60 http://www.jobdig.com/ en-us © 2009 JobDig JobDig presents helpful tips and advice on hiring and how to keep great talent. Our career experts discuss HR and management related issues, such as recognition, leadership, attitude, performance, and motivation. Thu, 04 Jun 2009 13:58:50 GMT eric.caron@jobdig.com (Eric Caron) JobDig Eric Caron eric@jobdig.com (Eric Caron) no JobDig's weekly podcast with advice for HR and managers on hiring and keeping great talent. JobDig presents helpful tips and advice on hiring and how to keep great talent. Our career experts discuss HR and management related issues, such as recognition, leadership, attitude, performance, and motivation.Recently I had the privilege of attending a workshop presented by Patricia Latham Ball, a principal at Management Northwest, which is a legal resource for employers. Ball is a former Ada County (Idaho) Deputy Prosecutor in employment law who determined it would be more noble to help companies steer clear of trouble rather than prosecute them for getting into it. Tue, 31 Mar 2009 14:00:12 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20%20Avenues%20for%20Employee%20Complaints%20Seem%20to%20be%20Closed.mp3 6:50Dan BobinskiRecently I had the privilege of attending a workshop presented by Patricia Latham Ball, a principal at Management Northwest, which is a legal resource for employers. Ball is a former Ada County (Idaho) Deputy Prosecutor in employment law who determined it would be more noble to help companies steer clear of trouble rather than prosecute them for getting into it.Can you really find a career you love? Is it really possible to wake up on a Monday morning and WANT to go to work? Tue, 24 Mar 2009 15:32:37 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20How%20to%20find%20a%20career%20you%20love.mp3 5:39Andrew RondeauCan you really find a career you love? Is it really possible to wake up on a Monday morning and WANT to go to work? If you're in a leadership role, you're never at a loss for problems to solve. But be careful about getting too involved in problems that don't really deserve your time and energy. Engaging in the wrong problem is like stepping in quicksand. Down you go! Mon, 16 Mar 2009 14:21:59 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Whats%20the%20Problem.mp3 3:56Gayle LantzIf you're in a leadership role, you're never at a loss for problems to solve. But be careful about getting too involved in problems that don't really deserve your time and energy. Engaging in the wrong problem is like stepping in quicksand. Down you go!Q: My boss was hired in 2005 and terminated two years later. Soon after she was hired she brought a friend to the company to do the same job I have been doing for 7 years. She has been given three raises since being hired and has zero experience in our field. I have a number of certifications and extensive training. How do I ask to be considered for the boss’s job without sounding like I'm whining? Mon, 09 Mar 2009 10:28:31 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20QA%20with%20Dr%20Louis%20Frankel.mp3 3:33Dr. Lois FrankelQ: My boss was hired in 2005 and terminated two years later. Soon after she was hired she brought a friend to the company to do the same job I have been doing for 7 years. She has been given three raises since being hired and has zero experience in our field. I have a number of certifications and extensive training. How do I ask to be considered for the boss’s job without sounding like I'm whining?Do you remember when the only body part that was pierced was women' ears? How do you develop, maintain or use a "blog"? Did you participate in Vietnam War protests, or learn about them on the History Channel? A candidate says, "Working here would be really fly" is that good or bad? Did you buy your first new car for under $18,000.00? Mon, 02 Mar 2009 09:45:47 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Are%20You%20Prepared%20to%20Recruit%20The%20Next%20Generation.mp3 4:19Kathy BornheimerDo you remember when the only body part that was pierced was women' ears? How do you develop, maintain or use a "blog"? Did you participate in Vietnam War protests, or learn about them on the History Channel? A candidate says, "Working here would be really fly" is that good or bad? Did you buy your first new car for under $18,000.00?I am really in a bind as to how to deal with an employee, and I would appreciate your insight.  I am a team leader in a legal office.  One of the attorneys on my team, "Becky" has been in the office for over 12 years.  She is a good attorney, however, her temperament and personal life are greatly clouding her colleagues' view of her work performance.  She is very demanding in regard to getting time off when she wants it, and for long periods of time (she thinks nothing of expecting four weeks at a time, when no one else in the office expects that).  She will leave work unfinished as she is flying out the door for her vacations.  After her four week trip, I assigned her several cases.  She was so furious at me for giving her work when she was first back that she refused to speak to me for two weeks, treating me poorly in front of the other attorneys.  I talked to her about her behavior, but did not formally reprimand her. Mon, 23 Feb 2009 15:26:33 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Dealing%20with%20a%20Difficult%20Employee.mp3 5:58Joan LloydI am really in a bind as to how to deal with an employee, and I would appreciate your insight.  I am a team leader in a legal office.  One of the attorneys on my team, "Becky" has been in the office for over 12 years.  She is a good attorney, however, her temperament and personal life are greatly clouding her colleagues' view of her work performance.  