Human Resources Systems for Finance Executives

Human Resurces Systems for Finance ExecutivesHuman Resources Systems for Finance ExecutivesMany CFOs find that their responsibilities have been expanding lately. In a Robert Half Management Resources survey, 85 percent of CFOs said their role now extends beyond the accounting and finance department, most commonly into human resources.Financial executives are often collaborating with HR on benefits and other areas that not only affect a firms bottom line, but also its ability to attract and retain leading employees, says Paul McDonald, senior executive director for Robert Half.In light of this trend, CFOs should understand how and why their organizations use human resources systems. Following are three functions of particular interest1. Generating performance dataHR data is not always as cut-and-dried as financial data. Even when the metrics for assessing employee performance are rigorously defined, theres subjectivity when assessing people. If you want to get to the bottom of quantif ying performance, you must first understand what is being measured and how.Performance appraisal systems are designed to measure as accurately as possible how well an employee is meeting the responsibilities and challenges of his or her particular position.A key advantage of these types of human resources systems is the capacity to minimize any subjectivity in the overall review of an employee. Comprehensive job descriptions and competencies in the program can help provide an empirical picture of whether an employee is, in fact, fulfilling the requirements of that particular job.Get acquainted with how your human resources systems are being used to track employee performance data. Doing so can help you to crunch the numbers when human resources systems reports come in.We can help you and your team by providing expert support when you need it most.WORK WITH US2. Implementing a talent strategyImplementing a strategy for recruiting top talent is a fundamental role of the HR function in any organization. The geschftslebens longevity depends on its ability to attract top performers, as well as its employee retention. And if the talent calculus isnt adding up, there could be a major recruitment expenditure in your companys future.Many of todays talent management systems aid in a variety of decision-making processes by focusing on improving employee performance and helping managers plan for the future of their workforce. CFOs should know how to pull data from this program and assess whether the company is on track.3. Automating common HR tasksKeeping up to date with technology and software can reduce the workload for your HR team. Online options enable employees to manage documents such as vacation allowances and keeping their tax information up to date. E-learning systems can deliver notices about regulatory compliance training, automate the scheduling of training, and dispatch reminders when refreshers are due.When these functions are streamlined and automated, it becomes easier, quicker and less expensive to implement new policies - which benefits your bottom line. Understanding the human resources systems at your disposal can facilitate better decision-making, including to help your company keep costs under control.Human resources systems are only one area in which CFOs need to understand the workings of their HR department. But its a critical aspect of staying current with personnel issues for your business.Want more management insights? Subscribe to our newsletter

PhD or Not to PhD

PhD or Not to PhD PhD or Not to PhD To Ph.D. or Not to Ph.D.?Youre speeding along in your career when suddenly you see the top executives in your company have doctorates. Or youre getting ready to graduate with your B.S. and dont know whether to go for the doctorate while youre already in student mode or get some income coming in. It brings up that great question To Ph.D. or notlage to Ph.D.?Dr. Jason Somerville, chief technologist for Aerophysics, Inc., Houghton, MI, received a degree in physics from The Ohio State University in 1998 and worked for National Instruments in Austin, TX. But, eventually, the Ph.D. question hit. I did software development but wasnt exercising my full capabilities, he recalls. It prompted me to departure looking around within the company and outside the company to find a better job. I saw what I wanted probably didnt exist where I was and to get it outside the company I needed at least a Masters and maybe a Ph.D.Staying FocusedSomerville committed to focu sing on engineering mechanics at Michigan Technological University. Having finished his doctorate in 2008, he feels it was easily the right decision, a decision he saw had an even better outcome by not working full time while attempting it. You have more time to focus on school and its helpful to not have any outside work responsibility pulling you from completing your dissertation, he says, his final thesis dealing with cathode coupling.A masters degree or Ph.D. is needed for many research jobs.Dr. Ted Lynch, CEO at Southland Industries, Washington, DC, a mechanical contracting firm, decided to go for a doctorate in architectural engineering and also doesnt recommend sticking with a full-time job while you do. Its not just the workload, its the mindset, he says. A doctorate can become all-consuming in your search for knowledge and its very difficult to throw in other variables. Even having a family can be tough. Lynch, who worked his last two summers at Southland Industries while p ursuing his doctorate, says the Ph.D. was absolutely worth it, not necessarily for the research but how it got him to take a step back and evaluate his overall direction. I looked at my future and what company do I want to work for, he says. It gave me exposure to a lot of different companies, that piece is invaluable.New KnowledgeHe also thought his Ph.D. was an advantage because it allowed him to do research on the business side, giving him the kind of thinking that cant often be ignored as a CEO. Finally, he says it gave him time to realize he wanted to be with a firm that had both the construction and engineering piece in-house. It gave me time to pick between the right companies for me, he says.But what about that thesis we keep hearing about? Should thatscare people off? Both agree its manageable but Lynch says the real challenge is the originality it requires. Its hard because half the battle is identifying the problem, Lynch says. You have to contribute new knowledge, so you need to ask what else has been researched at that point, what piece are you solving that no one has worked at yet. You can go down a number of different roads.But with the chosen road leading to the most complex paper youll ever write, Somerville advises not to expect it to be easy, either.Eric Butterman is an independent writer.A doctorate can become all-consuming in your search for knowledge and its very difficult to throw in other variables. Even having a family can be tough.Ted Lynch, CEO, Southland Industries

