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Atricle Dump - Recognizing The Talents in Our Own Midst
As much as we’d like everyone to be our clone: same work ethic, owner mentality, intelligence level, capable of seeing the big picture and multi-tasking, that’s just not reality. Let’s face it – you and I are the only truly superior business people and everyone e
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of t
I am about to reveal a business consultants trade secret. Most Business Plans don't work. Business Owners either produce a Plan themselves when they launch their business, or pay a consultant to write one for them, but it just ends up, unread and unloved on shelf
Why are we not recognizing those already in our midst? An explanation is: when people are working at lower levels than their management abilities, we can’t see what they can really do.
And in this day and age, we have a lot of people laid off from downsized companies who have to take lower level positions for survival.
We just don’t recognize who’s working for us or with us. We limit our people by their current titles, functions and departments.
Yet getting to know our people is not hard to do – we just need to talk to them! It’s up to management to initiate such talks.
Some companies have implemented “Talent Development Programs”. What we really need are “Talent Recognition Programs”. Management needs to take the time to recognize whom we have amongst those employees currently working as “latent talent”.
There are scores of qualified, skilled individuals who have had to take on jobs many levels below their business capabilities and experiences because of economic downturn or simply because nobody has recognized their abilities and given them a chance to prove themselves.
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of th
Change is the law of life.― John F. KennedyAn emergency room (ER) nurse kept hearing complaints from patients who had been waiting for hours to see a doctor. After reading The 2,000 Percent Solution, she began to keep track of how long it took
And in this day and age, we have a lot of people laid off from downsized companies who have to take lower level positions for survival.
We just don’t recognize who’s working for us or with us. We limit our people by their current titles, functions and departments.
Yet getting to know our people is not hard to do – we just need to talk to them! It’s up to management to initiate such talks.
Some companies have implemented “Talent Development Programs”. What we really need are “Talent Recognition Programs”. Management needs to take the time to recognize whom we have amongst those employees currently working as “latent talent”.
There are scores of qualified, skilled individuals who have had to take on jobs many levels below their business capabilities and experiences because of economic downturn or simply because nobody has recognized their abilities and given them a chance to prove themselves.
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of t
Vintage postage stamps may be known as the stamps that are not in circulation at present and therefore cannot be used to send letters or mails through the post. According to some people, vintage stamps are those that are older than some arbitrary year, such as 19
Yet getting to know our people is not hard to do – we just need to talk to them! It’s up to management to initiate such talks.
Some companies have implemented “Talent Development Programs”. What we really need are “Talent Recognition Programs”. Management needs to take the time to recognize whom we have amongst those employees currently working as “latent talent”.
There are scores of qualified, skilled individuals who have had to take on jobs many levels below their business capabilities and experiences because of economic downturn or simply because nobody has recognized their abilities and given them a chance to prove themselves.
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of t
Planning for the Environment – Changing the Way We do BusinessAt any given moment there are thousands of business meetings and special events going on with millions of guests traveling to and from different locations throughout th
There are scores of qualified, skilled individuals who have had to take on jobs many levels below their business capabilities and experiences because of economic downturn or simply because nobody has recognized their abilities and given them a chance to prove themselves.
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of t
Limited Liability Corporations are a non-corporate form of business in which the owners actively take part in the management. They are protected against personal liability in case of organizational debts and obligations.Individual state law governs the cre
Dig up your employees’ resumes again, from the interviewer’s forgotten files, and get familiar with them. Let’s not leave these highly personal information papers to die in the aftermath of the initial interview. Then let’s talk to our people and ask the right questions.
Test with projects that the individual can work on for short periods of time – say a week, a month or three months and find out what they can do. All this should happen with proper delegating, empowerment and regular meetings.
Finally, let’s assess ourselves and REGOGNIZE the assets that we have in our people.
/end of article.
You may print this article in your ezine or web site or pass it on to others providing nothing is changed and the bio is fully included at the end of the article.
Diane M. Hoffmann(c)2002.
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