How to succeed in your career


The Art Of Building A Successful Team

In order for your career to grow, you musthiring managers pass over candidates because
demonstrate effective leadership skills.they were intimidated by their ambition.
Organizations are finally beginning toInstead of worrying about someone taking over
realize that soft skills are just asyour job (if this is an issue, you've got
important as technical skills and therefore,bigger problems to worry about), think about
are placing more emphasis on developing andwho could potentially replace you when you
rewarding effective leaders. One importantmove  on  to  a  bigger  role.
skill for leaders to master is the ability to
recruit high-potential talent into the5.Avoid the temptation of hiring someone just
organization.like you. It's great when you have a
connection with a candidate, but try to
The responsibility of recruiting theseremember that you aren't hiring someone to be
candidates doesn't fall solely on theyour friend. Instead, look for someone who
shoulders of your recruiter. There are manywill complement your team's strengths and
ways that you can enhance their efforts toweaknesses.
attract the most sought after candidates.
Recruiting shouldn't be reactive - performed6.Select candidates who are passionate about
only when you have an opening on your team.their work. Passion is difficult to ascertain
It should be an ongoing activity so that yourduring an interview. However, there are signs
pipeline of candidates is full and you canyou can look for and questions you can ask to
start interviewing shortly after a need hasbetter determine if this is someone who is
been established. Follow these tips to makepassionate  about  their  work.
the  most  of  your  efforts:
Â- Does their education and work history
1.Look to your existing employees for aconsist of positions that build on each
promotional opportunity, first. You shouldother, demonstrating knowledge in their field
always look within the organization beforeand a desire for growth? Or, have they
you consider external candidates. Rewardbounced  around  with  little  direction?
employees who are actively developing their
skills and are loyal to the company. Is thereÂ- Are they actively involved in their
someone who is ready to take on newprofessional community? Do they take
responsibilities?advantage of opportunities to develop new
skills?
2.If you are an active member of your
professional community, start building aÂ- Find out why they chose to get into
rapport with prospective candidates.this  particular  line  of  work.
Recruiting is a lot like marketing - the more
positive contact you have with prospects, theÂ- Make a note of their specific
more receptive they will be to talking to youprofessional goals. "To be working in a
about making a move to your organization.position that utilizes my skills or to be a
Keep in contact with those you would like tomanager" doesn't cut it. Is it just about the
have  on  your  team  one  day.money or are they looking for growth or
meaning  in  their  work?
3.Build a reputation as a strong leader. This
is one of those times when you want yourÂ- Find out what aspect of their job they
reputation to precede you. If you are knownenjoy  most.
for being a great leader, candidates will
want to work for you. Year after year, "lack7.Stop settling for mediocrity. Don't be
of opportunity" is cited as one of the mainafraid to hold off on making a selection
reasons for employee turnover. Judiciousdecision until you have the right candidate.
candidates know that their manager can makeGet creative in the way you manage your
or break that opportunity and they make theiremployee shortage. Consider redistributing
decisions  accordingly.the duties on your team and hiring a
temporary administrative employee to take up
4.Don't be intimidated by dynamic,the slack. This is a great time for your
high-potential candidates. I've seen manyemployees gain additional experience.



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