excerpt from Jim Collins Good To Great
Take a look at your desk. If you’re like most hard-charging leaders, you’ve got a well-articulated to-do list. Now take another look: Where’s your stop-doing list? We’ve all been told that leaders make things happen—and that’s true: Pushing that flywheel takes a lot of concerted effort. But it’s also true that good-to-great leaders distinguish themselves by their unyielding discipline to stop doing anything and everything that doesn’t fit tightly within their Hedgehog Concept.
When Darwin Smith and his management team crystallized the Hedgehog Concept for Kimberly-Clark, they faced a dilemma. On one hand, they understood that the best path to greatness lay in the consumer business, where the company had demonstrated a best-in-the-world capability in its building of the Kleenex brand. On the other hand, the vast majority of Kimberly-Clark’s revenue lay in traditional coated-paper mills, turning out paper for magazines and writing pads—which had been the core business of the company for 100 years. Even the company’s namesake town—Kimberly, Wisconsin—was built around a Kimberly-Clark paper mill. Continue reading
Most hiring managers have been there before… the point of despair when you feel you need to find somebody, ANYBODY to fill an open position. When this happens it is natural to want to lower your hiring standards just to get a warm body on the bus. While this can be tempting it will invariably rob your organization of possibility and profits. Our philosophy is that it is better to not fill a position than it is to hire the wrong person for the job.
“80% of employee turnover is due to bad hiring decisions.” – The Harvard Business Review.
When it comes to deciding on your recruiting methods and selecting the right candidates, the amount of choices available to you is nothing short of daunting. Unfortunately, making the wrong hiring decision can cost you time and money.
There is a wide disparity about what a wrong hire can cost a company because there are so many variables. But the cost of selecting the wrong person can run into the hundreds of thousands or even millions of dollars, not to mention the potential negative impact to a company’s reputation, morale, and productivity.
Specifically, recruiters have been known to say that a poor hiring decision for a candidate earning $150,000 per year could cost, on average, $375,000, and that expense comes right off the bottom line.
What do YOU think about when it is that time? Time to create reviews for your employees?
Dread it? Enjoy it? –
Either way these five tips will help you AND your employee feel better (AND perform better going forward)!!
This article is an incredible reminder about who we are, how we can be the person we desire, and what can happen when we transform our way of setting New Year’s Resolutions……
I love it and absolutely agree with all of the steps. So many times we ‘think’ and maybe even ‘talk’ about our goals or desires for the new year, then wake up December 31st wondering where the year went……. I believe in making ‘New Year Resolutions’ throughout the year – like you! AND then on December 31st getting to look back on the year of successes and things to do differently…..
Several years ago when I accepted the job of principal at Yuba Feather Elementary School, a K-8 school in Northern California, I was told by a colleague that I was crazy to take the job. She told me that the atmosphere was hopelessly negative, that the staff was demoralized, and that students’ pride and interest in school were dismally low.
Having been given this advice and background information, I guess I was a little crazy, for I took the job. Despite the poor condition of the school, I sensed a powerful reservoir of potential. I saw a butterfly inside a tightly closed cocoon and believed a metamorphosis could happen. The metamorphosis of Yuba Feather School is something of a miracle? Today it is a school recognized through Northern California for its academic excellence, positive climate, and innovative atmosphere. The school has an award-winning writing program, a successful mastery learning “levels” math program, intense peer collaboration, a peer observation program, a highly successful literature-based reading program, a staff trained in teaching critical thinking, and an adult learning and problem solving environment for the teachers. Teachers from our school are sought out to make presentations locally and for other districts through Northern California. Two video films which focus on the Yuba Feather Writing Project have been distributed nationally and won first place in the 1986 National Education Film Festival. In 1986 the school was chosen as a California Distinguished School as a result of our students’ improved performance on the California Assessment Program test and our outstanding pride in their school.
The combining of ‘surrender’ and ‘leadership’ in one sentence or using surrender when describing a great quality of leadership is rarely heard of.
I believe the following is the top 5 needs for small business owners…….
Great article!! The average Cost to Replace: SHRM has estimated the cost to replace an employee at $3,500, which was the lowest estimate of 17 organizations surveyed, but we agree with experts who suggest that the cost to replace really does vary by role. Still, the cost to replace even a minimum wage employee, when you factor in time lost, training time, interviewing and advertising investment, etc. is significant. It goes up exponentially when an exhaustive talent search is needed. To save over-complication we averaged the costs into a 75% of annual salary turnover cost.
To read the rest of the story…… http://tinyurl.com/bugpn7j
Meghan Casserly, Forbes Staff 12/10/2012 @ 4:06PM
The experts agree: anyone can take a course in C++, but it’s not going to land you the job. The most in-demand jobs for the New Year might be rooted in the booming computer industry, but it’s not only technical and programming chops that prospective hires should be showcasing.
“The most sought-after skill-sets for recruiters are becoming less and less about proficiency in specific processes and coding languages,” says Rich Milgram, CEO of career network Beyond, “And more about how you think systems through and work within the context of the team. Learning a technology is the easy part. Having the mindset to apply it, having the mindset and logic to process it, being thorough and detail-oriented while doing so, these are the critical skills.” Continue reading