She is very demanding in regard to getting time off when she wants it, and for long periods of time (she thinks nothing of expecting four weeks at a time, when no one else in the office expects that).  She will leave work unfinished as she is flying out the door for her vacations.  After her four week trip, I assigned her several cases.  She was so furious at me for giving her work when she was first back that she refused to speak to me for two weeks, treating me poorly in front of the other attorneys.  I talked to her about her behavior, but did not formally reprimand her.If you’ve struggled getting people to embrace change, it’s probably because the methods used to implement it were contrary to how the human brain works. Companies that have struggled with change will want to take note: Recent discoveries in how the brain functions have resulted in new conclusions about implementing change. It’s time to rethink how we think. Mon, 16 Feb 2009 14:36:17 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20For%20Successful%20Change,%20Rethink%20the%20Way%20You%20Think.mp3 6:19Dan BobinskiIf you’ve struggled getting people to embrace change, it’s probably because the methods used to implement it were contrary to how the human brain works. Companies that have struggled with change will want to take note: Recent discoveries in how the brain functions have resulted in new conclusions about implementing change. It’s time to rethink how we think. Do you dread going to work on Monday morning? Are you one of those people who can't wait until Friday rolls around? Mon, 09 Feb 2009 15:36:50 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Want%20A%20Great%20Career%20You%20Gotta%20Have%20Passion.mp3 6:18Andrew RondeauDo you dread going to work on Monday morning? Are you one of those people who can't wait until Friday rolls around?If you are a manager who takes the responsibility of doing performance reviews seriously you are probably frustrated with the process. It's far from a perfect science but one thing is certain, if promotions and other career decisions are based in part on the performance reviews of employees, it's important that managers are consistent in how they evaluate employees. Mon, 02 Feb 2009 09:24:48 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Calibrate%20performance%20review%20ratings%20across%20your%20management%20team.mp3 5:25Joan LloydIf you are a manager who takes the responsibility of doing performance reviews seriously you are probably frustrated with the process. It's far from a perfect science but one thing is certain, if promotions and other career decisions are based in part on the performance reviews of employees, it's important that managers are consistent in how they evaluate employees. Why does HR need to think like a marketer, easy, marketers see the value chain from start to finish. Think about sales flyers or coupons you receive in the mail, or that “free” download via the Internet. They will most often have an event or incentive code that you need to enter in order to receive your free gift or discount. This is the tracking system marketing professionals use to identify the exposure, acceptance and ROI of the marketing campaign. Mon, 26 Jan 2009 12:09:04 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Why%20Should%20an%20HR%20Professional%20Think%20Like%20Marketer.mp3 5:35Lizz PelletWhy does HR need to think like a marketer, easy, marketers see the value chain from start to finish. Think about sales flyers or coupons you receive in the mail, or that “free” download via the Internet. They will most often have an event or incentive code that you need to enter in order to receive your free gift or discount. This is the tracking system marketing professionals use to identify the exposure, acceptance and ROI of the marketing campaign.I believe it was Malcolm Forbes who said "If you have no critics you'll likely have no success." In an unstable economy, taking risks can be seen as hazardous. Some might say foolish. But success occurs only when people chances. And despite what critics you might encounter, now might be a great time to take a risk. Mon, 19 Jan 2009 09:49:14 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Erratic%20Economy%20may%20be%20a%20Good%20Time%20to%20Step%20Up.mp3 6:00Dan BobinskiI believe it was Malcolm Forbes who said "If you have no critics you'll likely have no success." In an unstable economy, taking risks can be seen as hazardous. Some might say foolish. But success occurs only when people chances. And despite what critics you might encounter, now might be a great time to take a risk. Networking; Why, How and Where? It's hard to be in business today, certainly in the professional services sector, without having heard the term 'networking'. Regarded by many as the Marmite of business, it is said that you either are a networker or you aren't. And if you think you aren't, you shouldn't even try to do it. Mon, 12 Jan 2009 09:04:29 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Successful%20Leaders%20Have%20Successful%20Networks.mp3 6:08Andrew RondeauNetworking; Why, How and Where? It's hard to be in business today, certainly in the professional services sector, without having heard the term 'networking'. Regarded by many as the Marmite of business, it is said that you either are a networker or you aren't. And if you think you aren't, you shouldn't even try to do it. It seems almost everyone can use a little something extra to help them increase their effectiveness or give them a competitive edge. Those in professional service firms are no exception; however, they do face unique challenges. With so much emphasis on billable hours for accountants and lawyers, how can they find the time to devote to personal development?  