by Fronetics | Apr 23, 2015 | Blog, Leadership, Strategy, Talent
When it comes to hiring it is important to get it right. This is especially true for small businesses. This is not only because of the significant financial implications of a bad hire, but also because, as Jeff Haden points out,
“When employee No. 300 turns out to be a disaster, the impact on the business is relatively small and often confined to a small group of staff. When employee No. 3 turns out to be a disaster, everyone—and everything—suffers.”
When considering candidate for a position intelligent companies don’t focus on where the individual went to school, what degree was obtained, or the companies for which the individual has worked. Rather, intelligent companies focus on qualities; good employees tend to possess distinct qualities.
Here are 14 qualities that good employees possess:
Innovative
Good employees think outside the box and introduce new ideas and new methods for accomplishing a task or achieving goals.
Determined
Determined employees don’t see challenges or constraints as roadblocks. Rather they are unwavering in their resolve to accomplish the task, achieve the goal, or further their career.
Positive
Individuals who have a positive attitude and come to work with an optimistic outlook and tend to be more productive than negative or pessimistic individuals. Moreover, a positive attitude tends to be contagious; therefore, creating a more positive (and productive) workplace.
Confident
A confident individual is one who is willing to take on tasks that others avoid out of fear of failure or fear of a challenge. A confident individual is also someone who is not afraid to speak up and introduce new ideas, or question the status quo.
Honest
As Benjamin Franklin said: “Tricks and treachery are the practice of fools, that don’t have brains enough to be honest.”
Detail-oriented
While it is important to be able to see the big picture, being detail-oriented is critical.
Smart
When someone is smart they are willing and able to learn, to evolve, and to tackle challenges without needing to be coached or coddled.
Ambitious
An individual with a desire enhance their career is someone who will bring valuable contributions to your company.
Hard working
There is no substitute for hard work. As Vince Lombardi put it: “The price of success is hard work, dedication to the job at hand, and the determination that whether we win or lose, we have applied the best of ourselves to the task at hand.”
Cultural fit
It is critical that the individual be a good match for the culture of the company. If there is no cultural fit it is not only likely that there will be friction, it is also likely that the person won’t stay with the company very long.
Autonomous
A good employee is one who is able to work on their own without hand-holding.
Magnanimous
An individual who is considerate, humble, and recognizes the contributions and work of others is someone you want to have join your company and your team.
Accountable
A person who has proven that they are accountable to themselves and to others is someone you want to hire.
Proactive
When an individual is proactive they are more likely to approach their job with energy, and they are more likely to address and tackle challenges before challenges become problems.
by Fronetics | Apr 22, 2015 | Blog, Leadership, Strategy
The world has changed a lot in a century, but Andrew Carnegie’s ideas on leadership endured.
When reading the list of specific traits that define “successful leaders in all walks of life” compiled by Napoleon Hill from an interview with Andrew Carnegie, current or potential leaders might feel intimidated or overwhelmed. Then again, if they’re strong leaders according to Carnegie, they might feel as though they’re being described. On the list are thirty-one attributes ranging from being driven, focused, determined, loyal, attentive, tactful, fair, enthusiastic, open-minded, optimistic, creative, persistent, interested in others motivations, able to collect facts before making judgment, and responsible for the actions of their subordinates, among other things.
We know strong leaders don’t work alone. Carnegie knew how to surround himself with others, those who were talented and shared his vision. According to an Inc. article The Best Leaders Don’t Do It Alone, the most successful leaders also have others in mind: “The most successful leaders, activists, and companies have missions to help a community of people, from Martin Luther King rallying the civil rights movement to Mahatma Gandhi unifying India–or even TOMS CEO Blake Mycoskie’s ‘One for One’ program that provides shoes to children in need. ‘People don’t like to follow leaders who are dedicated only to their own personal glory, but they will sacrifice everything for leaders and communities who give them a higher calling, a greater purpose.'” Carnegie himself was, perhaps, the greatest example of philanthropy. By his death in 1919 it is thought that he donated $350 million, and urged his peers to do the same.
Is the wisdom of Andrew Carnegie dated, after nearly a century? Current studies are in line with his beliefs. A 2014 study asked 332,860 bosses, peers, and subordinates what skills had the greatest impact on a leader’s success. “Inspires and motivates others” ranked first at 38 percent, followed by “displays high integrity and honesty” and “solves problems and analyzes issues” at 37 percent.
