Remove Career Remove Crisis Management Remove Human Resources
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But My Business Is Different… | N2Growth Blog

N2Growth Blog

All business (for profit or not) provide goods, services, or intellectual property/capital to a market (or markets) for some form of consideration.

Blog 305
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My Best Blogs of 2011

In the CEO Afterlife

Crisis Management: The Ultimate Test of a Leader [link]. In this post, I compare the ineptitude of BP against the leadership of Rudy Giuliani during a much bigger crisis. To most of us, mentors are people of experience and knowledge who help the less experienced advance their careers and/or their education.

Blog 222
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The Difference between Strategists and Strategic Planners

In the CEO Afterlife

I’ve met both over my long career as an executive, a consultant, and a board member. They are staffers, not line managers. Strategists and Strategic Planners may read the same periodicals and have similar destinations in mind, but there is a difference between the two.

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Leveraging Military Leadership for Civilian Success

Strategy Driven

The transition from a military career to a civilian career is difficult and challenging. While there are drastic differences between military culture and corporate culture, there are many transferrable skills – and more than most veterans (and hiring managers) initially believe. But it’s not a full switch.

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Leading Without Direct Reports

In the CEO Afterlife

Craft or Career. Decades ago, I was moved by a business school article entitled, “Craft or Career. The author, a professor, was making the point that crafts and careers are not mutually exclusive – that craftspeople do not have to climb the management ladder to realize fulfilling careers. Which Will It Be?

Report 100
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Leaders: Build Your Pre-Resilience for Times of Crisis

Strategy Driven

Organizations turn to their leaders with intensified demands during crisis. A 25-year veteran in senior human resources and leadership and development roles in four multinational companies, Harry Hutson is now an independent consultant. Start building your pre-resilience muscles now. About the Authors.

Crisis 50
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New Thinking About Employee Retention

Eric Jacobson

For example: Traditional Thinking : Human Resources-driven programs like pay and recognition are essential for retention. Traditional Thinking : Centralized communication and career programs impact all employees equally. Rethinking Retention : Supervisors drive what employees know and learn and help them prepare for careers.

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