Archivo de la etiqueta: Skill

Keep Your Best Employees: 5 Steps | business.time.com


http://business.time.com

Rachel came to us with strong work ethic, experience creating organizational hierarchies, an understanding of what it takes to be operationally excellent, and perhaps most importantly, a devotion to our company’s cause: promoting client needs in a collaborative team-oriented environment.Keep Your Best Employee

I put her in a role that made the most sense to me-that is, the job that took the bulk of my time. I was the project manager on almost every project for our customers, but in order to grow the company, I realized I needed to focus on higher-level goals, and not the day-to-day grind. I had intentionally hired someone who had a different skill set, someone who’d be good at nurturing employees by implementing human resource structure (which I’m not). Isn’t that what the experts tell you to do? But I made a critical mistake. I gave her a job that fit my personality, not hers.

She was miserable. She hated the job. The project manager role was external facing and required being heavy-handed with our clients to keep projects on task and within scope.  While Rachel is great at getting employees to tow the line, she struggled with this requirement when it came to our clients.

My instinct told me she was exactly the type of employee User Insight needed to be successful based on her background, professionalism, experience, and approach to the job, but I also knew she was on the way out if things didn’t change, and change quickly.So, in the lobby of a hotel during a business trip, Rachel and I sat down over a stale cup of coffee to discuss how we might carve out a job that would entice her to stay at User Insight.

This is how I did it:   Sigue leyendo

Keep Your Best Employees: 5 Steps | business.time.com


Looking to attract and retain the talent required to take your company out of start-up phase and onto the next level? Be open to change.

Rachel came to us with strong work ethic, experience creating organizational hierarchies, an understanding of what it takes to be operationally excellent, and perhaps most importantly, a devotion to our company’s cause: promoting client needs in a collaborative team-oriented environment.

I put her in a role that made the most sense to me-that is, the job that took the bulk of my time. I was the project manager on almost every project for our customers, but in order to grow the company, I realized I needed to focus on higher-level goals, and not the day-to-day grind. I had intentionally hired someone who had a different skill set, someone who’d be good at nurturing employees by implementing human resource structure (which I’m not). Isn’t that what the experts tell you to do? But I made a critical mistake. I gave her a job that fit my personality, not hers.

She was miserable. She hated the job. The project manager role was external facing and required being heavy-handed with our clients to keep projects on task and within scope.  While Rachel is great at getting employees to tow the line, she struggled with this requirement when it came to our clients.

My instinct told me she was exactly the type of employee User Insight needed to be successful based on her background, professionalism, experience, and approach to the job, but I also knew she was on the way out if things didn’t change, and change quickly.

So, in the lobby of a hotel during a business trip, Rachel and I sat down over a stale cup of coffee to discuss how we might carve out a job that would entice her to stay at User Insight.

This is how I did it…     Sigue leyendo

5 cambios en Linkedin que suponen una oportunidad para las pymes


 

EñUT comunicación

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Con más de 175 millones de profesionales cualificados en todo el mundo, y más de 3 millones en España, la red de networking LinkedIn está incorporando numerosos cambios que significarán nuevas oportunidades para incorporar en las estrategias de las pymes.

#1: ANUNCIOS


El reciente lanzamiento de LinkedIn Ads en castellano va a suponer que los anunciantes y usuarios podamos interactuar de manera más local. 

Oportunidad: Poder comunicarnos de manera más específica con los profesionales o las empresas que pueden mostrar mayor interés en los productos y servicios que ofrecemos,siendo más eficiente nuestra inversión en publicidad.

  Linkedin ads

#2: REDISEÑO PÁGINAS DE EMPRESA


Aunque no estará disponible para todas las empresas hasta el próximo año, el rediseño de las páginas de empresa permitirá mostrar de manera más visual los productos y servicios de las empresas. Hasta ahora Linkedin ha estado más enfocada al uso individual de las personas, sin embargo, la popularidad del servicio ha obligado a modificar el producto para darle más importancia a las páginas corporativas.

Oportunidad: Más presencia de marca (actualmente las páginas corporativas solo tienen un pequeño icono y varias pestañas con texto).

#3: DESARROLLO DE ALGORTIMO PARA DETERMINAR INTERESES DE LOS USUARIOS Sigue leyendo

Introducing Endorsements: Give kudos with just one click


LinkedIn announced a new feature on Monday called Endorsements that gives users a simpler way to recommend their professional connections.

Until now, the primary way to suggest a friend or coworker for a job on LinkedIn has been to go through the process of writing a formal recommendation. Now, with the Endorsement tool, you can simply click the “Endorse” button to recognize one of your connections for a particular skill or skills.

Starting today, when you look at a contact’s profile page on the social network, you’ll see a list of skills at the top of the page and be prompted to pick which ones if any you’d like to endorse. Similarly, if you scroll down to the Skills and Expertise section of their profile, you’ll have another option to endorse certain skills just by clicking a plus-sign next to each of the skills listed.

LinkedIn will notify the user by e-mail when he or she has been endorsed by someone and these endorsements will be displayed on their profile page. Users still have the option to write longer recommendations as well, but Endorsements may be more popular for more casual recommendations.

In essence, the Endorse button is really just LinkedIn’s version of Facebook’s “Like” button, but geared towards professionals. This is just the latest example of LinkedIn trying to boost engagement on the social network by taking a page from competitors like Facebook and Twitter.  Earlier this year, LinkedIn introduced a Follow button for brands, similar to Twitter, and just this month the company rolled out a Facebook-style notifications system to keep track of network updates.

