Category Archives: Leadership

    • 0
    leadership

    Is Effective Leadership missing in the Equation?

    Category:Leadership

    Is Effective Leadership missing in the Equation?

    I was reading an article this morning from Harvard Business School called American Idle: Workers Spend Too Much Time Waiting for Something to Do. It was cute, to the point, but had one thing I thought that was missing. Effective leadership was missing from the equation.

    Effective leadership was missing from the equation

    This is the type of topic that authors write about. You find one disgruntled employee who had a manager or supervisor who turned out to be the devil him or herself, and you have a story. How that story is spun will determine the type of outcome you will have. I know the problem, I want the solution. Are you that type of leader? Are you tough enough to tell the old devil where to go?

    Leadership verbiage is probably way overused by many. Leadership has to deal with taking a lead role in a project or endeavor. Leadership is not teaching someone how to fill out routine reports or turn on a computer, that’s training or guidance. It’s not leading a meeting where all you do is discuss the same thing over and over again – that’s training. It’s not filling out the same forms or collecting samples, or even answering the phones. Leadership is working with a group of people to see a project or endeavor through to the goals end. You work with everyone.

    Leadership is working with a group of people to see a project or endeavor through to the goals end.

    While your manager/supervisor may know the job well, they may not have the people skills necessary to motivate their staff. They often get by with either a micro-managing style and/or have a laissez-faire attitude toward others. That is not leadership.

    To avoid ending up with a culture of micromanaging employees trying to scrape together work from the bottom of the barrel, keep your communications open and active. Be active, and help your employees develop their own work ethic – by modeling those same good ethics you want to see. Show them a leader they can work beside. Notice that I didn’t say follow – I said, work beside.

    Show them a leader they can work beside 

    Outcomes are what matters to the client or your future prospects. As long as you are meeting their goals, they’re happy. Are you also happy? What about your employees?

    Leadership, management, community outreach, research, training, they all mean very different things to different people.  What I know, is that you need to be able to show your work. In any working relationship, you should be able to reflect on your leadership skills and provide guidance in the direction you want your team to go. Some examples:

    1.    Show me your teamwork, and how you manage challenges together

    2.    Show me leadership that moves others into motion

    3.    Tell me how you perform community outreach

    4.    Show me how you motivate your employees to increase productivity

    5.   While doing research did you actively engage in experimentation that provided you and your team with factual data that could be useful to your organization or business? What was your teams feedback?

    6.   Training usually has some long-term benefit, plus you provide your team with material or backup data. Where do you store your assessment data? How does your team use that data?

    7. Do your employees enjoying engaging with you?

    Leaders know that we can’t all be managers or supervisors. You have to be able to delegate and let go of some of the controls in order for your vision to manifest itself. Nor can we thrive in a constant environment without some form of monetary benefit keeping us afloat. We need to learn to pace ourselves – and offer others the same pace. Different jobs/tasks require different paces.

    As stated above: Leadership has to deal with taking a lead role in a project or endeavor.

    Leadership is more about directing others and assuming a role of authority and taking responsibility for that position. When you do community outreach, that generally entails that you have many contacts and work through those contacts to form some sort of alliance that has a similar goal. It is a bringing together of large circles of people, employees, businesses, and community leaders for the common good or goal.

    You have a completely different ideology about what constitutes leadership skills. For instance,  I have an aversion to those who claim certain skill sets that are not unique to them. On-the-other-hand, I enjoy those professionals who are willing to discuss even the more basic skills they possess. Basically, unless I know you personally, the only thing I can pretty much assume is that you can type, talk, or maybe turn a wrench. I can probably glean a fair amount of information from your writings, but there has to be more. Details tend to matter, so those basic skills might just be the ticket.

    I am a professional who looks for those out of the ordinary individuals who just want to work. Individuals who want to be a part of the team. They feel good about accomplishing something, and being a part of something more.

    If you know the problem, focus instead on a solution. Lead by example.

