Comments for TalentedApps

Comment on Make sure you know the second shot by Mark Bennett

Mark Bennett — Sat, 27 Apr 2013 21:53:13 +0000

Thanks, Meg!

Comment on What and where is your concealed talent? by Mark Bennett

Mark Bennett — Sat, 27 Apr 2013 21:52:03 +0000

Thanks, Meg! Yes, we need to see ourselves as others see us, not just as who we think we are.

Comment on Getting it Right: 100KM, Team of 4 and 48 Hours by Anadi Upadhyaya

Anadi Upadhyaya — Sat, 27 Apr 2013 17:01:09 +0000

Thanks Meg.

Comment on Make sure you know the second shot by Meg Bear

Meg Bear — Sat, 27 Apr 2013 04:57:41 +0000

OMG this is exactly right – if you can define the first two steps people will trust you enough that you can buy time to sort out step 3. I do this all the time. So well articulated.

Comment on The Part-timer’s Dilemma by Meg Bear

Meg Bear — Sat, 27 Apr 2013 04:54:34 +0000

So very true.

Comment on What and where is your concealed talent? by Meg Bear

Meg Bear — Sat, 27 Apr 2013 04:54:03 +0000

I agree reputation is so critical and so vague. It is important for each of us to remember how important it is to be purposeful in our actions to help craft the reputation we need to create the opportunities we want.

Comment on Getting it Right: 100KM, Team of 4 and 48 Hours by Meg Bear

Meg Bear — Sat, 27 Apr 2013 04:52:10 +0000

This might be my favorite Anadi blog post! What a great journey and a fantasitc outcome.

Comment on Be fluid in your thinking, but concrete in your communication by HR Blog - HR Solutions | On Demand Human Resource and Talent Management Software

Fri, 26 Apr 2013 16:17:39 +0000

[...] Bear, of the TalentedApps advices, Be fluid in your thinking, but concrete in your communication. It covers how to go about making your ideas more accessible so everyone can better benefit from [...]

Comment on Management by “Fear”… by Anadi Upadhyaya

Anadi Upadhyaya — Thu, 25 Apr 2013 17:26:47 +0000

Cutting the cost blindly without a realistic assessment will result in dysfunctional behaviors. People like to play the “Blame Game” but leaders should not allow this behavior to prosper in their workplaces.

Comment on Management by “Fear”… by Rudi Burkhard

Rudi Burkhard — Tue, 23 Apr 2013 11:49:31 +0000

A good manager should be able to spot it … but employees are very good at looking busy. The immediate manager also has an interest in his employees looking busy … he (believes) he needs them, does not want to risk losing them etc. Also, read Parkinson’s law … many employees is a status symbol …

Anyway, the point is the leader is often too far removed to really see whats up and the immediate manager does not have the same interest.

Especially companies that have cost reduced by asking employees to help find ways for greater efficiency are subject to the problem … because they often fire the sa,e people that helped improve in the first place. Can you blame employees’ behaviour?

Rudi