Ever had a big objective or goal that that was hard to achieve? Most people in that situation focus on the result they are trying to achieve and how the goal was tackled in the past. But perhaps that’s the problem. Instead of focusing on the outcome, researchers have found that it’s much more effective to focus on the actions most connected to achieving that goal. Just supercharge the actions on the front end most likely to achieve the ultimate goal.

It works. Here’s how. Continue reading →

Attracting and retaining labor is difficult. In a tight labor market, it’s even more challenging. And to hire top talent – the A Players who can really transform a company – requires companies to take their HR to a whole new level. It’s not enough to just do the basics like salary and typical benefits. The most qualified candidates are interviewing the company as much as the company is interviewing the candidates. And candidates want to see that the employer will invest in developing the employee as much as the employee will invest in the growing the company. What does that look like?

Here’s a sneak peek. Continue reading →

Leaders, do you want to reduce job turnover and create a culture of caring that makes employees want to stay at your workplace forever? Yes? Then it’s simple. Assign work that is meaningful and gives them a sense of purpose. It turns out that isn’t as simple as it sounds because what each person considers “meaningful work” varies. An employer is usually just focused on hiring staff who have the skills and ability to do a job that the organization needs done and will fit in with the rest of the team. Assigning work that is also meaningful and provides a sense of purpose to the employee can feel like a heavy burden – perhaps even unrealistic or absurd concern — for an employer. That may explain why staff turnover and job vacancies remain high. So how can leaders help employees find meaning and purpose in what they already do?

Here’s how. Continue reading →