    ________________________________

    The “As Usual” series

    Content creator & writer, blogger, social and digital media advocate. JB was born with a passion for writing and instructional design. JB is the owner of Radcliff Design.


    • 0
    Copy room manners

    Copy Room Manners

    Category:Leadership,ManagementTags : 
    Copy Room Manners

    __________________________

    AAEAAQAAAAAAAAoUAAAAJDc3NThiOTViLWFhZWEtNGM3Yi1hZDg1LThjZDhiNTBlZDY3Mg Copy Room Manners

    The “As Usual” series

    Content creator & writer, blogger, social and digital media advocate. JB was born with a passion for writing and instructional design. JB is the owner of Radcliff Design.


    • 0
    Humility During Times of Adversity

    Humility During Adversity

    Category:Leadership,ManagementTags : 

    Humility During Adversity

    Trying to remain humble and calm during times of adversity is a tough call. Especially when everyone around you is fighting mad, or suffering from some disappointment somewhere in their career or personal life.  A working office environment has emotion and life to it.  You are not immune to what goes on there.  You also are not immune to the politics inside and outside of your office. It would be nice if we could just shut out the political rhetoric – but often it seeps in when we least want it there.

    Add a political campaign cycle to an already fragile office environment and the circumstances are ripe for vindictiveness and strife.  If you don’t believe me, just turn on your television set, and come to work the next morning. Many workers are feeling the politician pressures from within and outside.  A game of tug-of-war or tug-of-wills can and often takes place.

    The tug of war within an office environment quite often only succeeds in oppressing those who are in the middle or lower level tiers.   Within this tier,  is generally the larger chunk of your workforce.  They are the ones that get hit with a wave of disenfranchising rhetoric, genuinely laced with arsenic threats and disallowances.   It is oppressing.

    AAEAAQAAAAAAAAV5AAAAJDk5MmM1N2M0LTZjZmQtNGQ5MS04YTE2LThiM2MyYzFkMzk5YQ Humility During Adversity

    VOTE MY WAY – DO THIS OR ELSE!

    What happens within these tug of war zones,  is you get hit with lower level workers or middle management dogma.

    You deserve better, we all deserve better, but unfortunately, one side does not want to give the call – and the other side is too afraid you will call. It’s a tug of war, and you are the rope.

    Letting go of the rope. 

    As a society If we continue on the path we are headed on as a culture – pretty soon everyone will be opening up their own businesses because no one can get along.   The office environment has become way too toxic, oppressive, and controlling.  People want out, and they are leaving in droves.

    When you talk about diversity and equal rights in the workplace, that is easier said than done.  People for whatever reason – for just being born into a certain family,  have a rooted belief AAEAAQAAAAAAAAYUAAAAJDNjMzkzOThiLTEzNzQtNDc2OC1iMWRiLWE5ZDVkZGE1YWIxYw-207x300 Humility During Adversitysystem.    Thus their value systems are rooted in the very fabric of who and what they are.   It produces their attitudes and ultimately directs their behaviors.  It also tends to direct their political as well as religious viewpoints – those come out as behaviors.

    To say you can desensitize a working population into adopting a value system that is foreign to their belief system is radical thinking in-and-of-itself.

    Many workers do play the game of office politics  – just to survive.   They can walk-the-walk, and talk-the-talk, but they do not hold a common value system with those around them.  It is a game. 

    A person’s personal belief system is not the same as a company’s core value system.   Beliefs can separate us from other people, whereas values can unite us for a cause, like a business.   A business’s core values are what supports its vision, and helps to shape the culture within,  and ultimately form its identity.  That is all good – that is the way it should happen.  It is what is hidden that often stirs the pot, so to speak.

    What is Hiden?

    Political and religious views, as well as lifestyle preferences, are only acceptable at face value to some – and at a very thin surface level.  They can only be accepted as far as one’s beliefs allow. Those beliefs can vary slightly acceptable to greatly acceptable, depending on the individual.  Ripping at someone’s long-held belief system will not get you far.

