When Best Practices Don’t Work

If you want to do what other people were doing last year, spend a lot of time navel-gazing, and define success according to conventional standards.
 

Ducking Risk and Shifting Blame in Hiring

“Hiring is the single riskiest responsibility for most managers. Like the Kobayashi Maru, hiring appears to be a no-win scenario – the perfect storm of problematic job responsibilities.” - Bob Corlett
 

Learn to Trust Your Gut

“For those looking to figure out solutions to the problems facing their respective organizations or careers, learn to develop, refine, and trust your gut. ” - Victorio Milian
 

Office Press Conference

“The office press conference is not dedicated to only one issue, it’s run by the employees, and it’s always productive.” – Dr. Todd Dewett
 

The Psychology of Good and Bad Judgment – How to Make Smarter Decisions (And Avoid Looking Dumb)

“In the real world, there is rarely enough time or information to make a reasoned decision, and even if there were, there is no pre-defined formulae to solve the problems we have.” – Dr. Tomas Chamorro-Premuzic
 

When is Termination a Good Thing?

“Making an employment change is a big deal. It’s hard, even when it’s voluntary, because we have so much of our identities wrapped up in what we do.” – Heather Bussing
 

How to Deal with Unexpected Truth

“Dealing with uncomfortable truths is part of business and life. Own your part in them. Do what you can to fix and prevent them. And make your word count.” – Heather Bussing
 

Working with Humans

“We clamor for more and bigger data while simultaneously avoiding some of the most valuable, and readily accessible information there is; the emotions of our employees.” – Joe Gerstandt
 

Why CEO’s Care More About Money Than People

“People need to be trusted, valued, and given the resources they need to do a great job, including being paid fairly for their work. If you can’t do that, you don’t have a business.” – Heather Bussing
 

Hiring is like a Tango

“Could you win a tango competition by placing an ad for a dance partner, and then, before the dance, using a written test to determine your “fit” with each applicant? Of course not. So why would you hire that way?” – Bob Corlett