The Harvard Business Review follows columnist Dan Savage’s formula that he applies to personal relationships, “good, giving, and game” but applies them to professional relationships as well. They say a leader needs to be:
Gifted
They need to be superb at what they do. They need to, as Carnegie also felt, be able to go above and beyond others’ efforts. They need to be, “smart, prepared, and well-informed, they need to engage in conversations with curiosity and capability. But to be on a team, they need to go beyond that. They need to be gifted communicators and gifted learners, mastering conflict without being offensive, and adapting to their own changing roles as the organization grows.”
Giving
They need to put the good of the company before their own immediate interests. They must also be curious about the work of others on their team and “be good-hearted, mutually respectful, and gracious, resisting the urge to dominate, take the upper hand, or shine at the expense of others.” Recent studies have also shown that being the traditionally distant, or “tough” manager leads to stress in employees, which can lead to increased days off, higher health care costs, and turnover. Giving and fair managers bring about loyalty and productivity in employees.
Game
Carnegie listed that a good leader must be able to take criticism and take risks. They need to possess the “kind of confidence that allows them to be questioned by others — even take blame and feel threatened — without becoming defensive.”
The world has changed a lot in a century, but Andrew Carnegie’s ideas on leadership haven’t. They can be applied to our current world, one he may have never imagined, though given his qualities as a leader, he may very well have envisioned it all.
by Fronetics | Apr 22, 2015 | Blog, Leadership, Strategy
The world has changed a lot in a century, but Andrew Carnegie’s ideas on leadership endured.
When reading the list of specific traits that define “successful leaders in all walks of life” compiled by Napoleon Hill from an interview with Andrew Carnegie, current or potential leaders might feel intimidated or overwhelmed. Then again, if they’re strong leaders according to Carnegie, they might feel as though they’re being described. On the list are thirty-one attributes ranging from being driven, focused, determined, loyal, attentive, tactful, fair, enthusiastic, open-minded, optimistic, creative, persistent, interested in others motivations, able to collect facts before making judgment, and responsible for the actions of their subordinates, among other things.
We know strong leaders don’t work alone. Carnegie knew how to surround himself with others, those who were talented and shared his vision. According to an Inc. article The Best Leaders Don’t Do It Alone, the most successful leaders also have others in mind: “The most successful leaders, activists, and companies have missions to help a community of people, from Martin Luther King rallying the civil rights movement to Mahatma Gandhi unifying India–or even TOMS CEO Blake Mycoskie’s ‘One for One’ program that provides shoes to children in need. ‘People don’t like to follow leaders who are dedicated only to their own personal glory, but they will sacrifice everything for leaders and communities who give them a higher calling, a greater purpose.'” Carnegie himself was, perhaps, the greatest example of philanthropy. By his death in 1919 it is thought that he donated $350 million, and urged his peers to do the same.
Is the wisdom of Andrew Carnegie dated, after nearly a century? Current studies are in line with his beliefs. A 2014 study asked 332,860 bosses, peers, and subordinates what skills had the greatest impact on a leader’s success. “Inspires and motivates others” ranked first at 38 percent, followed by “displays high integrity and honesty” and “solves problems and analyzes issues” at 37 percent.
The Harvard Business Review follows columnist Dan Savage’s formula that he applies to personal relationships, “good, giving, and game” but applies them to professional relationships as well. They say a leader needs to be:
Gifted
They need to be superb at what they do. They need to, as Carnegie also felt, be able to go above and beyond others’ efforts. They need to be, “smart, prepared, and well-informed, they need to engage in conversations with curiosity and capability. But to be on a team, they need to go beyond that. They need to be gifted communicators and gifted learners, mastering conflict without being offensive, and adapting to their own changing roles as the organization grows.”
Giving
They need to put the good of the company before their own immediate interests. They must also be curious about the work of others on their team and “be good-hearted, mutually respectful, and gracious, resisting the urge to dominate, take the upper hand, or shine at the expense of others.” Recent studies have also shown that being the traditionally distant, or “tough” manager leads to stress in employees, which can lead to increased days off, higher health care costs, and turnover. Giving and fair managers bring about loyalty and productivity in employees.
Game
Carnegie listed that a good leader must be able to take criticism and take risks. They need to possess the “kind of confidence that allows them to be questioned by others — even take blame and feel threatened — without becoming defensive.”
The world has changed a lot in a century, but Andrew Carnegie’s ideas on leadership haven’t. They can be applied to our current world, one he may have never imagined, though given his qualities as a leader, he may very well have envisioned it all.
by Fronetics | Feb 18, 2015 | Blog, Content Marketing, Marketing, Strategy
Content curation is an essential component of a marketing strategy.