    Underneath are the deeply held beliefs (roots) of the individual who may or may not adapt to your core values,  or see your point of view.  It then becomes a game of survival or tolerance.   At what level is enough – enough?

    Adopting Core Values 

    Posting an employee notice on the wall is only as good as the paper it is written on unless your core values are solid within your organization.    Some organizations have great success with their employees adopting their core values and visions. Those tend to have a higher moral and ethical workforce.   Others haven’t learned to adapt to a changing real-world environment, and the impact continues to be felt at the base. It takes time – don’t give up.

    At some point, it may become a competitive disadvantage for employers not to seek to adjust its core values.    I acknowledge that there are some businesses that need not change.  For once they change they lose their purpose, or it adversely affects their core values, as well as disrupts their belief system.  Let’s talk about that for a moment.

    QUESTIONS TO ASK YOURSELF

    1. Do your core values remain the same when you go from job-to-job?

    2. Do corporate values change? Have yours changed? Do they need too? What was the outcome of any change, or non-change?

    3. Do you expect to be rewarded for your values? What about your co-worker?

    4. Do your core values present a competitive disadvantage to your company?

    5. What core values do you see others exhibiting? What about your workforce, what do they see you doing?

    6. Does your company’s core values allow you to find a place where you feel “it works for me.”?

    7. Do you ever feel your core values might not work for everyone? How do you deal with that? What if the majority or minority disagree?  Are you open to collaboration? When do you end the conversation and give an affirmative answer – yea or nea?

    A lot of businesses are starting to understand that in a global economy you might need to adjust your core values.  The corporation itself may need to develop an attitude that is more accepting rather than directing in order to compete.

    With many companies outsourcing and setting up offices in different states, as well as internationally, you need to speak the language of business.  But that language may be different than you first thought once you factor in cultural diversity. The first step is acknowledging that cultural diversity exists and that it can be a very good thing.

    See the writing on the wall yet?

    This political year I am seeing splits within many business circles that I have never seen before; that frankly frightens me.  Conservatism is no longer conservatism, and liberalism is no longer liberalism.  These radically changing mindsets are pouring into the working lives of many. Workers are becoming agitated and depressed. They feel they are becoming disenfranchised, as the splits become more prevalent and the American culture starts to erode.  It’s not a good thing.

    There doesn’t seem to be a lot of collaborative efforts in play to help bring a common understanding of the working class needs to the table.   The right sounds more like the left in their anger, and the left strikes out with equal annoyance.   Two waves of anger do not make a positive.   Politics is a great disruptor – but at what cost to American worker? People are afraid of losing their jobs, and others just want a job.

    To the working class, the 2016 political environment has become a war zone, one created to emotionally and psychologically gain control or power over them; to disrupt and seize.   The workforce is concerned that it will become voiceless.    It shouldn’t be a battle to come to terms and find equitable solutions.  Yet, people are angry….. some in the violent sense.  We as a society need to stop fueling that type of anger.

    I hear the voices coming from  working American’s stating, “Damn the establishment!”  But what will you have after you have damned your rights into the hole?  If you can’t find some level of humility during times of adversity, you will either be confused with the outcome you sought and/or disillusioned by the choices of others.

    Trying to stay humble during times of adversity is a tough call

    No one wants to lose their job due to politics or adversity.  Sometimes remaining humble during adversity is the only thing that gets some people by.  But, when you try to put square pegs in round holes,  understand this – at some point, the game is up.

     – checkmate


    • 0
    Hiring a doormat doesn't come without pitfalls

    Hiring a doormat doesn’t come without pitfalls

    Category:LeadershipTags : 

    Hiring a doormat doesn’t come without pitfalls

    I debated on writing this one. It gets a little rough in places, and I really don’t like rough opinions. But after talking with an old friend the other day, he convinced me to do it – for him. It is always hard to watch others suffer un-needlessly. To my friend who is feeling the burn, this one is for you.

