Wednesday, 15 July 2015
Friday, 8 May 2015
26. Let the other person save face. In some Eastern cultures yes, but not in all. Most need to learn to bounce back, not hide. Don’t do people a disservice because it makes you feel better.
27. Praise the slightest and every improvement. Be "lavish in your praise." Don’t. That’s how you get Generation Y-like the- world-revolves-around-me attitudes. Don’t ever manage like Jim Bowen**
28. Give the other person a fine reputation to live up to. Who do you think you are, Machiavelli? You’ll also alienate everyone else. Better to set an example personally. Make them want to emulate you.
Written Friday, May 08, 2015 by jonathan simnett
Thursday, 30 April 2015
* Since this blog was first published Zoopla has revealed a strategy to counter its decline in the property sales portal market - diversification - with plans to acquire utilities price comparison site uSwitch for up to £190m
Written Thursday, April 30, 2015 by jonathan simnett
Tuesday, 14 April 2015
This sloth was routinely accompanied seemingly by the appearance of anyone who could be remotely involved in the potential hire’s work environment appearing at some random point in the process. People turning up disinterested, clearly not briefed, asking the same unfocussed questions, often giving the impression they are just `meat in the room`.
And, along with this significant opportunity cost, then there was commonly stop-start hiring. This is where a company is all over the candidates like a cheap suit for weeks, demanding endless meetings then disappears at the point a job offer should be being made only to reappear asking for yet another meeting, followed by yet more silence as the delay causes a turf war to erupt between HR and finance. The job then vaporises, only to remain posted on the corporate website ready to dash the hopes of more applicants.
This approach, though, adds little if no value to the process. In fact, it might have a negative effect, giving the potential hire the distinct impression of a culture not in control of itself or that of uncaring or incompetent potential colleagues.
The endless meetings too can also particularly put off the best candidates who are likely to be busy in their current job because they are the top performers. Meanwhile, bereft of information, candidates who stick with the process are left unfairly to wrestle with the challenge of chasing the opportunity concerned whilst not wanting to look desperate or annoying.
Written Tuesday, April 14, 2015 by jonathan simnett
Thursday, 2 April 2015
It is about exposing individual and cultural attitudes and their appropriateness to achieving goals. It’s about telling people what they might not want to hear.
It might be about empathy, but rarely about sympathy and it's definitely about emotional intelligence and understanding the whole person.
Written Thursday, April 02, 2015 by jonathan simnett
Tuesday, 17 March 2015
But the Tesco story reminds us that even the greatest empires
contain the seeds of their own destruction. The feisty agile challenger is
always in danger of becoming the bloated, sloppy and, ultimately, doomed
incumbent. And, like the glutton Mr Creosote, ready to explode the moment that
the tiniest little hint that financial market expectations might not be met.
Look closely and the cultural signals of impending doom are easy to spot. Companies start to think they are unassailable. Ego and hubris stalks the corridors. Executives surround themselves with status-obsessed careerist company drones. The suits care more about corporate in-fighting or hanging around with politicians in search of perceived influence and gongs than they do about the stakeholders.
But there still are many from the `old` economy who remain supposedly `regulated` - protected by law - and are still getting away with it - high street banks, investment firms, big six utilities, train operating companies, London’s black cabs, the BBC and the big political parties to name but a few. And some, like estate agents, that appear to live a charmed life when by all that is rational their business model should have disappeared years ago.
Written Tuesday, March 17, 2015 by jonathan simnett
Friday, 30 January 2015
Written Friday, January 30, 2015 by jonathan simnett