Tanveer Naseer

Leadership Coach, Speaker, and Writer

How HR Can Help Managers To Become Better Leaders

Learn about 4 ways that your HR department can help newly minted managers in your organization become better leaders.

The following is a guest piece by Kelly Barcelos.

Hiring employees is a tough job, especially today. Organizations in practically every industry are struggling to attract and retain great talent, especially in senior and executive leadership roles. With average job tenures dropping at every level, Human Resource professionals may need to play a more active role in leadership development and coaching.

Importance of HR for Business Productivity and Leadership Development

As HR professionals, you’re uniquely qualified to help leaders develop the skills, systems and processes required for achieving their own objectives as well as organizational goals. You aren’t likely to be affected by any team bias or prejudice, and probably find it easy to remain objective about the organization’s short-term and long-term needs.

Leadership development is important for organizations, since it helps:

  • Achieve and sustain high overall productivity
  • Drive revenue and improve the bottom line
  • Align leadership styles with circumstances
  • Resolve organizational problems
  • Enhance employee engagement

You can also help leaders determine job definitions for certain roles. This goes beyond job descriptions, by identifying goals for each role and then creating behavioral profiles to simplify the process of achieving them. These profiles can be used by leaders to understand their team’s needs, talents and communication styles as well.

How can HR improve leadership development in an organization? Click here to continue reading »”How HR Can Help Managers To Become Better Leaders”

Effective Management Starts With Making The Right Hiring Decision

The following is a guest post by Jessica Edmondson.

Ever wonder what is the best path to effective management? The Internet is notorious for offering more resources than we could ever dream of needing on how to achieve the best management style, or on how to translate your business management degree into a training strategy that works best for your company. The truth, however, is that we could read articles like that all day and still be left wondering.

The answer, in fact, is simple: Hire good people. Effective management begins, grows and thrives when the right candidates are hired.

Unfortunately, the reverse happens all the time. When team members are brought on hastily or for the wrong reasons, it can quickly stifle growth, create discord among co-workers and eventually bring a business’ effectiveness down to an unsustainable level, one that could put an entire organization at risk.

For starters, let’s take a look at the effects of bad hiring choices and why employee selection is possibly the most important business decision a manager can make. Given the significant costs associated with hiring employees, doesn’t it make sense to put in the time and effort early in the process to ensure you’ve got the right person for the job? Consider these potential consequences of poor hiring: Click here to continue reading »”Effective Management Starts With Making The Right Hiring Decision”

Talk About Your Brown Shorts If You Want To Hire Stars

The following is a guest post by Mark Murphy.

It’s a fascinating exercise to read your own job ads and ask: “How many other companies could say the identical thing that we’re saying?”  If your answer is one or more, then you’re probably not giving the high performing stars you want much incentive to apply for a job with your organization.

I recently logged onto a major job board and did a search for programmer jobs at some major companies.  Then I started reading.  And reading. And then my eyes started glazing over.  After a while, I couldn’t tell any of these tell companies apart because they all sounded exactly the same.

I wanted to make sure I wasn’t just imagining the similarities, so I clipped the key phrases used in the various ads.  Every single job ad said they had “Dedicated passionate coworkers”, “Tremendous opportunities for professional growth”, and a “Chance to make a difference.”  And of course, every ad said that their employees are the source of their strength.

I can only imagine that these companies distinguish their products and services better than they do their job openings.  After all, they have billions in sales that would suggest a competent sales message.

But when all their job ads tout dedicated passionate coworkers and tremendous opportunities for professional growth, what makes one company more appealing than another?  And what would make a high performer quit their current job to go work for one of these companies?

High performers want to know Click here to continue reading »”Talk About Your Brown Shorts If You Want To Hire Stars”

Finding The Talent Your Organization Needs To Grow This Year

As the new year continues to chug along, there’s been a noticeable amount of discussion going on in trying to decipher or anticipate what businesses can expect over the course of the next 12 months. In what’s sure to be music to the ears of many leaders and their employees, most business pundits are putting forth predictions of a turnaround year, with the focus shifting from recovery back to growth.

Whether these predictions turn out to be true or not, one thing that there’s little doubt about is that an organization’s chances for growth and prosperity is tied to their ability to attract and retain employees who can help them to achieve their goals.

Of course, in light of the need for quicker responses to market changes and more innovative thinking, leaders need to look beyond the familiar, tried-and-true selection variables used both to locate new talent, as well as gauge leadership potentials within their ranks.

As I’ve discussed several times here on my blog, it’s becoming clear that Click here to continue reading »”Finding The Talent Your Organization Needs To Grow This Year”

Finding The Right Fit For Your Organization

If there’s one aspect of business that’s becoming clearer as a consequence of the current challenges present in today’s global economy, it’s that the most valuable resource an organization has are the people found within their workforce.

That’s why one of the most critical tasks businesses face is not only finding talented individuals, but finding those individuals who are the best fit for their organization. Equally important to this task is ensuring that you take the necessary steps to recognize and develop your employees. Otherwise, you risk losing these employees you worked so hard to find as they go elsewhere in search of better opportunities.

Perhaps the best example of this is Zappos, which not only performs additional interviews of potential candidates simply to assess “culture fit”, but which also offers new hires $2 000 to quit their jobs following a four-week training period in order to ensure those who stick around do so for the culture and not just for a regular paycheck.

Of course, we can’t all be like Zappos nor should we even try to be. But what we can learn from them is the importance of having a clarity about what our vision is and which values matter to us in terms of fulfilling our objectives. Armed with this knowledge, organizations will have a better understanding of which candidates will be a good fit for their team, as well as what leaders need to do to retain and develop their employees so that they can provide even greater value to the organization in the years ahead.

In her article “Finding (and Keeping) the Right People for Your Business”, Gina Abudi, co-author of the book “The Complete Idiot’s Guide to Best Practices for Small Business” shares her insights on how businesses should go about selecting and interviewing potential candidates, and what steps to take to help employees with their professional development so that they can continue to be valued contributors to your team.

Disclaimer: My blog is a part of an online influencer network for Business on Main. I receive monthly incentives to share my views on content I find noteworthy and relevant for my audience.

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