How to move your organization from fear to fearlessness

How to move yur organization from fear to fearlessnessHow to move your organization from fear to fearlessnessThe fear of speaking up is pervasive unfortunately, most people dont realize it.Silence is unnoticed, but the costs of fear shouldnt they are massive. According to Harvard professor Amy Edmondson, companies waste millions of dollars because most employees stay silent.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moraSpeaking up is vital to drive progress and neuerung. If you or your gruppe stay silent, your organization loses invaluable input. People dont just hold back bad news or dissent, but ideas for improvement and growth.Holding back is natural. Silence is intuitive when we dont feel safe. Thats why most of us think twice before sharing an idea or asking a question during a meeting. We dont want to be laughed at, ridiculed, ignored, or punished we think speaking up will get us into t rouble.Organizations need creativity and neuheit, not silence. Without trouble,theres no change. A fearless culture encourages participation everyone shares their ideas and thoughts to move the company forward.So, how do you get started?First Steps to Building Psychological SafetyFortunately, Ive seen a growing interest among companies they realize the importance of becoming fearless. But, few know where to get started. Or the challenge I face more often organizations want to build psychological safety without really changing.Overcoming fear involves revisiting leadership styles, organizational culture, and team behavior. Be ready to challenge how you think.Amy Edmonson, author ofThe Fearless Organization,describes three steps leaders can take to create psychological safety the shared belief that a team is safe for interpersonal risk-taking.Start with the leader they have to set the stage to frame the work and emphasize purpose.Inviting participation leaders must practice inquiry, h umility, and set up processes.Responding productively appreciate participation and destigmatize failure.Getting buy-in from senior leaders is vital to building psychological safety across an organization. However, this shouldnt stop you. Many successful revolutions happen from the inside-out. You can create safe spaces even within a toxic culture.Im not a fan of 22 matrices they can be deceiving or oversimplify things. However, I came up with one to organize and help my clients better understand what it takes to build aFearless Culture.In my experience, there are two key elements at play vulnerability and creativity both feed off each other.Vulnerabilityis a challenging concept. We are taught to look confident, assertive, and in control. Being vulnerable is the opposite. We must be humble to acknowledge our humanity, emotions, and flaws. Its something that everyone must embrace and practice leaders, teams, and individuals.Creativityis more than the ability to solve complex problems its an essential metaskillfor the 21st Century. Dealing with uncertainty and ambiguity requires adapting to a dynamic reality. Creativity helps us reframe and solve unexpected day-to-day issues.Each quadrant addresses a different challenge.Increase Self-AwarenessWe cannot lead others if we cant lead ourselves first. Knowing oneself is critical to becoming an agent of change. Most of us think we know ourselves well, butonly a few really do. It takes courage to confront with our unknown unknowns.Lead with QuestionsLead as if you are right but listen as if you are not.Intellectual humilitymakes you a better leader. In a complex, rapidly changing world, you cannot have all the answers. Asking excellent questions is more important than pretending we know it all.Invite ParticipationAuthentic conversations, not Powerpoints, drive change. People want to actively be part of the conversation, not just feel involved. Participation not only defeats silence people feel less resistant when they h ave a saying on how things should work.Fail SmartFailure is not a destination but a necessary stop in the innovation journey. Fearless cultures dont hide their mistakes. They share them openly learning and improvement matter more than egos. It also prevents others from repeating the same error.How Companies Build FearlessCulturesThis matrix has also helped me capture thedifferent practices to build Fearless Cultures what Ive learned from researching what companies are doing as well as my own practice.To keep this post short, I will share some methods and provide links for further reading. It will help you understand the overall approach. Feel free to reach out if you have questions orcheck out this workshop.A. Increase Self-AwarenessEmbracing vulnerability requires courage trust startswithin yourself.Self-awareness is much more than understanding yourself its learning to how others see us too. Increased self-awareness takes time and regular practice. The good news? You can start sma ll.Organizational psychologist Tasha Eurichrecommendsestablishing the habit of a daily check-in most self-aware people practice it. Ask yourself these three questions at the end of each dayWhat went well today?What didnt go so well today?How can I be smarter tomorrow?Many companies, likeMedium, practice acheck-in