The Top Mistakes Executives Make in Leading Their OrganizationsWritten by Don Wells
THE TOP MISTAKES TODAY’S EXECUTIVES MAKE IN LEADING THEIR ORGANIZATIONS Four Tips on Common Leadership Pitfalls to Avoid In today’s uncertain economy, many organizations have been making some drastic changes to stay competitive and productive. This means that CEOs and other executives have to hone their leadership skills to make most of what they have and encourage and inspire their teams to new heights of achievement. But not all executives have leadership down to a science. Leaders might be armed with plenty of technical skills and experience, but may still be making some critical mistakes in managing with their teams that can negatively impact their organization’s bottom line. An employee-centered culture ensures a customer-focused culture. One common leadership mistake is a lack of team-building skills. Honoring team—each individual—is one of most important leadership characteristics in today’s organizations. If, as a leader, one of my primary concerns is not welfare of my team, then I’ll never know just how successful we can be. That positive regard for your people leads to best customer service, highest level of contribution by each team member and highest profits. Here are four other common executive leadership mistakes: Failure to make decisions or delaying process and losing a competitive advantage. Perhaps being too afraid of making a mistake is a mistake! Most executives make good decisions when they actually make them, but many are fearful of taking any risk, delay too long in taking necessary action and lose important opportunities.
| | MANY OLDER WORKERS ARE OPTING TO STAY IN THE JOB MARKETWritten by Garth Jay
MANY OLDER WORKERS ARE OPTING TO STAY IN THE JOB MARKET Four Tips for Older Candidates to Remain Competitive in Today’s EconomyIt’s been said that some things simply get better with age, whether it is a vintage car or a fine wine; sometimes quality only improves over time. The same can be said about today’s older workers and job applicants—many of whom are choosing to remain in workforce far past what had formerly been expected retirement age. These workers represent a vast resource of years of skills, experience and creativity, and many are exploring career alternatives that offer different challenges from what they pursued before. And more of these seasoned workers who opt to remain in job market far longer today are making some interesting choices, whether it is taking on consulting roles, entrepreneurial options or leaving their current title and industry behind entirely. It comes down to basic premise that people today are healthier and are working longer than ever before. Many are looking at what portion of their old job that they really excelled at and loved and then making a decision about their next step—often choosing a different career path altogether. Some of these older workers are choosing to remain in job market, either due to financial necessity or simply desire to remain active and utilize their experience and work where they can make most impact. Many of them are choosing to leave a position to pursue a specific part of their former role that they enjoyed most, even if that might mean leaving behind a prestigious title in order to focus on what they loved most about job, such as sales or mentoring. The concept of retirement minute one turns 65 as a phase of life exclusively devoted to leisure and recreation is not in keeping with reality of most people today. That’s because a sudden shift from a highly successful and engaging career to no work at all has never been a good fit for most high-achieving people, so many are looking for alternatives. Age biases do still exist, although question of age is becoming less of a factor in building a strong workforce. Companies are beginning to realize that while younger, less experienced employees may initially seem more cost-effective, it is more likely that younger workers will change jobs more frequently in building their careers while older workers may stay with company longer. Therefore, idea of stocking your workforce with younger employees may not be best bet in terms of retention strategy.
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