#HR #RRHH Making love and making personal #branding #leadership

It's been largely assumed that to run a successful business today, good leadership is required. But it's not the end of the world for leaders who worry that they're low on charisma or can't stir employees' hearts and minds. Maybe they don't particularly want to, and that's OK too.

 

Sometimes, it's more effective for employees to be more loyal to the work instead of being more loyal to the leader. After all, the end goal should be to keep employees engaged and productive by charging them to solve compelling problems.

 

First, it's important to understand the difference between an appealing boss and challenging work. A recent Harvard Business Review article found that employees at Facebook were more likely to quit because of their work--and not because of a "horrible" boss. The authors--three HR executives and Wharton professor Adam Grant--had spent years studying Facebook. When the social media giant started tracking employee exits, "all bets were on managers," the authors wrote. Turns out, employees left "when their job wasn't enjoyable, their strengths weren't being used, and they weren't growing in their careers."

Via The Learning Factor

There are a number of job interview styles, from a structured meeting with a list of questions, to a more relaxed setting with free-flowing conversation.

 

Either way, in most cases CEOs have at least one go-to interview question that they believe reveals everything they need to know about a candidate.

 

Some go for serious, thought-provoking questions. Others believe that culture-focused queries will let the potential employee open up.

 

We asked 28 Australian CEOs of their number one interview question that they ask job candidates, and asked them to explain why they use it. Here’s what they had to say.

Via The Learning Factor