    Employees are becoming more concerned about being victimized for being themselves, not just for the way they are doing their jobs. It’s a two headed dragon!

    I wonder if doormats are a new phenomenon created by our business culture, or if they have always existed throughout the ages? I am sure they have always been with us – and probably always will be.

    The radical right, and the equally radical left, inside an organization, can and do rip working environments apart. People are getting hit with the doormat coming and going! Here a doormat, there a doormat, everywhere a doormat. Kind of sounds like a children’s nursery rhyme, and we all know the meaning of those rhymes.

    Generally this type of doormat victimization starts at the lower end, or middle management sectors. They rip apart people who would be good workers with their indecisive and critical views points. Basically they run off the busy bees – the truly motivated and often dedicated; the people with all the information about your organization in their heads.

    These radical doormats break internal communications, cause departmental animosity, and breed distrust. That distrust can follow a corporation, and the outward view then becomes a direct reflection of those in power behind it. This level of distrust reaches the communities and business circles you serve, and gives many a reason to not want to do business with your organization. The effects can be long lasting.

    THE OPPOSITE OF DOORMAT

    The happy employee is an engaged employee, even if that engagement is sitting in a cubicle by themselves, effectively working on the day’s task; or running a board meeting, digging ditches, selling tours, or pouring coffee to the masses. They are engaged, motivated to come to work, happy and productive.

    These employees are the opposite of a doormat. You will know when a true doormat joins your operation. People will begin to lose their jobs, be demoted for unknown reasons, and many just leave. Moral collapses and people begin to lose their drive when doormats take over. The happy environment is replaced with one of tyranny and discontent.

    WHAT IS A DOORMAT?

    AAEAAQAAAAAAAAe6AAAAJGZmNzkyYWZjLWJmY2EtNGE2My1iMTMxLTRkZGMxOGQyZmM5Mw Hiring a doormat doesn't come without pitfallsA doormat can be classified as a “yes” man/woman. Never questioning, never confirming, never engaging their higher ups on an issue, and always the first to point a finger;, neglect their own duties; and the first at the water cooler to discuss their dislikes.

    Sometimes they are given a position to appease a nit-picky boss who needs someone who will idolize their every word. Others are hired to return a favor for connections; information; or dare I say, “they were cute or funny”.

    AN INTERVIEW WITH A RECOVERING DOORMAT

    Doormats don’t always know they are doormats. I have an acquaintance who explained it to me this way. “When I was younger, I was able to gain favor from those in higher positions because I turned the other cheek so to speak. Others in the organization were not pleased that I was given a position over them, I was catered too and allowed privileges well above my status. One unhappy co-worker(s) even went as far as to write on the side of a building “my name, followed by the title, Brown Nose Pirate”.

    This acquaintance is now a semi- recovering doormat, and gracefully laughs off the past. He is quick to affirm that he knows how to walk-the-walk, and talk-the-talk, and it really doesn’t bother him to think about taking future positions of the same caliber. It’s money, end of discussion.

    Recovering Doormats. I wonder if there is a place for them to meet?

    DEFINING THE ROLE OF THE DOORMAT

    While I like money as well as the next person, I’m not sure doormat will ever be a title that would stick to me. I have the philosophy that if you are going to make positive changes in this world, you need to take risks. Risk is what business is all about. The type of risk I am referring to, is strategic planning and development of programs that support an organization. Being able to speak freely about those programs to those who make the final decisions – that is important.

    Doormats don’t bring that level of planning to an organization. What they bring can be summed up in the following:

    There are three different levels of doormats:

    • The shy timid doormat
    • The discontent with life doormat
    • The professional doormat

    THE SHY TIMID DOORMAT

    Does anyone even know their real name? They work like a dog day-in and day-out. They keep their heads down and coward when approached with a concern. Like a pup who has been beaten, they are the defeated. Sounds sad, but there are employers who actually seek out these types of employees (in the millions). They work long hours, say nothing, think nothing, and they are often paid little. My heart goes out to these types of doormats. I have worked with a few. I have attempted to re-train them, motivate them, and speak up for them. These people need a strong voice in order to find their own. I have a heart and compassion for the shy timid doormats.

