get paid.” Over the next week, much to my surprise my boss sent emails to the team when the team turned in a phase of the project and told […]

Hire for Potential

As a small/medium sized business owner or leader, one of your many hats likely involves hiring. How successful have you been? Do you have a plan? Have you measured if that plan works? The statistics are staggering: 50% of new hires are no longer with their company after just 18-months. With the average cost of hiring an employee at $4,150, it will cost $8,300 to have an average employee stay more than 18-months (not including wages). Yet, most of us continue to hire based on the candidate’s current skill set, not for their potential. The main reason we hire for skills over potential is because the practice saves us time now, where hiring for potential is a long-term investment. Below are 4 reasons why you should consider hiring for potential. Reason #1: Skills can and will have to be taught, values cannot. When looking for talent, we believe skills are important, but not the most important criteria in the search process. Hiring for cultural fit (or add) is more […]