Who Is Managing Your Career?
I was reminded of this story by Trish, a former colleague. I hadn’t forgotten, because it was the catalyst for a new career advancement strategy I developed. In my various human resource roles I always advise my clients to consider a range of self promotion strategies to advance their career. As a result of the case study below, I developed a new strategy to take the initiative to keep their own company employee file updated by ensuring the Human Resource De

The Fuss about Non-Disclosure-Agreements(NDA)
Suppose you have a technology company and a technology (which may be a trade secret or in the stage of patenting), you need to meet an investor (whether it’s a venture capitalist or business angel). How do you protect yourself from the investor stealing the idea? A partial solution is the use of a legal document called the Non Disclosure Agreement (NDA). What does this agreement entails? Notice that I use the word partial, because not all investors like NDAs

The Fastest Growing Business - IT Management Discipline - Business Intelligence BI (2)
Publishing Guidelines: You may publish my article in your newsletter, on your website or in your print publication provided you include the resource box at the end. Notification would be appreciated but is not required.On this digital Century the business administration is radically moving for new ways, for the Next-Generation of Business Administration. For that reason, this series of articles will show some tips on that new way of doing business.hey’ll respect you. If they don’t get what they expect, they can make your life as a leader difficult. Here are a few of the most common expectations I hear from employees who don’t show much respect for their managers:

"Don’t treat us like mushrooms. Give me the big picture." As I conduct focus groups and employee interviews, I am amazed that employees just don’t have the big picture. The staff I talk to have a great sense of their own duties. They want desperately to contribute in a positive way to the organization’s goals. Employees respect leaders who give them more information than they need, rather than less. Giving employees only the information you think they need deprives them of the opportunity to contribute to the big picture.

"Show an interest in my development." Recent studies have shown that on-the-job learning keep people interested in their jobs. In addition, using growth or individual development plans help employees stay focused and committed. Managers can develop trust and respect by showing an interest in the individual interests and development needs of each employee. Sitting down with each employee on a regular basis to talk about their career can only develop better relationships.

"Have the guts to hold everyone accountable." One of the fastest ways to destroy morale and the employee’s will to do

m amazed that employees just don’t have the big picture. The staff I talk to have a great sense of their own duties. They want desperately to contribute in a positive way to the organization’s goals. Employees respect leaders who give them more information than they need, rather than less. Giving employees only the information you think they need deprives them of the opportunity to contribute to the big picture.

"Show an interest in my development." Recent studies have shown that on-the-job learning keep people interested in their jobs. In addition, using growth or individual development plans help employees stay focused and committed. Managers can develop trust and respect by showing an interest in the individual interests and development needs of each employee. Sitting down with each employee on a regular basis to talk about their career can only develop better relationships.

"Have the guts to hold everyone accountable." One of the fastest ways to destroy morale and the employee’s will to do

eed deprives them of the opportunity to contribute to the big picture.

"Show an interest in my development." Recent studies have shown that on-the-job learning keep people interested in their jobs. In addition, using growth or individual development plans help employees stay focused and committed. Managers can develop trust and respect by showing an interest in the individual interests and development needs of each employee. Sitting down with each employee on a regular basis to talk about their career can only develop better relationships.

"Have the guts to hold everyone accountable." One of the fastest ways to destroy morale and the employee’s will to do

espect by showing an interest in the individual interests and development needs of each employee. Sitting down with each employee on a regular basis to talk about their career can only develop better relationships.

"Have the guts to hold everyone accountable." One of the fastest ways to destroy morale and the employee’s will to do more is to allow the slackers to slack. Managers who address performance issues head on are seen as strong leaders with clear vision. Those managers who allow poor performers to continue in their ways face the impacts, not only from the poor performers, but from those who perform at the highest levels. Who wants to work hard when a colleague slacks off and gets the same or similar rewards? It’s an equity issue.

"Get into the trenches once in awhile." I worked with a team whose biggest complaint was that their manager did not know what they did. Their function was clerical in nature and the manager, when asked, said, "It’s simple. They greet the public and file paperwork. How hard can that be?" In reality, the manager had never done the job. He had no idea what kinds of complaints the staff heard everyday. He had not experienced an eight-hour shift standing behind a counter. He had not experienced the rush of a brief 30-minute lunch period. He lived in a different world and they did not respect him. Had he spent one day a month or one hour a week behind the counter, working side-by-side with his staff, his perspective about the job would have been different and their perspective of him would have changed too.

"Be human." In today’s complex world, we cannot afford to not recognize that employees have a life outside of work. And, in so