Here’s What Hiring Managers Actually Care About – Aimée Lutkin

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You can’t jump into the mind of the person sitting across from you in an interview and know exactly what they’re looking for. But there are, fortunately, some basic qualities most hiring managers think are pretty important across the board. In a survey of 800 people who have been responsible for interviewing and hiring at their company, Netquote put together some general observations about the process. The things we’ve always suspected as being personally important—like our creativity—are actually pretty low on the scale of the manager’s scale. Here’s what they actually do and don’t want to know……..

Read more: https://lifehacker.com/heres-what-hiring-managers-actually-care-about-1830079581

 

 

 

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8 Time Management Hacks to Optimize Your Life In and Outside Work – The Oracles

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Time is everyone’s most valuable and scarce resource. Managing it effectively can be the difference between success and failure. These Advisors in The Oracles share how they manage their day to optimize their business success and personal life. To really manage and maximize your time — to squeeze every opportunity out of it — you have to appreciate how much you have. Take control of your time, and don’t allow others to. Get family, friends, colleagues, and employees to agree on the most important priorities……..

Read more : https://www.entrepreneur.com/slideshow/322152

 

 

 

 

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How This Millennial Came To Realize The Value Of Old-School Management – Chris Myers

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Youth is a funny thing. No matter how many mentors you have, classes you take, or books you read, you always think you know better. It doesn’t matter if you’re talking about business or simply life in general, the young are genetically programmed to reject the wisdom of their elders. It’s only when you accumulate enough life experience and begin to become an elder yourself that you begin to realize that much……

Read more: https://www.forbes.com/sites/chrismyers/2018/10/17/how-this-millennial-came-to-realize-the-value-of-old-school-management-techniques/#23d85b7627cd

 

 

 

 

 

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5 Ways To Go From Being A Good Boss To A Great Boss – Karlyn Borysenko

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There are a lot of bad bosses out there – that’s no surprise. In fact, 65% of Americans would choose to fire their boss over getting a pay raise. But what gets lost in the midst of trying to stop an awful lot of bad behaviors is the fact that there are a fair number of good bosses out there as well. These are bosses who genuinely care for their team members and want to do the right thing by them. Bosses in the “good” category are already doing a lot of things right, but still have room to move from “good” to “great,” and drive engagement and team productivity on a whole new level……

Read more: https://www.forbes.com/sites/karlynborysenko/2018/10/15/5-ways-to-go-from-being-a-good-boss-to-a-great-boss/#4ee9bf81488a

 

 

 

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Three Behaviors That Can Help You Mature From Boss To Leader – Chris Myers

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One of the most embarrassing mistakes I made early on at BodeTree was believing that the title of CEO automatically made me a leader.  It didn’t. I had power, but had yet to earn my authority. Thought I fancied myself a leader, I was just a boss. It took years of mistakes, struggles, and hard realizations for that to change. You see, anyone can be a boss, but relatively few have the drive, patience.I still have a long way to go, but I have learned three behaviors that are central to the transformation from boss to leader. Like most things of value, these behaviors are easy to accept but hard to live……

Read more: https://www.forbes.com/sites/chrismyers/2018/09/28/three-behaviors-that-can-help-you-mature-from-boss-to-leader/#3742a05b4f68

 

 

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The Top Project Management Methodologies: Which Is Right For You – Laura Binder

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Kanban, PMBOK, Scrumban…no, these aren’t the names of villains in the newest Star Wars movie, but are rather some of the world’s top project management methodologies. We’re not fans of clunky project management tools. Many of these products treat people as a resource, a byproduct, or a secondary consideration that gets lost in a web of hierarchies, dependencies, and endless subtasks. That’s a grave mistake—you don’t manage projects; you only ever manage people. But that doesn’t mean we snub all project management methodologies. In fact, with monday.com, we ourselves use a variety of project management methodologies on a daily basis…….

Read more: https://monday.com/blog/top-project-management-methodologies/?utm_source=mb&utm_campaign=pockettab

 

 

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Google Says The Best Managers Have These 10 Qualities – Zack Friedman

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It’s called Project Oxygen. Beginning in 2008, Google researchers wanted to understand what makes a manager great at Google. Here’s what they found.Project Oxygen…Google sought to identify the common threads among Google’s highest performing managers. Based on internal research, Google then applied its findings to its manager development programs….

Read more : https://www.forbes.com/sites/zackfriedman/2018/08/30/best-managers-google/#2e67c5054f26

 

 

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The Challenge of Scaling Soft Skills – Lynda Gratton

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It is becoming increasingly clear that for most working people, a proportion of the working tasks they currently perform will be either completely replaced by machines (AI if the tasks are cognitive, robots if they are manual) or augmented by a human-machine interface.

While there is less clarity about the types of tasks that will remain within the human domain, we can make some predictions. We know that, right now and in the foreseeable future, machines are generally poor at understanding a person’s mood, at sensing the situation around them, and at developing trusting relationships. So as the World Economic Forum report on future skills argued, it is human “soft skills” that will become increasingly valuable — skills such as empathy, context sensing, collaboration, and creative thinking.

That means that millions of people across the world will have to make the transition toward becoming a great deal better versed in these soft skills. But that’s far from easy. The paradox is that while we understand a lot about how to develop the “hard skills” of analysis, decision-making, and analytical judgment, we know a great deal less about the genesis of soft skills.

Perhaps more important, much of the context of how people learn and perform is currently skewed toward hard skills. Understanding the obstacles to developing soft skills and then addressing them is crucial for our schools, our homes, and our workplaces.

Three Barriers to Developing Soft Skills

It seems to me that there are three major barriers to scaling the development of soft skills.

Schools are too much like factories. The basic foundations for most schooling systems were laid down after the Industrial Revolution. The aim by the early 1900s was clear: to take a population that was mainly engaged in craft or agricultural work and prepare it for work in factories — and, more recently, offices. Though some schools have moved the curriculum to soft skills and creativity, in many schools, these traditions hold firm. Children are trained to stay still for hours at a time (as they would on a factory production line), to engage in rote learning, and to be compliant and follow rules. The pity of this is that these skills are ones at which machines are highly competent. More important, these conditions do little to nurture in children the skills of compassion, inventiveness, and being able to interpret people correctly.

The home is saturated with technology. There is mounting evidence that technology use is affecting the development of human soft skills. When children and adults spend a significant amount of their time engaged with virtual online games and social media, for instance, there is some evidence that their face-to-face social skills begin to atrophy. Short volleys of social interaction do little to support social skills.

This is important, because the evolutionary benefits that humans have developed in empathy and collaboration need to be reinforced in subtle individual learning. Contrast, for example, a child’s conversations with the Amazon Alexa virtual assistant and with an actual adult. In interacting with Alexa, the child may be tempted to bark instructions and possibly be rude to the machine. Alexa simply replies back in a steady, dignified manner. If a child mimicked such an interaction with an adult, he or she would likely be reprimanded for rude behavior.

That is not to take away from the fact that technology could play a significantly beneficial role in the development of soft skills. Over the last decade, there have been major developments in technology-based learning, including online programs that tens of thousands of people can participate in.

The primary focus of the majority of these programs has been on helping people develop hard skills. These programs are very competent at teaching content, simulating decision-making, and testing for knowledge. But what these learning technologies have not yet cracked at scale is how to support the development of soft skills across thousands or millions of people. Those that do teach these skills tend to be small-scale initiatives that involve face time and mentoring.

 

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