When it comes to creating and executing a successful marketing strategy, content curation is often forgotten. There are two reasons for this: 1) lack of knowledge about what content curation is; and 2) lack of knowledge about the role of content curation within a marketing strategy.
Here is what you need to know about content curation.
What is content curation?
Simply put, content curation is the act of identifying valuable content from a variety of sources and distributing via it your own platform in a strategic manner.
Heidi Cohen, President at Riverside Marketing Strategies, looked to content marketing experts so as to better understand what content curation is and how it can be used to achieve business objectives. She compiled 19 definitions. Here are three of the definitions:
Content curation is the process of identifying content created by others that will be valuable for your audience and then publishing it on your own platform. Michael Brenner of SAP and the B2B Insider blog.
Content curation is hand selecting content created by other sources and sharing them with your community. Best done when whoever is curating adds their own explanation for sharing, reaction or opinions. C.C. Chapman author of Author of Amazing Things Will Happen and co-author of Content Rules.
Content curation is the process of choosing the most relevant information to meet your readers’ needs on a specific topic like a good editor or museum curator. Content curation requires more than just the selection of information. It’s the assembling, categorizing, commenting and presenting the best content available. Heidi Cohen of Riverside Marketing Strategies.
Why content curation matters
A 2014 survey found that 76% of respondents reported that content curation positively impacted their business goals in 2013. 90% of respondents predicted that content curation will have a positive impact on their business goals in the upcoming year.
No one wants to hear about you all the time. As strange as it may sound, talking about your products, services, and your value all the time is bad for business. Here is where content curation comes in. Content curation will serve to establish your business as a thought-leader within the industry and as a trusted resource. Additionally, it will serve to increase your brand visibility. The great thing about content curation is that it enables you to achieve these business objectives without talking all about you.
Navigating the deluge of digital content available, and identifying the content that is relevant and valuable to your prospects and customers is critical.
Two things to remember:
Quality is key
There is a lot of digital clutter. Steller content curation sorts through the clutter and identifies quality content. Make sure that the content you curate is quality content and not clutter.
Be valuable and relevant
Make sure that every piece of content your curate is content that is both valuable and relevant to your prospects and customers.
by Fronetics | Feb 18, 2015 | Blog, Content Marketing, Marketing, Strategy
Content curation is an essential component of a marketing strategy.
When it comes to creating and executing a successful marketing strategy, content curation is often forgotten. There are two reasons for this: 1) lack of knowledge about what content curation is; and 2) lack of knowledge about the role of content curation within a marketing strategy.
Here is what you need to know about content curation.
What is content curation?
Simply put, content curation is the act of identifying valuable content from a variety of sources and distributing via it your own platform in a strategic manner.
Heidi Cohen, President at Riverside Marketing Strategies, looked to content marketing experts so as to better understand what content curation is and how it can be used to achieve business objectives. She compiled 19 definitions. Here are three of the definitions:
Content curation is the process of identifying content created by others that will be valuable for your audience and then publishing it on your own platform. Michael Brenner of SAP and the B2B Insider blog.
Content curation is hand selecting content created by other sources and sharing them with your community. Best done when whoever is curating adds their own explanation for sharing, reaction or opinions. C.C. Chapman author of Author of Amazing Things Will Happen and co-author of Content Rules.
Content curation is the process of choosing the most relevant information to meet your readers’ needs on a specific topic like a good editor or museum curator. Content curation requires more than just the selection of information. It’s the assembling, categorizing, commenting and presenting the best content available. Heidi Cohen of Riverside Marketing Strategies.
Why content curation matters
A 2014 survey found that 76% of respondents reported that content curation positively impacted their business goals in 2013. 90% of respondents predicted that content curation will have a positive impact on their business goals in the upcoming year.
No one wants to hear about you all the time. As strange as it may sound, talking about your products, services, and your value all the time is bad for business. Here is where content curation comes in. Content curation will serve to establish your business as a thought-leader within the industry and as a trusted resource. Additionally, it will serve to increase your brand visibility. The great thing about content curation is that it enables you to achieve these business objectives without talking all about you.
Navigating the deluge of digital content available, and identifying the content that is relevant and valuable to your prospects and customers is critical.
Two things to remember:
Quality is key
There is a lot of digital clutter. Steller content curation sorts through the clutter and identifies quality content. Make sure that the content you curate is quality content and not clutter.
Be valuable and relevant
Make sure that every piece of content your curate is content that is both valuable and relevant to your prospects and customers.