    THE DISCONTENT WITH LIFE DOORMAT (Where the majority of doormats reside)

    I suppose I have been guilty of hiring discontent doormats. Yes, I confess that I have done the dirty deed and hired people who do not contribute to the overall picture in the longer sense. But their jobs were important for a number of reasons:

    • They have menial skills for tasks that are repetitive
    • They don’t ask questions
    • They smile and laugh with me and the janitor equally
    • They didn’t question my authority, and I rewarded them by leaving them alone.

    Even though they did tend to go from department to department stirring up their brand of discontent, it was generally regarding those much higher than my own title, and/or lower than their own. Since I ignored their office chatter and didn’t participate in their brand of office politics, they tended to leave me alone.

    They get the title of doormat because they really don’t do much to try to change their situation. Sometimes I think a few of think like the drama – it is fuel for their aggravation with the world. I’ve seen the discontent doormats in action however. As a force they can be nasty, but they generally run out of rhetoric quickly, and go about their duties. They are good workers – just discontent about life in general. Which brings in my thoughts about the professional doormat.

    THE PROFESSIONAL DOORMAT

    These types of doormats are the sleaziest type of people when it comes to having to work with. They like your pain. They like discontent – they thrive on it. These are the ones that may be educated, and have a higher level of experience, yet they don’t seem to excel when it comes to actual performance. They may look busy, but that is just a rouse. They are busy-being-busy, yet doing nothing. They are catering hand-and-foot to the higher ups. They never would they question the authority of those above them. They pass along information as if it were a weapon to control, and thus lower your status in front of everyone.

    AAEAAQAAAAAAAAbsAAAAJDQzOGVmN2Q0LTQyNWQtNGMzNC04MTQ0LTVlMmJlODE2NTJhYQ-300x210 Hiring a doormat doesn't come without pitfallsTo them, passing along information is power. A power they use effectively to disrupt the moral of an entire operation. Yet they remain fabulous! They are fabulous because they have just absorbed the responsibility of passing along information, that someone above them didn’t want to deal with. They start the gossip, and they feed it daily. If you are not within their office posses pack – your life can be miserable. They contribute to nothing but an environment of fear and discouragement.

    MOVING PAST THE DOORMAT

    AAEAAQAAAAAAAAi9AAAAJGNlZDAzYjczLWI1M2EtNDBiOS05MjBhLTQwOWNkYTg4YWQ2Zg-300x212 Hiring a doormat doesn't come without pitfallsChange is always hard – but not always!

    You might have to lose a few doormats that can’t speak the language of your business, and start hiring people who welcome a challenge to speak in any language!

    Hire people who will offer you insight and worthy content that is relevant to the position they hold. No more glorified data keepers who draw lines under numbers, write and pass pain notices, and disrupt the moral of everyone around them. Rather, begin hiring people who have a common value system that is equal with the vision for your company.

    Hire people who appreciate the shy doormat, understand the discontent door mat, and can speak up against the tyranny of the professional doormat. Hire people who can train and re-train your staff to be a voice for your organization. Don’t hire people who leave your staff frightened of their jobs, and depleted of integrity.

    Here is the tough part. Have the #&$%’s to admit when you recognize that you have a professional doormat that is destroying your vision, and that you hired them! You made a mistake – move on and correct the problem.

    Don’t back down from tyranny – approach it head on, take that risk, invest real man(woman) power into your vision and stay on course. When you stand up to tyranny – you will see how weak it really is.

    There is a saying: A man’s steps are established, and the good delights in his way. Stand up for the weak, do good always- and good will follow you all the days your life.

    ________________________

    To my old friend…. Cool Beans!

