Question: During an interview, what are the most important questions, behaviors or other actions a job candidate can take to stand out from other equally qualified candidates? Why?
Self awareness is crucial in an interview, yet very few people have clarity about themselves when it comes to how their natural instincts (also known as conative energies) will be of best value to the company they are applying to, for the specific position they are applying for.
For example, it is imperative for a applicant to know whether they are energetically more aligned with conforming to accredited concepts, or are they more aligned with improvising solutions? Is it the applicant's natural instinct to research in depth, or do they prefer to minimize investigation and go straight to the bottom line?
When an applicant is extremely clear on their own instincts, asking questions like, "Does this position require a person to design sequential...
People being people, the subject of workplace toxicity is always front and center for business. The Fall 2016 issue of Harvard Business Review On Point, for example, is solely dedicated to toxic work relationships, how to fix them, and why they are vitally important for businesses to recognize and address.
As a small business owner, workplace toxicity has been a particularly problematic one for me, personally: I know from sad experience that allowing it to continue can, quite literally, lead to business failure. I've had many days where going into my office to face toxic staff members and situations seemed like an insurmountable problem, and unlike common opinion about business ownership, I really don't have a choice about whether I deal with it or not (at least if I want my business to survive).
The same is true for corporations,...
The word sparks both fear and excitement into the hearts of leaders everywhere. In today's world, we know that getting it right is the path to success...and getting it wrong...well, that's a whole different story.
There are three major cultural mistakes companies make when attempting to successfully implement (and then repeat) innovation processes.
Omission bias is one of the biggest problems most leaders fail to counteract in their company culture. Consider a lesson from behavioral economics: in almost all situations, when a person has less power than another, omission - the status quo - will be less blameworthy than action (especially action that has the potential for failure).
Behavioral Economics: Omission is often less blameworthy than action.
When leadership doesn't take preventative measures to counteract...
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