How to get a job is always topical; advice on how to land your dream job abounds. But what about the other half of the equation? How can you ensure you leave a job without burning that proverbial bridge? Everyone talks about making the right first impression but what about making the right last impression?
We are constantly bombarded with advice on how to be a better manager or leader. Expert opinions abound; thousands of books, articles, blogs, and TED Talks have been dedicated to management and leadership, and the terms are often used interchangeably. The job market routinely showcases management positions that require the incumbent to lead a group or department.
It’s a saying you’ve probably heard before: if you want to thrive in business, go with your gut. But if intuition was the only tool you had to use, you wouldn’t be in business for long.
The following article previously appeared in the St. John's Board of Trade, Business News, August / September 2015 issue.
The search has begun for a new leader. Your team wants someone with presence and profile, someone charismatic who is widely revered, and maybe someone who knows their way around a golf course. The wish list is likely long, but is it the best list to ensure “the right fit” for your organization?
Business leaders know there’s more to success than intuition. It takes solid strategies, identifying opportunities, close observation of market trends and a concerted effort to recruit, retain and develop talent at all levels of the organization.
Imagine if, overnight, your CEO left the organization, how would your organization ensure continued success going forward? What about the other critical roles on your team, how would you manage with the loss of their experience and knowledge? It’s a frightening thought for most business leaders which is why organizations are taking a more proactive approach to succession planning.
Immigration has been talked about a lot lately. It has been cited as a vital ingredient to long-term prosperity in Atlantic Canada in the face of our aging population and shrinking workforce. According to the Ivany Report, Nova Scotia is projected to have 100,000 fewer working age people by 2036 than we did in 2010. That’s nearly a 20% decline in our labour pool. Clearly, a successful immigration program is no longer “nice-to-have”, it’s a must.
Employee engagement has headlined top business blogs and articles for over a decade and although we are making some inroads, many employers and managers still don’t understand what engagement is—let alone how it can impact their bottom line. Top 500 firms in North America do, however, tend to be more in tune with the benefits of an engaged workforce; namely decreased turnover and significantly increased client satisfaction, revenue, earnings per share and profit (up to 2.5 times that of competitors with low engagement).