     

    ___________________________________________________

     

    AAEAAQAAAAAAAAoUAAAAJDc3NThiOTViLWFhZWEtNGM3Yi1hZDg1LThjZDhiNTBlZDY3Mg Hiring a doormat doesn't come without pitfalls

    The “As Usual” series

    Content creator & writer, blogger, social and digital media advocate. JB was born with a passion for writing and instructional design. JB is the owner of Radcliff Design.

     


    • 0
    How Technologically Savvy is your Instructor?

    How Technologically Savvy is your Instructor?

    Category:Education,LeadershipTags : 
    How Technologically is Savvy your Instructor?

    • 0
    Leadership, Social Media, Community Outreach, Research and Training

    Leadership, Social Media, Community Outreach, Research and Training

    Category:Business,Human Resources,Leadership,ManagementTags : 
    Leadership, Social Media, Community Outreach, Research and Training  

     Leadership, social media, community outreach, research, and training, they all mean very different things to different people.  What I  have learned is that you need to be able to show your work.  In a job interview, that can become a very interesting prospect to have thrown at you – unaware.  It’s those little questions….

    1. Show your work
    2. Show me leadership.
    3. Tell me how you perform community outreach.
    4. How many hours a day do you work in social media?
    5. How many social media applications can you link?
    6. What is content marketing for social media?
    7. While doing research did you actively engage in experimentation that provided you with factual data that could be useful to your organization or business?
    8. Training usually has some long-term benefit, plus you provide your learners with material or backup data, where do you store your assessment data?

    Have we reached the end of sensibility?  The honest answer is – maybe.  We can’t all be social media managers.  Nor can we thrive in a  constant research environment without some form of monetary benefit keeping us afloat.  Researching a paper is not the same as research that has value leading toward the benefit of society, or changing guiding principles for an overall operation.

    Back to my initial statement, leadership, social media, community outreach, research, and training, they all mean very different things to different people.Words DO matter.  Depending on the words you use, they may ultimately define your role in the working environment.  They may also generate feelings, good or bad.   I have learned the meaning of stress, and words that I associate with that stress are called project management and strategic planning.  I’m  not saying they are bad positions, but anyone who has ever been in a position where a large chunk of your daily role was finding yourself buried under a deadline – you’ll understand. They can be fun roles also; if you like the fast and furious pace that they often take.   Yea…I live for that crap!

    Yea…I live for that crap!

    Leadership verbiage is probably way over-used by many.  Leadership has to deal with taking a lead role in a project or endeavor. Leadership is not teaching someone how to turn on a computer or find information, that’s training or guidance.  It’s not leading a meeting where all you do is discuss the same thing over and over again – that’s training.  Leadership is more about directing others and assuming a role of authority and taking responsibility for that position.  When you do community outreach, that generally entails that you have many contacts and work through those contacts to form some sort of alliance that has a similar goal.  It is a bringing together of large circles of people, businesses, and community leaders for the common good.

    When you do community outreach, that generally entails that you have many contacts and work through those contacts to form some sort of alliance that has a similar goal.  It is  bringing together  large circles of people, businesses, and  community leaders for the common good

    Some people may have a completely different ideology about what constitutes some of the above skill sets.  I have an aversion to those who claim certain skill sets that are not unique to them.  On-the-other-hand, I  enjoy those professionals who put Microsoft Word or Excel on your list of skills.  Basically, unless I know you personally, the only thing I  can pretty much assume is that you can type.  I can probably glean a fair amount of information from your writings, but there has to be more.  Details tend to matter.

    Here are some fun little tools to test your skills.  It’s all hypothetical, it won’t determine your life work.  You might be a master in your craft, and end up with a weak score.  It’s a reality check, but a fun one.  What are you really good at?  Are you too good? Can you laugh at yourself and with others when you look at your own scores?