roundat the beginning of a meeting to increase team awareness.By asking Whats got your attention? the team realizes the emotions and feelings each person is bringing to a meeting. Understanding where everyone is coming from promotes empathy and reduces useless conflicts.Heres a compilation of15 exercisesto develop self-awareness at an individual and team level.B. Lead with QuestionsLeadership needs to shift fromowning knowledgetopromoting a culture of curiosity. Questions encourage quiet people to speak up. As Edmondson said, Questions create a vacuum that serves as a voice opportunity for someone. They create a small safe zone automatically.Questions promote transparency. Take this one for exampleIf I leave the company, what would you like the new CEO to change?This question makes it safe to talk about what the CEO can improve. First, because she/he is sending the message that she/he wont be there forever. Second, its acknowledging that she/he is not addressing all expectations. Lastly, it drives a sense of urgency it helps uncover issues that are meaningful and critical to the team.Similarly, Steve Jobs was getting anxious that Pixar employeeswerent speaking upat the end of staff meetings. He realized he had to change the question. Do you have any feedback? wasnt encouraging people to talk.Jobs overcame silence by asking,Whats not working at PIXAR? Whats working at Pixar?The first question invited people to discuss what needed to be fixed. It came from a place of honesty and vulnerability. The second one balanced the other it helped people appreciate the positive things.C. FailSmartDo you have a mistake policy?Errors are a necessary path toward inno vation. Explicit your company approach to mistakes and risk-tolerance live it and reward those who experiment.Rajan Tata, founder and chairman of Tata,created a prizefor theBest Failed Idea. He believed failure is a gold mine and wanted to spark innovation and keep his team from avoiding risks.Dont fail fast fail smart. Mistakes are lessons in disguise. Errors are not something to feel guilty about.Social Media consultancy NixonMcInnes created theChurch of Fail its not a new religion but a way of making it okay to err. This monthly ritual celebrates mistakes. Anyone can get on the pulpit to share their own and what theyve learned.Traditional brainstorm processes favor extroverts, people with positional power, those who can think quickly, or like to process ideas by speaking out loud.Overcoming fear takes time. The124-Allmethod is a way to access the inherent power and potential of a diverse group. Firstly, participants brainstorm by themselves, secondly, in duos. Thirdly, in groups of four. In the end, everyone shares their best ideas.Brainstorming progressively builds creative confidence one person at-a-time.Encouraging autonomyand distributing authority help build Psychological Safety - they are essential to develop a culture of experimentation. Listening to peoples ideas is not enough organizations must give them more space to make decisions too. Dont protect your team theres no growth without failure first.D. Invite ParticipationChange cannot be managed by a small group of executives its a shared responsibility by everyone in the organization. Participation not only drives ownership it multiplies the number of ideas and perspectives.Appreciative inquiryis a smart way to drive change through co-creation. It engages all stakeholders in self-determined change organizations are designed, maintained and transformed by conversations.Managers do not have all the answers. Increased participation drives engagement and speed. Invite and conquer let your team choose rather than being forced to support change.Listen to all the voices. Software developer Atlassian practicesconversational turn-takingto ensure even participation all team members get their turn to speak up. Managers or loud people go last to avoid influencing or silencing others.Makeparticipation optional. Sounds counterintuitive but it works. People become more committed when they feel in control. Similarly,self-selection choosing ones activities and team increases accountability and performance.The Law of Two Feetis an essential component of the Open Space Technology (OPT)approach. People can leave a meeting when they feel they are wasting their time. It makes it safe to choose ones priorities wisely.Participation is recognizing that together we create better solutions. Check outthis postto discover other methods to generate conversations that drive change.Your human talent is your most significant competitive advantage. Imagine all they can do if they werent afraid to speak up.A Fearless Culture encourages people to bring their best selves to work. Overcoming fear requires time start small and be consistent. Building vulnerability and creativity will advance your organization. Take the first step.Gustavo Razzetti is a change instigator who helps people and organizations createpositive change. He advises, writes, and speaks on team development and culture transformation. Receive hisweekly insightsor follow him onLinkedIn.This article first appeared on Medium.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Is the Virtual Workforce Trend Harming Communication Skills

