Job descriptions that include the phrases "fast-paced environment," "must be available 24/7," "high tolerance for ambiguity," "flexible schedule" and "must thrive under pressure" are warning signs of a toxic corporate culture, writes Mark Murphy, founder of LeadershipIQ.com. It's also possible to end up working in a company culture that's not a good fit for your personality, so job candidates should seek organizations that are a good fit for their preferences, Murphy writes.
LinkedIn users can now create Page posts and schedule them to go live via a native tool without needing a third-party app. Other Page updates include LinkedIn Audio Events for live conversations without video, automatic posting of new jobs and enabling Pages to follow other Pages.
Empower employees to make decisions by encouraging them to consider the company's and customers' best interests and showing employees you trust them, but be sure to clarify which decisions remain with you, writes leadership coach David Lancefield. "Encourage them to assimilate information from colleagues, third parties, and technology, analyze it carefully, listen attentively, and exercise careful judgment," writes Lancefield, who adds top executives may have to re-examine their leadership style before delegating decisions to others.
Approach one-on-one meetings with your direct reports not just with an action agenda, but with an emotional one, seeking to connect with them on a personal and professional level, writes Payal Nanjiani, CEO and founder of the Payal Nanjiani Leadership company. "Your people must feel like they're heard and supported every week. Make it about them and their needs," Nanjiani writes.
Job candidates with alternative thinking styles -- such as autism, attention-deficit/hyperactivity disorder or dyslexia -- should be part of inclusive hiring policies for companies and recruitment firms, advise Anne Murphy and Cara Wood of executive search firm Odgers Berndtson. They explain how to handle recruitment and craft job advertisements, how to approach interviews and how work trials can help.
Employers should put employees on a career path, writes Archwell Senior Vice President and Chief Learning Officer Keith Keating, who recommends providing on-the-job training, setting up coaching programs and linking career pathing to the company's strategic goals. "Have open and constructive conversations with your employees about their career goals, ambitions and affinities," Keating writes.
There's no questioning that one of the main draws of March Madness is the triumph of the underdog. It's infinitely more exciting to see Farleigh Dickenson take out powerhouse Purdue and see a 15-seeded Princeton make the Sweet Sixteen than it is to see chalk across the board. On the women's side, the domination of longstanding powerhouses like UConn and Tennessee have generally made for fewer upsets. But this year is different. With Miami taking down Indiana and Ole Miss upsetting Stanford, we now have a situation where for the first time in a quarter-century, only two number 1 seeds will appear in the Sweet 16, potentially signaling a shift to greater parity in the sport. One of the coolest parts of it all is that legendary UConn coach Geno Auriemma saw it coming.
This story speak to me -- as a graduate of two No. 1 seeds this year. Indiana is gone, but my Gamecocks are still full throttle! -- Janet Connor Kahler, editor of Your Career
