How do we draw the best out of people when so many of the rules and practices in life have changed? How in today’s new world can people reach their best at their best, given the speed of life and the torrent of information and obligation? Is there a coherent, evidence-based plan that every person can use to bring the best out of themselves or the people they manage? With the help of Dr. Shine, I offer a theory here of how to do just that. It includes 5 steps. I call it the Cycle of Excellence….
Shine: Brain Science, Practical Psychology, Ancient Wisdom and the Cycle of Excellence By Edward M. Hallowell, for ChangeThis.com
So you started your business and it’s humming along nicely, but now, you are not.
For whatever reason, you are not living the dream or making the money you had hoped to make, whether that be to make money online or offline.
Exploring options as to what to do requires more than just thinking about it. It takes a restructure of your business plan (even if you don’t actually have one) with a rollout execution time line. As Stephen Covey talks about “begin with the end in mind”, so too can this be done regardless of how old your business is.
It all starts with making the decision…
As featured @rubyconnection…
What does that mean exactly? No doubt when starting out, you will have heard how you should “start with the end in mind”? Coming from experience, it’s really hard to do that without knowing what the “end” can look like.
Having said that though, there are a couple of easy steps to consider from TODAY that will get you in the right frame of mind…read on
My very first post on Ruby Connection…woo hoo!
Two in five employers in Australia fail to use succession planning strategies, an industry survey has revealed, reports HRLeader.
The 2011 XpertHR survey looked into succession planning practices throughout Australia, with almost half of respondents stating that they had not undertaken such strategies to help aid internal recruitment processes.
While 23 per cent of organisations use a formal process to implement succession planning, a further third of respondents said that they used an ‘informal’ approach, with the remaining participants completely refraining from implementing processes.
Questioning almost 150 employers, the survey found that the main reasons behind the failure to use succession planning were:
- it was not a business priority;
- their organisation lacked the resources or HR expertise needed to run the process;
- staff turnover was low and
- the size or nature of the workforce made it irrelevant.
That wouldn’t be you by any chance now would it?