Is the Virtual Workforce Trend Harming Communication Skills Is the Virtual Workforce Trend Harming Communication Skills Studies predict that by 2020, more than 40 percent of ur nations workforce- or 60 million people- will be freelancers, contractors and temporary workers. And as so many seek that work-life balance, why wouldnt this trend continue past the next seven years?Most people love the idea of working from home, being your own boss, making your own schedule and, probably the biggest benefit, bedrngnis having to commute into an office.But the flexible lifestyle isnt always as charming as it seems. Like all things in life, working remotely has its downsideInconsistent income (if youre a freelancer)Out-of-office distractionsBeing alone/isolated on a daily basisOverworkingNot working enough (goes back to distractions)Most people understand the pros and cons that come with telecommuting, but there is one area I havent seen addressed as much- developing and strengthening communic ation skills.Think about it When we are young were forced to develop communication skills (outside of the home) as we go to school and interact with others. We learn social etiquette and the dos and donts of interacting with other people.As we grow, we learn the same type of communication skills, only this time for a professional environment. What happens when you take that environment away or significantly decrease your presence in one?Weve heard opinions on how this new wave of technological communication is slowly but surely taking the place of face-to-face communicationwhich isnt always a good thing. Can the same be true for this new trend of telecommuting?Like all good discussions, this issue has some pros and cons that need to be addressed. Shall we?Topic Remote workers and communicationPro Working remotely doesnt harm communication, because there are plenty of ways for these types of workers to stay connected.Youre in the comfort of your home working on assignments for XYZ co mpany. A schwierigkeit arises. How can you stay connected with others on your team?Well, thanks to that good-old boom of technology, there are now more ways than ever to communicate with someone. Skype, Google chat, email, shared whiteboard, IM, group chat, video conferencing, social media, fax, conference calls, and the age-old phone call.The list of technological communications tools can go on and on.Telecommuters often participate in weekly conference calls to stay up to date on the company (or team) happenings. They can have Skype sessions with clients and/or their team members and bosses if they desire to put a face with a name and feel more like theyre physically present.Communication isnt stifled because the remote workers can constantly interact with others on their team, just as if they were in the office.Con Working remotely (physically outside of an office) hinders communication and negatively affects how connected one feels to a team and/or company.Lets face it, working from home can be lonely. This is especially true if you live alone and/or dont have close relationships in your local community.A family friend recently expressed her concern in working from homeI do not feel like Im growing, she had explained. Im the only employee so I never really have to talk to anyone. Sure, I communicate with others on a daily basis, but fruchtwein of it is through email. I am truly disconnected socially.There is a reason our teachers made us work in groups while in school- to learn how to effectively work with others. Developing social skills and understanding how to communicate inter-personally is extremely crucial because life calls for interacting with others.Sure, technology has allowed us to communicate while physically being away from others, but there is something powerful (and necessary) in physical face-to-face communication. Expressing yourself via email is totally different when expressing yourself in someones presence. Physical communication teache s us how and when to use certain tones it can tell a lot about ourselves or others (passionate, excited, sad, etc.) and it helps us feel connected to the person were communicating with.Working remotely can cause a disconnection between the worker and his/her team because of the lack of physicality. For example, in this article the author explains his dislike of being the invisible guy at the table during conference calls and that working remotely adds to the familiar phrase out of sight , out of mind. Because your colleagues never see you they dont know who you are (and probably dont care). You dont feel like youre truly a member of the team.What do all of you think, Recruiter.com readers? If you work remotely (or have) share your pros and cons on telecommuting and communication. Are our technological tools enough or does physically being away hinder communication?

