Due to the present work conditions, skill with Emotional Intelligence (EI) will be a key trait to be identified during the talent recruitment process. A study has highlighted how especially in sales, it is teams with high Emotional Quotient (EQ) tend to succeed more. In order the gauge the EI levels of potential hires, three questions need to be posed to the candidates. One of them is how they establish trust. Another is to ask them how they would do things differently, if they we re to work for their top competitor to the company they’re in right now. Finally, the candidate must be asked to prepare a belief statement to explain the value of what the potential recruiting company serves.

Source:https://sloanreview.mit.edu/article/three-questions-to-gauge-emotional-intelligence/

Uploaded Date:13 May 2019

Researchers have identified a few profiles of successful digital executives. Chief Digital Officers (CDOs) have now become integral to any business. Their job is to act as chief enterprise transformers. Another of their key tasks is to oversee the entire digital marketing narrative. They need to provide the direction and vision for how the digital activities will pan out. In order to execute this digital transformation, these CDOs need to curate their own internal as well as external networks. Certain skills and professional expertise they need to fall back upon. Not all CDOs are the same either. While some thrive in certain roles, others do better at a different organization.

Source:https://sloanreview.mit.edu/article/four-profiles-of-successful-digital-executives/

Uploaded Date:13 May 2019

A lot of time, experts for all their knowledge in one field, fail to transfer it in to another. This is often because of their success in the first field, they feel they already know a lot, so fail to consult others in the know. This is called the ‘Expertise Trap’. There are some sure signs of detecting these signs. One is the unfamiliarity with new approaches or technologies in one’s own industry. The likes of Motorola and Microsoft have met with this challenge. Another is justifying action by invoking the past. There is heightened focus on the risk rather than the opportunities presented. Such leaders even discover others working in previously unknown methods such a Slack. The same tactics are presented during the corporate strategy meetups. Older practices are reworked rather than new tactics tried out. Such companies also face challenges in talent management and retention. To challenge this situation one needs to keep one’s ego in check and revisit one’s assumptions. One needs to learn from mistakes. Team mates must be tapped in as new trainers.

Source:https://hbr.org/2019/05/dont-be-blinded-by-your-own-expertise?utm_source=twitter&utm_campaign=hbr&utm_medium=social

Uploaded Date:13 May 2019

Companies have been known to make a few fatal errors during the talent recruitment process for identifying sales leaders. One such mistake is made in profiling the candidates. Merely the person’s designation at the previous job is taken in to account, whereas a better way would be to assess the number of people reporting to, and the kind of functions the person had to manage. Cultural fit is a major aspect, that companies often fail to take in to account while hiring. The entire interview process must involve substantial rigor. On the contrary, many interviews end up merely selling the idea of the company to the supposed candidate. The last common mistake made is during the onboarding phase. This happens when the new hire is not integrated well enough in to the system.

Source:https://hbr.org/2019/05/4-mistakes-companies-make-when-hiring-sales-leaders?utm_source=twitter&utm_campaign=hbr&utm_medium=social

Uploaded Date:13 May 2019

Under normal circumstances, there occur three situations when a person behaves in an unethical manner. One is the concept of omnipotence, where the one perpetrating this unethical behaviour considers oneself above the norms that apply to the others. Another is the condition of cultural numbness. This is when others might feel regret at the behaviour, but have preconditioned themselves to simply ignore the situation and move on. The third is perhaps most dangerous, knows as justified neglect. Here, the others simply play along with the one displaying such behaviour, with the innate understanding that their compliance will help them rise up the company ladder. This is what companies must strongly tackle. Ethics form a key part of any company’s talent management systems, so formal contracts must be built in, that protects against such untoward behaviour.

Source:https://hbr.org/2019/04/the-psychology-behind-unethical-behavior

Uploaded Date:13 May 2019

The rise in popularity of TED Talks is a clear indication of the need people are facing for thought leaders. Firms too need to nurture though leaders within their ranks. It is no longer a luxury. Management training programmes must be designed in a way, that such leaders may organically emerge. For this, meaningful questions need to be explored. A culture of innovation needs to be fostered at the workplace. High value research needs to get the right amount of funding. The brand positioning of the company needs a constant reinvention. The platform’s visibility has to be magnified. Individuals for their part must socialize with experts, both within and outside the firm.

Source:https://knowledge.insead.edu/blog/insead-blog/how-firms-can-nurture-internal-thought-leaders-11221

Uploaded Date:11 May 2019

The digital giants in the gig economy such as Uber Door Dash, Lyft and Postmates, draw attention not just from the investors. They are also a source for a lot of scrutiny for their talent management practices towards their key resource- the gig workers. These companies being the leaders in the employment of gig workers, will also be the first inspiration for the US Congress, if it were to change its age- old employment laws. More than four million Americans are engaged in part- time work of some kind due to a variety of reasons. Some suggestions have emerged on how to improve the state and consequently productivity of part- time workers. For a start, at least two weeks need to scheduled for breaks. Corporate training sessions must also include them. Such workers must also come under the broad gamut of those eligible to be offered loans.

Source:https://sloanreview.mit.edu/article/how-managers-can-best-support-a-gig-workforce/

Uploaded Date:11 May 2019