"You'll never succeed in this business." That's what my boss told me in 1988. He didn't just say it, he memorialized his opinion in a two page letter-just to drive his point home! He identified everyone of my known shortcomings and added a few I'd been unaware of.
A twelve member search committee spent fourteen months reviewing resumes and interviewing candidates, yet they couldn’t agree on their next president. They were stymied and not likely to solve their leadership problem by themselves. At her wits end the board chair was desperate to complete...
Lisa Gaynier, Director of Preparing Culturally Competent Leaders for 21st Century Organizations at Cleveland State University sent me this: "According to Mary Rowe of MIT, Micro-Affirmations are “tiny acts of opening doors of opportunity, gestures of inclusion and caring, graceful acts of listening.”
June 22, 1985 the general manager of personnel at LTV Steel laid me off. My birthday was eight days away; my wife was three months pregnant. It was late on a Friday afternoon. I was devastated....
Executive recruiters are not in the business of finding opportunities for jobseekers. Instead, we partner with our client companies to find executive talent through research, outreach and our own highly developed networks. Creating and nurturing strong relationships with executive recruiters is key to a successful career. Here’s my take on how to befriend executive recruiters with these 3 simple steps:
I will never forget my first performance evaluation. My boss, Jack, reviewed my first year on the job, highlighting some of my early successes. He then proceeded with a litany of my shortcomings, failures and areas that needed improvement. Several of the examples he cited were over six months old. At the conclusion of the conversation, I said, “I really appreciate the feedback, but wouldn’t it have made more sense to have made me aware of these as you observed them so I could have fixed them by now?” I don’t remember Jack’s response, but I can tell you that he did not change his approach to performance management.
Articulating what sets one firm apart from another can be difficult. You often hear the same adjectives, the same overused buzzwords and the same distinguishing features.
To succeed in today's environment, you must have the highest caliber of employees possible at every level, regardless of your industry. In today's fast-paced world with an increasingly tight market — particularly for executive and management talent — Dise & Company grasps the challenges that must be met in recruiting for key positions.
Great companies hire great people to do great work. Life happens, people grow, they move on. The empty seats they leave behind must get filled. Top Human Resource pros never stop searching for outstanding new talent that can grow, innovate, invigorate and make their company more successful.
I’ve spent the majority of my career in IT, directing large project teams and organizations by building and supporting business systems. There was a lot of satisfaction for me during that part of my career, working with smart people to create systems that allowed our business to achieve aggressive goals. I look back fondly on what was accomplished by my teams and what I learned. One thing I learned very clearly, and was beautifully articulated by a previous boss, is:
