The Key To Success: Hiring People Better Than You

The Key To Success: Hiring People Better Than You

One mistake managers can make when recruiting new staff is being too cautious and careful in their approach. Subconsciously there may be a fear of taking on a new person who could ultimately pose a threat or a challenge. It is human nature, but it is sometimes the case that managers will not want to employ an individual who could potentially challenge their position or undermine authority within the workplace.

High achievers are usually aware of their skills and talent. I have sometimes spoken to managers who are worried that someone overly ambitious and driven is going to upset the equilibrium within the workplace. They have got themselves into a position of authority and almost feel as if they have to defend it.

10 things that require no talent to follow in your life

10 Things That Require Zero Talent

Recently, my attention was caught by an image I saw on social media that said “10 things that require zero talent”. As simply as that. How cool would it be if each of us put this list into practice? We would be more successful in a short time, our relationship with ourselves and other people will improve and we will become coach for ourselves. Are you ready to give it a try? Here you go.

1. Being on time

According to some cultures, time is money. To be late to an event, a date, a meeting, is a lack of respect or regard for the other person. It also shows a lack of self-respect for yourself. It can happen to be late for an appointment. If this is the case, call or inform the other person. Misunderstandings often arise because of poor communication.

Inbound Marketing Solution is Dead

Inbound Marketing As A Standalone Strategy Is Dead

My marketing agency was recently asked to submit a proposal for an inbound marketing program for a B2B enterprise that offers consulting, software and analytics to its customers. We did what we always do: We started with background research to understand the industry they’re operating in, got a sense of the competitive landscape, figured out what their current marketing mix looked like, then asked one essential question: What problem are we solving for?