Dwyane Wades paternity leave is a great example for men and bosses

Dwyane Wades paternity leave is a great example for men and bossesDwyane Wades paternity leave is a great example for men and bossesDwyane Wade is spending another week away from the court after the birth of his fourth child, a daughter (by surrogate) with his wife Gabrielle Union. Wadespaternity leavewill see him missing a total of six games, including a homestand against LeBron and the Lakers on Sunday. And while the legendary guards two weeks of leave is the bare minimum recommended by child development experts and pediatricians, its rare in the high-pressure world of professional sports. And that makes Wades commitment to paternity leave a powerful example for men and managers who believe that dadsshouldnt miss work after the birth of a child.Sure, Wade is a multimillionaire who has the luxury of financial stability, but that doesnt mean theres any less pressure on him to get back to work. The Heat are currently rocking a 14-man roster and with point guard Goran Dragic out with a knee injury, the team is running dangerously low on guards. Wade is clearly conscious of that fact. Plus, its his final season in the NBA and itd be ridiculous to assume he doesnt want to make the best of it. But while he might feel some pressure to return, he is staunchly putting fatherhood first. His Twitter bio says as much Im a father First and everything else after thatBut whats perhaps even more extraordinary than Wade insisting on bonding with his new daughter, is the fact that his coach Erik Spoelstra is so hilfeive of his leave. When asked about how long Wades leave might be, Spoelstra was pretty supportive, saying Its day to day, but as much time as he needs.Its rare that new dads hear and absorb take as much time as you need from their boss, regardless of the industry. But its even rarer in professional sports. Consider St. Louis Chiefs quarterback Kirk Cousins who FaceTimed into a meeting with his coaches while his wife was in labor next to him. Think about the fact tha t MLB, the only professional sport to offer paternity leave, only allows three games off and the offer is rarely taken.And more disturbingly, when professional athletes do take time to leave to be fathers, they have a tendency to be roundly criticized by bonehead pundits trying to offer hot masculine takes. On this years opening day of the MLB season, for instance, the Mets Daniel Murphy took the full three-game leave. That prompted New York sports talker Mike Francesa to say I dont know why you need three days off, Im going to be honest. You see the birth and you get back. What do you do in the first couple days?Much of this criticism is couched in old ideas about masculinity and being a good, strong provider. But being a provider is more than monetary. A kid can be given the world, but science is clear that without father involvement a childs development will be hampered. Kids who dont have time to bond with dads are consistently found to have problems at school, and face an incre ased likelihood of addiction and psychological problems, including depression. The fact is that support is about way more than just about being there when the kid pops out and then running back to work to earn that cheddar.Luckily, with Wades leave, there has been very little criticism. In fact, there seems to be global support for his insistence to take time off with his wife and child. Of course part of that might be due to the fact that hes clearly owning paternity leave. Hes been very vocal on his Twitter feed that hes been a doting, hands-on father. Dude even changes diapers, you know, as a good dad does.The fact is that professional sports are one of the last bastions of old-school masculinity. The importance of fatherhood, emotional vulnerability and being a good husband has come slowly to the leagues, but it looks like with Wades paternity leave things might be changing. The hope is that men in other high testosterone fields will see the example and take the time they are gi ven. Because every single one of those minutes is more spectacular than a one-two step dash to the paint that draws the foul.This article first appeared on Fatherly.

Lies Youve Been Told About Resume Job Description

Lies Youve Been Told About Resume Job Description Resume Job Description - Overview Like most professions, pay is extremely much influenced by the degree of knowledge and the skills an individual has. Be sure your set of skills makes a detailed picture of a person that the employer in question is really going to wish to employ. Employers have read countless resumes from people skill sets similar to you, so you should be certain that youre able to get your point across in an obvious way for the very best outcome. Most prospective employers are likely to wonder whether you may answer to authority now that youre no longer the authority. Before getting into the center of a work hunt, its wise to assemble a thorough plan, along the lines of a company program. If you own a lot of the skills from previous work experience, but not all them, then youve got to work out how to finance going to night school or whatever else you should do to change careers. Thus, start out by brainstorming ideas of things which you would really like to do if money wasnt a problem. You dont need to stay with something simply because you used to love it and now you make a good deal of money doing it. Consider what you did for your business. Work experience is crucial on an Office Assistants resume, as their degree of experience may find out how much responsibility he or shes offered. So all of your experience sounds impressive, but they will need to understand how you will help them. Experience in schreibstube management is needed to attain certification. Have a look at the sample resume for office staff positions at the very top. Because most firms or organizations take advantage of large and elaborate databases of departmental records and services like Banner, the office assistant may be asked to enter information and make certain the truth and completeness of the data entered, and in the very saatkorn vein generates reports of outputs as needed. Below are a few tips to hel p you compose a resume that will find an employers interest. Next, consider prioritizing the information that you provide in each individual description. Read my essay writing service reviews and my guide to selecting the ideal service for everything you want to understand about how to pick the best writing businesses. Last, the volunteer work indicates a service mindset. All you have to do is see how you fit within that description. Youre going to want to elect for a resume writing service which stands behind their product or support. Job descriptions and duties are an instance of your normal advertising habits. Manager Job Descriptions Find out the abilities and competencies which make a prosperous manager when developing your work description. Functional resumes are typically the very best option for job seekers that are changing careers, dont have a good deal of management experience or dont need to pigeonhole themselves into a particular industry but still must work for a couple of years until retirement. To begin with, you are going to want to tailor your resume to fit what the employer is searching for. Medical assistants might be able to advance to office manager. Its difficult to land the ideal job whenever you arent even invited to fit the employer. In fact, the majority of medical administrative assistant jobs dont even demand a degree. Employers assume that each and every candidate is attempting to put their very best foot forward, to market themselves at their finest. An office assistant job involves a wide selection of duties and obligations. Physician assistants are qualified to take care of patients with the direction of a doctor or surgeon. Youre searching for an office assistant who will be a fantastic fit for your organization, so dont hesitate to expand on the abilities and traits youd love to have in your office assistant description. With the objective statement, you can better your odds of getting hired when you include the most suitable blend of hard and soft abilities, same as in your qualifications section. Quite simply, your title doesnt encompass all your job responsibilities. Below you will discover the top skills needed to fulfill an administrative position. Irrespective of age, gender, industry or employer there are typical abilities and abilities required for successful performance for a manager.