Image courtesy of LinkedIn


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Introducing LinkedIn Endorsements
from LinkedIn

The Market that Needs a Market Maker


Tammy Johns

http://blogs.hbr.org
TAMMY JOHNS
Tammy Johns is a senior vice president at ManpowerGroup, in charge of the company’s innovation and workforce solutions.

Do you wonder why there were an average of 8 million jobs posted online in the U.S. every month of last year, while 13 million people continued to search for work during the exact same months? The reason is that the U.S. — along with just about every other country — is suffering from a talent mismatch: employers cannot find individuals with the skills and capabilities they need, where and when they need them. The problem is not just one of location and timing, however. There is no mechanism that reliably signals which skills employers need so that individuals and schools can develop those skills. In other words, the relationship between supply and demand is tenuous at best. The job market simply doesn’t function the way a market should.

Experts have examined the problem from every angle and concluded that, if left unresolved, the skills mismatch will continue to eat away at U.S. competiveness. Research by the McKinsey Global Institute predictsthat by 2020, the U.S. will need to create 21 million new jobs to return to full employment but, should present trends continue, there will be 1.5 million too few college graduates to meet demand and that 5.9 million people will not have the education employers require and will therefore be unemployable. That’s why at ManpowerGroup we believe that investment ought to focus on youth, who are now entering the market and who most need training. Building their skills will help unleash their potential and start to close the widening gap. Still, while I cannot overstate the importance of training, it alone will not solve the labor market’s structural dysfunction.

How can the U.S. labor market become more efficient? Sigue leyendo

The 10 Traits of Outstanding Leadership


Written by Mark Harrison | http://www.pickthebrain.com

This article is for parents, teachers, counselors, small business owners, managers, or anyone else who interacts with others and has some influence over them. If this is you – then you are a leader.

Having influence over people isn’t just about being in a formal position of authority. This is part of it, but influence works both ways: kids have influence over their parents, students over their teachers and spouses over each other.

What is meant by ‘leader’? Ask a hundred people and you’ll probably get a hundred different answers, although many of them will be able coercion or manipulation, since this is the experience many people have had with those in formal leadership roles. A parent may try to force a child to tidy his room; a team leader might try to push a member of his team to make more sales. But to manipulate and coerce is to misunderstand what leadership is about and, in the end, is counterproductive. The reality is that people cannot be coerced. In his book, Choice Theory, William Glasser makes the compelling case that, even in the most extreme situations, people cannot be forced into things, and that, even when coercive tactics appear to work, they do not produce the best or sustainable results. People might comply to some extent, but they will never be putting their heart into the task so long as they feel forced.

The real, and often misunderstood, job of a leader is simply this – to put people in a position to thrive. When people thrive – when they have a clear sense of purpose and are successful – they are using all their energy, achieving more and contributing fully. So how does a leader do this? Here are ten behaviors of outstanding leaders. See how you measure up. Sigue leyendo

Is Gamification Right for Your Business? 7 Things to Consider


by 10
http://mashable.com/2011/12/24/gamification-for-business/

This post originally appeared on the American Express OPEN Forum, where Mashable regularly contributes articles about leveraging social media and technology in small business.

This year has lent itself to a slew of new buzzwords, andgamification is easily one of the most buzzed about in the marketing industry.

Businesses clamored this year to understand the concept of gamification and apply it to their digital and mobile products, offering badges and points galore … but how many of them actually understand the point of gamifying or if it’s even useful for their business goals?

Dustin DiTommaso, the experience design director at design studio Mad*Pow, recently spoke about designing meaningful interactions through game design thinking during his presentation at Geekend 2011, a techie conference presented by BFG Communications.

DiTommaso explained his framework for gamification and dished out seven essential steps for approaching the subject. Read on for a thorough encounter of DiTommaso’s model for creating more meaningful interactions and successful business goals, and let us know your thoughts on his method in the comments below.


1. Consider Why You Want to Gamify


Yes, gamification is a sexy word. No, it isn’t right for every business.

DiTommaso recommends that businesses looking to gamify their products or services ask themselves three critical questions before moving on:

  • What is the reason for gamifying your product or service?
  • How does it benefit the user?
  • Will they enjoy it?

If you can answer these questions with confidence, if gamification seems like a good fit for your business’ product or service and if the users enjoy it, then move on to exploring your business goals. DiTommaso recommends exploring the following three questions:

  • What are your business goals?
  • How do get the users to fulfill those business goals?
  • What actions do you want users to take?

If this exploratory phase yields positive feedback, your business is ready to move into user research.


2. Identify Your Users


It isn’t enough to understand your business goals when considering gamification — you also need to understand your users and what motivates them. Research your users before you begin designing your gamified product, focusing on how they use your software, what they want and what motivates them.

DiTommaso laid out a number of questions to help businesses achieve research-inspired design:

  • Who are your users?
  • What are their needs and goals? Why are they playing?
  • What’s holding them back from achieving their potential? Is it lack of volition (belief that completing the task at hand is valuable) or lack of faculty (ability to complete the task)?
  • What is their primary playing style (solo, competitive, cooperative)?
  • Who are they playing with?
  • What social actions do they find enjoyable, and why?
  • What metrics do they care about?

Game designers must also understand what motivates users to play their games. There are a number of motivational drivers, but DiTommaso recommends simplifying to four key factors. Decide if your users are motivated by:

  • Achievement of goals or enjoyment of experience
  • Structure and guidance or freedom to explore
  • Control of others or connecting with others
  • Self-interest in actions or social interest in actions

Knowing these details about users and their motivations will assist game designers in determining how the game should be laid out, how much autonomy to allow, what the users’ goals should be and so on. Let’s explore exactly what comes next in the designing process.


3. Frame Goals and Objectives Sigue leyendo

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