“We look for three things when we hire people. We look for intelligence, we look for initiative or energy, and we look for integrity. And if they don't have the latter, the first two will kill you, because if you're going to get someone without integrity, you want them lazy and dumb.” — Warren Buffet
Investment icon Warren Buffet largely attributes his success to hiring the right people. And integrity is the one trait he values above all others. But, hiring managers “must dig hard in the interview process to get the answers they need to feel confident someone has the non-negotiable trait of integrity,” says executive coach Marcel Schwantes, writing in Inc.. Here are some suggested questions he proposes to get to the core of a person’s character:
How do you evaluate whether a potential hire has integrity? To join the conversation, click "comments" above.
Many companies have employee recognition programs of some kind, but often they become just another box for managers to check. Instead of showing appreciation in a meaningful way, they are rote acknowledgements (e.g. a gift card for a work anniversary) disconnected from employees’ accomplishments.
Writing in the Harvard Business Review, Kerry Roberts Gibson, Kate O’Leary, and Joseph R. Weintraub, all of Babson College, revealed the results of a project in which they engaged with employees and managers through focus groups, survey questions, and learning sessions. According to employees, here’s what managers need to do more often:
“The best part of appreciation is that it’s free and doesn’t consume a lot of time,” say the authors. “Anyone at any level can offer appreciation. It can be directed toward an employee, a colleague, or a boss. But when leaders get involved in the effort, a culture of appreciation spreads more quickly.”
When was the last time you expressed appreciation at work, and how did you do it? To join the conversation, click "comments" above.
Most of us have been in meetings that have gotten tense—maybe even gone off the rails. We've seen dueling monologues, hidden agendas and, sometimes, pure pandemonium as participants compete for attention and struggle for validation. But, according to Joseph Grenny, bestselling author and co-founder of VitalSmarts corporate training, “It can be surprisingly easy to bring order to a chaotic meeting — and to turn conflict back into conversation — if you know how.”
Grenny offers four steps for getting a derailed meeting back on track:
How did you handle the last tense meeting you were in? To join the conversation, click "comments" above.