Marcin Nazaruk’s Post

worth reading this article. As this article talks about traits of lovely person. Leadership required similar traits if not all traits some definitely few of them. https://lnkd.in/d9g2JumZ

RIP an original thinker. Let me share a brilliant insight from Daniel Kahneman which I heard on the The Economist podcast Boss Class. When he got his team together to develop new thinking and write the book Thinking Fast and Slow he asked them all how long they thought it would take. Estimates coalesced around 18 months. (For those that don't know the book, it popularised the idea of System 1 and System 2 thinking, the basis of much behavioural science.) He then went to the principal at his college and asked how long such projects usually take. He said only 40% ever finished a book and the range was 7-10 years. Which was exactly how long TFAS took to complete. The lesson he took away: don't trust gut instinct! Optimistic planning is usually an inside view rather than an objective outside view, reality checked and based on hard evidence.

#HBR has some fabulous articles. Having "joy at work" is one of them. It's really just another way to say that employee engagement is vital to the successful operation of a company. There's two parts to the puzzle - the work itself and the work environment. Employees do best when they like what they're working at and that the pace of work and decision making challenge are appropriately matched to who they are right now as a person. At the same time, they need to care about the rewards (external and internal) associated with the role, how fairly work and rewards are distributed, the people they work with and the goals of the organization, or at the very least, their work group. There are very few engagement models that are specific about "how" to train managers. Dr. Paul Marciano is one speaker and trainer who does through his #RESPECT approach. Our work at #Rhealize is to facilitate and reinforce engagement by first of all ensuring roles are adequately defined with respect to orggoals. secondly, that the people selected are suitably matched to the work and the work environment. Our primary focus is helping Newcomer Candidates recently graduated from a Cdn post secondary institution to find work in Canada. We believe that we can positively impact the course of a person's life by having them experience a good start. Follow us at #Rhealize to learn more about our recruitment technologies and our leadership workshops on Role Clarity. #employeengagement #expectations #recruitment

Feeling the love today 💖 So thankful to be a part of such a supportive team that encourages me to be the best version of myself. When I first accepted this job as a Staffing Recruiter, I wasn't sure what to expect. Throughout my career as an internal recruiter I was told the grind wouldn't be for me, or I wouldn't like the fast pace because I wouldn't have an opportunity to connect with my candidates. Fast forward one year and I can honestly say, I'm the best Recruiter I've ever been. I use tools and sourcing methods that internal recruiting peers only talked about, but never put into practice. My candidates appreciate the time I take to understand their skill sets, explain the job, and pipeline them for future roles. And I just LOVE working across multiple industries! It also doesn't hurt that everchanging priorities (sometimes by the hour), compliments my ADHD and short attention span. *Oooo something new and shiny!!!* This goes to show you that just because someone thinks something is undesirable for THEM and makes a quick judgement about YOU, doesn't mean they are right or that you will feel the same way. Sometimes, you gotta see for yourself. I'm so happy I did. Cheers to One Year 🥂 Did you know we're hiring?? Join my team as a Staffing Manager or Recruiter and let's reach new heights TOGETHER! #appreciation #anniversary #werehiring Jan A. Davis 〰 Edwin Soriano 〰 Diane Catalan 〰 Luis Mendoza

Thank you for sharing this, Firoz Ansari. This is a great summary of leadership and sensibly articulated. This is my leadership vision for 2024. Nearing the end of 2023, I was met with a mess of valleys; shattered ambition, vision, and a broken spirit. A promotion and step up in management that I was promised was revoked, and how I was operating in my current role did a 180. My team suffered the residual effects of some of the valleys experienced, though doing my best to "fake it until I make it" (I hate that phrase with a passion, and is so disingenuine) Wow! What a learning curve. I am slowly beginning to rebound and rediscover my passion for veterinary medicine management. My goals, vision, and how I lead, my leadership style can alter depending on the circumstances around me, though, I am more aware of and better equipped now how to handle them. This post will be printed and hung and serve as a reminder for myself and others.

You’ve moved into a new role perhaps a leadership role and you don’t have a pepeha. Perhaps you’re not sure when you’re supposed to use it how do you know? You don’t need to feel bad about this. We are all on our own journeys in our own ways. What’s important is that you’ve recognised it’s time for you to have a pepeha and it’s time for you to stand strongly and proudly being able to introduce yourself in the Māori world in te reo. The most important thing to remember about a Pepeha is that it’s about connection. How can you connect to others and how can they connect to you through sharing where you are from and the people you are connected to past and present? Don’t be shamed that you haven’t got a pepeha or if you do have one, but don’t like giving it because it doesn’t feel like you. But it is time for you to do something about it. Book a quick chat with me if you want help with your Pepeha. https://lnkd.in/gfxfE-Mg

Assalamu Alaikum Everyone.... You gain strength, courage and confidence by every experience in which you really stop to look fear in the face. You must do the thing you think you cannot do. The true mark of a leader is the willingness to stick with a bold course of action — an unconventional business strategy, a unique product-development roadmap, a controversial marketing campaign — even as the rest of the world wonders why you're not marching in step with the status quo. In other words, real leaders are happy to zig while others zag. They understand that in an era of hyper-competition and non-stop disruption, the only way to stand out from the crowd is to stand for something special.

Just like the weather, technology can change in an instant. Andela CMO Kelly Wenzel sits down with CTO Wendy Frazier of The Weather Company to discuss her excitement for GenAI in this episode of Profiles in Brilliance. #ProfilesInBrilliance #Leadership #WomenInTech

Helen Bevan thank you for sharing. 🙏🏼 This is the visual I appreciate the most from their report. The now and into the future roles for leadership of health and care. We shift: - from leading an organization to leading towards community health and wellbeing; -from inspiring others to inspiring change; -from balancing expertise and emotional intelligence to real humanity, authenticity and heart; - from expert mindset to ecosystem mindset; - from maintaining energy and energizing other to unleashing collective energy; -from a learning orientation to voracious learner; and - from anticipating and proactively managing disruption to seizing disruption and difficulty as opportunities for transformation.