Juggling the Aspects of the Work Environment - Spark Hire

Juggling the Aspects of the Work Environment - Spark HireInevitably, employees will disagree and complain to each other, their bosses, and to HR about various aspects of their physical workplace environment. Such comments and complaints might involve the temperature, lighting, proximity to other employees, smells, etc. As an HR professional, how can you measure which issues should take precedence? It is within your control to allow or not allow the changes that would make employees more or less comfortable in their work space, but should you assume all the responsibility? What allowances should you make in the workplace in order to maintain morale and decorum? Should certain things be adopted as part of company policy, or should you depend on the common sense of individuals to respect their neighbors?Because there is research that proves employees are more productive in certain environments, menschenwrdig Resources individuals are in a tight spot. Employees gain a hold of these mater ials and wonder why their workspace cant be an oasis when it would improve their productivity. When measuring your sekretariat against these ideal conditions, your department and company should have a clearly defined focus to help guide decisions about office temperature, the color of the walls, or the placement of cubicles in proximity to windows. Productivity in the workplace is an obvious priority, but outside of that, is your employees comfort your priority? Cost-effectiveness? Customer or visitor experience?Within the scope should be consideration for those things an employee can control on their own time and within their own resources. If theyd like more sunlight, encourage them to rise early and exercise outside. Inside the office, suggest that they move around frequently throughout the day. Encourage them to stand up, stretch, and walk around the office space to avoid stiffness or cramps, such as this article from Forbes suggests. If theyre concerned about the air quality (a fter vetting this concern for serious potential risks), invite them to add a plant to their office dcor. If the colors in the space arent inspiring to them, encourage them to spruce it up with colors that affect them positively. While adhering to company policy, invite them to bring in small things that will alter their environment positively, such as a small desk lamp or space heather. In short, encourage them to control the aspects of their environment that are immediately within their control.Even with these expectations in place, menschenwrdig Resources pros cannot leave everything to their employees. Doing so could threaten the morale within the office. Employee questions, complaints, and concerns should always be taken seriously. As a Human Resources professional, its important to be concerned with the human aspects of being in the workplace, including everything from disability benefits to the temperature of a cubicle. However, a well-defined focus can help you measure issues for Human Resources against complaints that are easily taken care of by employees. And once you know this scope, clearly communicating it with employees will be key to achieving a comfortable atmosphere.Whats your strategy for handling employee requests to change aspects of the work environment? We would love to hear from you in the comments belowIMAGECourtesy of Flickr by Gabriel Rojas Hruska

6 amazing ways to take credit for someone elses work

6 amazing ways to take leistungspunkt for someone elses work6 amazing ways to take credit for someone elses workThe path to corporate success is paved with hard work and dedication. But how can you blaze up that path without having to pave that road? Here are 6 amazing ways to take credit for someone elses work.1. Ask them how they plan on solving problem X right before the meeting, then say their plan before they canspeakRight before themeeting, put your hand on their shoulder and say Buddy, I do not know how were going to get out of this one. Sound a bit panicked, and egg them on a bit more for a solution if they dont give you one. If you want to live dangerously, pound the table and say I got it a half a second before theyre about to solve the problem at the meeting.2. Go for a nice stroll by their desk when theyreawayExercise is a great way to improve productivity, especially when your exercise is walking in front of a smart parts desk. Do a quick once-over of their desk or compu ter screen, and if bystanders are suspicious, just say youre looking for some staples. Staples are the most inconspicuous office supplies to look for.3. Repeat a solution someone just said, but add a minuscule detailchangeIf they dont give you all the credit, at least youll get recognition for fixing an unbroken idea. Ideally, the situation would go a little like thisManagerAnd thats why we need to cut down expenses 12% by the end of the quarter. Any ideas?Smart coworkerI think our only vorkaufsrecht is staff layoffs and replacing them with cheaper solutions. I do not see how we can continue doing business when we are so overstaffed. Its either lose a few fingers, or cut off the whole hand.YouLayoffs? Have a heart, have a soul There has to be another waymaybe task automation? We find ways to automate certain tasks, and ask some staff to supervise in case of a malfunction. Sure, some staff will have to find other employment opportunities (maybe most of them) but well survive. The han d stays attached, and a few of the fingers get smaller.ManagerYouve done it again Someone can expect a nice bonus this year.4. Brainstorm with a group, viciously object to the best idea another person says, then say that same idea to management if your own ideas arent connectingThe only thing better than taking someones great idea is make the person who thought of it think its a horrible one.5. Ask for feedback from your team regarding any new initiatives, take that advice, then fire themThey say one of the secrets to success is to surround yourself with smart people. The other part of that is taking their valuable input, then getting rid of the evidence.6. If theres a big project, volunteer to co-chair with someone, and avoid all of the work so they have to doitYour partner may know youre an irresponsible scumbag, but the world will only see a successful project with your name under it.And there you have it. Someones thinking of a great idea right now, so get out and get ready to p ounce.Note After stealing someones idea, proper ways to celebrate include pelvic thrusts towards their direction and posting pictures of your bonus check on their facebook inc wall.If you enjoyed this piece, followWarren Urquharton Medium.Thissatire post originally appeared on The Cooper Review.

