Every executive dreams of fostering the kind of work culture that turns every employee into a high performer. The kind of high performing work culture that creates cohesive teams that work extraordinary well to overcome obstacles, who push above and beyond on every project, and who are dedicated to your organization. Some companies, like Google
Emotional intelligence has been in the news a lot lately. From articles about global leaders like Google incorporating it heavily into their hiring to research showing that EQ is a better predictor of success than IQ. Publications have talked about what it is, how companies are going about measuring emotional intelligence, how to implement it into
What’s better: being a boss that expresses and demonstrates their emotions, or being a cool, calculating, emotionless machine? Many might think that the latter is better. After all, the buzzwords of the last decade have been “big data” and “analytics” and “business intelligence”. We’ve spent the better part of the new millennium trying to automate,
Over the last few years, few departments have changed as much as HR. From the rise of business-oriented social networks like LinkedIn to advances in automated resume parsing and sorting technology to breakthroughs in how we think about the role of human resources as a concept. All of these changes have dramatically shifted the way
Empathy might seem out of place in the business world. In fact, for years we’ve had corporate coaches, gurus, and pundits telling us that the way to get to the top is by being a ruthless corporate killer. The reality is that the very attitude so long espoused by experts is far more likely to
“The green reed which bends in the wind is stronger than the mighty oak which breaks in a storm.” -Confucius The last two decades have been marked by rapid and extreme swings, from bubble to recession and back again. Which makes it a great time to talk about resilience in the corporate world. As the