A challenge for every organization is to attract, retain and motivate employees. If a company succeeds in doing so, employees work with more passion, energy, and enthusiasm. This translates to an increase in productivity and more profit for company.

Another factor to remember is this: real leadership must be done by example. Remember that people below you follow your lead and that you have an enormous influence on your employees. They will look up to you for signals on how to behave and what organization expects from them.

Remember that one of secrets to a successful management of any organization is to be able to articulate a common goal that inspires people to work hard together. Proper, effective and open communication of goals, rules, instructions and expectations can spell a difference.

The best way for an organization to succeed is to give employees all responsibility they can handle and then stand back. Trusting your employees to do their job well sustains company.

Trust is also a social contract – you have to earn it. Trust is earned when you give it. When people start trusting each other more and more, they stop questioning motives and start to work as one unit.

Encourage people in your organization to be more result-oriented by opening their minds to new ideas. Encourage them to use their imagination to find new ways of doing things. Your employees must learn how to take initiative.

It is also important to remember that sometimes, you need to learn to take calculated risks. Bet on people who think for themselves. By taking a "leap of faith" and trusting that one person can do job and do it right, you increase his self-confidence and make him do his job even better. You must also learn to take a chance on a promising sailor. Give people second chances especially if you see potential in him. He might just surprise you with outstanding results. Lastly, if a rule doesn’t make sense, break it carefully. Remember, there is always room for improvement but think ideas thoroughly before implementing it.

Nowadays, job applicants are no longer surprised when they are asked question: “Why are manhole covers round instead of square?” during a job interview. Puzzle-interviews have been emulated by numerous fortune 500 companies from Microsoft. Questions such as above seek to separate most creative thinkers from merely talented.

Logic puzzles, riddles, hypothetical questions and trick questions have long been used in computer-industry interviews. These are known as “impossible questions” and are believed to measure intelligence, resourcefulness or “outside-the-box thinking” needed to survive in today’s very competitive business environment.

Today, these impossible questions are also being used, not just in computer-industry interviews, but in almost every line of business such as law firms, banks, consulting firms, insurance companies, media and armed forces.

The strangest thing about these impossible questions is that no one knows answer – not even person who is asking. Still, people are being hired or not hired based on how well they answer questions.

With use of puzzles in hiring process, companies try to weed out those who think on their feet and those who do not. All that matters is logic, imagination and problem-solving ability.

Puzzle interviews does more than test an individual’s I.Q. It is said to measure bandwidth, inventiveness, creative problem-solving ability and outside-the-box thinking. Companies who use logic puzzles believe that they area better indicator of workplace success than other intelligence tests.