    Have fun with these freebie tests  

    When you go into an interview it is always handy to have first done a little research about the job you are applying for.  True there are some professional interviewers who can buffalo their way through just about any interview scenario  – but those individuals are rare.  Generally, they do tend to be older and probably come over-qualified, and they know it.  I hope you are not one of the ones who will discriminate against them due to age or fear they are after your job.  You might be turning away your companies next Einstein.  Okay, maybe not.   But let’s just say your training curve will be lower if you hire them, and we know how training affects your bottom line, not to mention your stress levels.

    Have fun learning what you are good at.  Take a good hard look at your resume.  If you have done the skills, and actually understand the meaning of the skill, leave it on there.  If you have tinkered with a skill, be very cautious about misrepresenting who you are and what you do.

    I’m to the point where I would like to see more companies go back to a just detailed application and lose the cover letter.   I’ve seen too many cover letters that don’t necessarily represent the true individual or give me enough information that would be beneficial to my company.   Another issue that clogs the process involves the use of resumes. Who really reads the resume all the way through?  The federal government has a computer that reads resumes for them. You have to take a class just to know how to design a federal resume.  It’s comprehensive and labor intensive.

    When we did our interviews with our staff, one of us was selected to develop questions based on potential candidate resumes.  A lot of companies do not do that. They read a few lines and put it back into the stack with the other resumes.  I read all of ours.  I was better able to gauge the sincerity of many of the candidates that we interviewed.   Read those resumes, and use them to develop your questions.

    I’m not a fan of traditional interviews either.  I dislike the questions that immediately tell me a lot about the person holding the interview.  Some really do not put a lot of thought into the interview process, and probably are just as unsure as the candidate, about what is needed. I am also not a big fan of the behavioral questionnaires either.   The one question that should be banned from all interviews is, “where do you want to be in five years?”  ALIVE!

    Where do you want to be in five years?  ALIVE!

    I understand the need to ask those questions that are burning in your bosom, but geez whiz, lighten up on those older folks – okay?  You gotta have a sense of lightness in an interview.  If I like you and your environment – I’m going to make sure you know before I leave your office – I will be paying you a compliment.  Ask people “how do you feel about this working environment”?  People don’t think about the environment they are stepping into very often.  That is the first thing I would look into – because you are going to be spending a lot of time there!

    For the younger generation who hasn’t yet learned to respond or develop their own questions,  there is a lot of feeling or emotion that determines their selections.    It’s humorous to hear them talk about “I like that one”, or “I think he would be a perfect match”.   Even if their skills are below the standard, they will select that person, based on emotion.  Skills be damned.  It is kind of a slap in the face to higher education and those with experience who are up against a younger touchy-feely kind of interviewer. Okay, to be honest, some of the older and more seasoned interviewers get emotional as well – but not as much.  Still doesn’t make it right.  You do want the right fit, but what are you really gaining?  Tough questions that we often have to ask ourselves after the storm has settled and new staff are learning their places.

    Age matters as well in some organizations.  Seventy-Five percent of the staff that I hired were all older than I was.   I wasn’t biased at all – the younger individual’s I interviewed did not have the qualifications for the job.  I had people who were in their 60’s and even a couple in their 80’s that worked for me.  I didn’t feel threatened at all.  The age myth is just that – a myth.  The real threat is hiring people who are NOT qualified regardless of the age.

    Take your tests, rewrite your resumes, and re-evaluate your skills that you list.  Your endorsements might be all smoke and mirrors if you can’t back them up in an interview.  You will come away looking really bad.

    I am a professional who looks for those out of the ordinary individuals who just want to work.  They don’t have anything to prove, their education and experience shine through.  Now that makes me all emotional in a touchy-feely kind of way; because I’ve just hired the best!

    geralt / 10127 images

    __________________________

    AAEAAQAAAAAAAAoUAAAAJDc3NThiOTViLWFhZWEtNGM3Yi1hZDg1LThjZDhiNTBlZDY3Mg Leadership, Social Media, Community Outreach, Research and Training

    The “As Usual” series

    Content creator & writer, blogger, social and digital media advocate. JB was born with a passion for writing and instructional design. JB is the owner of Radcliff Design.