Americas corporate courage crisis Building a courage quotient

Americas corporate courage crisis Building a courage quotientAmericas corporate courage crisis Building a courage quotientThe most powerful agent of growth and transformation is something much mora basic than any technique a change of heart. - John WelwoodCorporate America has a leadership crisis. New start-ups are at an all-time low. Anxiety is rampant. As those in leadership roles cling to the deceptive safety of the status quo, we see sub-optimization in performance, resilience, and growth. My 30 years of experience as a business consultant, working with more than ten thousand executives across 200+ companies has confirmed for me that executives are not failing due to a lack of IQ or ambition.Most every failure was due to a lack of emotional intelligence, of nerve in which one or more key acts of courage were missing. Im not the first to point this out Fortune magazines June 1999 article Why CEOs Fail came to the saatkorn conclusion. Where courage stops is where effective leaders hip stops.Courage comes from the French coeur, meaning heart. Yet intelligent, ambitious, astute senior executives underperform or outright fail due to a lack of heart. It is not helpful, however, to simply say, You need more courage. It is more useful to realize that there are at least seven distinct types of acts of courage and to explore which have been mastered and can be leveraged as strengths, and which need development as soon as possible.Just one example a CEO, extremely smart, competent and empowering of subordinates, was willing to hear the bad news and took pride in not micromanaging. This worked well until excessive conflict hit his management team. Two powerful executives were at loggerheads and the team took cover, sub-optimizing, getting little done while key decisions were not being made. The CEO lacked the courage to confront an executive in a position of influence with a key customer. Nine months after failing to take action, his mainboard of Directors fired him. This, unfortunately, is not an exception. Are you respectfully and clearly confronting those you need to hold accountable?Knowing that there are distinct key acts of courage allows you to calibrate, refine and then focus on exercising the form of courage you most need for your leadership development. Leadership is a learnable art form more than a science. One of the fundamental requirements of leadership is that of exercising the right act of courage when it is called for. Knowing the different acts of courage allows systematic development of the one where you are weakest. Take a moment to look at the following seven acts of courage and evaluate yourself where 1 is very weak and 7 is extremely strong (you are a role model for others.)From The 7 Acts of Courage1) The Courage to Dream Express It (vision, big goals, putting it out there)2) The Courage to See Current Reality (seeing strengths, weaknesses, the state of your business, your career, your family, your life taking any blinde rs off)3) The Courage to Confront (telling truth to power per the Quakers, willing to confront up, to speak up with respect, seizing the moment to offer coaching insights, ideas, suggestions)4) The Courage to Be Confronted (to listen non-defensively to criticism, learning from critiques, listening to learn, seeking out the bad news, asking for contrary viewpoints, rewarding people for speaking up)5) The Courage to Learn and Grow (stepping into the unknown, tolerating ambiguity and uncertainty, taking calculated risks, giving up any addiction to being right instead focusing on the bigger win, willing to lose a battle to win a war)6) The Courage to Be Vulnerable (asking for help, letting others know they are needed, open to the passion, wild ideas and strengths of others, emotionally open and present)7) The Courage to Act (putting yourself in harms way, stepping up when needed, willing to commit, follow through, moving through resistance and fear in the moment to do the right thing)Do you know which of the above seven key acts of courage are most often missing or least developed in senior executives and thus in their organizations? Most of the leaders and managers with whom I have worked over the decades have the courage to dream, see current reality, learn and grow, and take action.What has tripped up the vast majority has been The fear of confronting a boss, a key peer or powerful influence leader, the fear of being confronted of being seen as weak, coming across as defensive and not actively seeking out the bad news, and the fear of being open and vulnerable. If you ranked yourself lowest for any of these three, you are in good company with the majority of executives in corporate America. Whether it is one of these three, or any other act of courage that you rated the lowest, take note This is your Achilles Heel that will keep you from hitting your full leadership stride.Are you ready to leverage the acts of courage you are strongest in while working on the act(s) you have least developed? What you will not face or address will cost you most dearly. As James Baldwin wisely wrote, Not everything you face can be changed, but nothing can be changed until you face it.Are you ready to face what needs to be changed in your Courage Quotient? Do you have the heart to address it, to be your best?Robert Dusty Staub, is an international speaker, best-selling author, and the CEO of Staub Leadership International a business consulting company that trains executives and teams in creating high-performance outcomes.

Deciding If A Reduced Work Schedule is Right For You

Deciding If A Reduced Work Schedule is Right For YouDeciding If A Reduced Work Schedule is Right For YouThere are many things to consider before you accept a reduced work schedule.A reduced work schedule could be your answer to work/life balance, but this may be one of those preconceived nothings we all have about parenthood. If we work less, we can be more successful at work and at home. This may be true for some moms, but others find that they can find work-life balance through a flexible schedule, a partner who carries his or her share of childcare responsibilities or an extra pair of hands, such as a nanny or grandparent. Before you jump into a reduced work arrangement consider whether or not itd be a good fit for your life. For instance, your children will be minors for about two decades, and its hard to predict when theyll need you fruchtwein at home or at school events. If you assume that youre most needed when your child is an infant and thus negotiate a reduced work schedule , you may be unhappy to learn that your angst-ridden tween is actually the most demanding. Decide If You Could Afford a Lesser Income Even if you keep the same hourly rate of pay, because youre working fewer hours each week, your overall take-home wages will drop. On top of this, many professions experience a part-time penalty, in which your pay drops even more than it should, proportionately, because reduced work schedules are considered a perk that compensates for a slightly lower hourly rate. Take into consideration how your daycare costs would be affected. If your child goes part-time, does the tuition increase (because youre holding a spot a potential full-timer could fill) or does it decrease? The best advice is to look at your household budget and see where you could cut back on spending. There are always things that can be cut it just depends on how much youd like to change your lifestyle. Your Workload Imagine the disappointment when youve finally worked out the perfect part-time schedule, only to discover that your workload refuses to squeeze into the hours for which youre being paid. Not everyone on a part-time schedule experiences this problem, but many do. Unless your job can truly be compressed or pared down so that you can complete your responsibilities in the allotted time, you could be shortchanged by taking a reduced hour schedule. Before you agree to your new schedule, negotiate what your job responsibilities will be. Show Youre Committed to Your Work You may believe wholeheartedly that youre just as committed to your career on a reduced hour schedule asyou were when you were working full time. The sad truth, however, is that many of your colleagues and managers may assume that youre not interested in advancing as quickly or taking on challenging projects because youve reduced your workload. If this is the case youll need to get creative in how you can show others youre still committed to your career advancement. You could seek out t ravel and stretch assignments. When youre in the office you can be even more focused and efficient than you were before because youre there less often. You can meet with your manager often to show enthusiasm about your projects and share ideas you have about future ones. Set Boundaries Early On to Avoid Overwhelm A final complaint from some moms on reduced hour schedules is that because they have slightly more free time, people will try to use it up. Maybe the school asks you to volunteer more often, or neighbors request that you help with package deliveries or home repairs because youre home one day a week. Your spouse may even be guilty of cutting into this hard-earned time away from work, by loading you up with more household errands. If you commit to a reduced work schedule, cherish and protect the free time youve earned. Set daily personal and professional goals so that when someone asks you for a favor, itll be easier to say no instead of yes. Decide What You Need This Free Time For Is catching up on housework,piled-up laundry or grocery shopping be worth you changing your hours? Perhaps you have no time for self-care or exercise and working a reduced work schedule would give you time to hit the gym. Either way, youll end up with more time to fulfill the needs of your family or yourself. If you are struggling with this, a reduced work schedule may be your answer. Reducing Your Hours May Be Better Than Quitting For some working moms, reduced work is the best alternative to quitting a job entirely. If your spouse has a demanding work and travel schedule, you may have to work part-time or not at all. In this case, reduced hours present an acceptable compromise between the full-time career you really want, and giving up any paid work. Making a career change like this is a tough decision for some.For some, the decision is easy because they are fed up with the position quo and need a change. For others, there are so many factors that writing out th e pros and cons, with the assistance of this list will help them make an informed decision. Just remember you always have a choice, if you choose to make it.