Could asking for help demonstrate needed initiative or threaten credibility? Despite these challenges, more professionals are seeking mentors. Mon, 29 Dec 2008 10:37:41 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Mentoring%20Programs%20for%20Professional%20Service%20Firms%20Creating%20Mentoring%20Relationships%20that%20Serve%20the%20Individual%20and%20the%20Firm.mp3 6:23Gayle LantzIt seems almost everyone can use a little something extra to help them increase their effectiveness or give them a competitive edge. Those in professional service firms are no exception; however, they do face unique challenges. With so much emphasis on billable hours for accountants and lawyers, how can they find the time to devote to personal development?  Could asking for help demonstrate needed initiative or threaten credibility? Despite these challenges, more professionals are seeking mentors. When it comes to coffee or tea, I'm a coffee guy. I'll occasionally get decadent and apply for a bank loan so I can get what my friends call a Froo-Froo Cappafluffa, a.k.a. Overly-Priced Coffee-Flavored-Milk, but most of the time I'm opting for a plain old cup-o-joe. Mon, 15 Dec 2008 09:16:01 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20What%20Flavor%20is%20Your%20Management%20Tea.mp3 6:56Dan BobinskiWhen it comes to coffee or tea, I'm a coffee guy. I'll occasionally get decadent and apply for a bank loan so I can get what my friends call a Froo-Froo Cappafluffa, a.k.a. Overly-Priced Coffee-Flavored-Milk, but most of the time I'm opting for a plain old cup-o-joe. Membership and more importantly level of involvement in applicable professional associations is critical for Career Management/Progression. This article is elaboration on three concepts in The Street Smart Approach to Job Search; Directing Your Career; Some Assembly Required, The Other Side of Networking and Life-Long Learning. Mon, 08 Dec 2008 08:51:22 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Taking%20Advantage%20of%20a%20Great%20Asset%20Professional%20Associations.mp3 6:21Kathy BornheimerMembership and more importantly level of involvement in applicable professional associations is critical for Career Management/Progression. This article is elaboration on three concepts in The Street Smart Approach to Job Search; Directing Your Career; Some Assembly Required, The Other Side of Networking and Life-Long Learning. Amanda Lannert is a rarity in the sea of technology executives today. The president of Jellyvision, Inc., a Chicago-based interactive media company (best known for its on-line game show "You Don't Know Jack" is a successful, Gen X, female entrepreneur. With a 30+ person staff, an aggressive growth strategy to acquire Fortune 500 clients, and of course, some venture capitalists to answer to, Lannert knows that like all good executives, she needs to execute "high-payoff" activities that will push the company forward, trusting those around her to do the rest. And that's exactly where she differs from a good number of her peers: Lannert's chosen to put a lot of focus on hiring all staff. "When we post a job, we get as many as 1000 resumes. I read all the cover letters and choose the 40 people who get invited in for a first interview with us, and those first-round interviews include me." Mon, 01 Dec 2008 14:19:13 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Want%20to%20Hire%20Winners%20Create%20A%20Decathlon-Type%20Hiring%20Process.mp3 6:10JT O'DonnellAmanda Lannert is a rarity in the sea of technology executives today. The president of Jellyvision, Inc., a Chicago-based interactive media company (best known for its on-line game show "You Don't Know Jack" is a successful, Gen X, female entrepreneur. With a 30+ person staff, an aggressive growth strategy to acquire Fortune 500 clients, and of course, some venture capitalists to answer to, Lannert knows that like all good executives, she needs to execute "high-payoff" activities that will push the company forward, trusting those around her to do the rest. And that's exactly where she differs from a good number of her peers: Lannert's chosen to put a lot of focus on hiring all staff. "When we post a job, we get as many as 1000 resumes. I read all the cover letters and choose the 40 people who get invited in for a first interview with us, and those first-round interviews include me."Just before the holidays, our department lost its supervisor and our CEO has opted not to fill the position. The manager that was under this person is now in charge of the department and struggles with managing people and has a clear lack of leadership skills. Mon, 24 Nov 2008 23:23:25 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20New%20leader%20lacks%20leadership.mp3 5:32Joan LloydJust before the holidays, our department lost its supervisor and our CEO has opted not to fill the position. The manager that was under this person is now in charge of the department and struggles with managing people and has a clear lack of leadership skills. It has been said, "If you give, you shall receive". This saying is often used to refer to giving of your time, your effort, your money or other material things before you can reasonably expect to receive any of these things from others. All of these things can be very valuable, but one of the most powerful things to share, and also one of the easiest, is thoughts and ideas. Mon, 17 Nov 2008 10:29:36 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Successful%20Managers%20Don't%20Hold%20On%20To%20Information%20-They%20Share%20It.mp3 8:20Andrew RondeauIt has been said, "If you give, you shall receive". This saying is often used to refer to giving of your time, your effort, your money or other material things before you can reasonably expect to receive any of these things from others. All of these things can be very valuable, but one of the most powerful things to share, and also one of the easiest, is thoughts and ideas. Perhaps you've accused someone of lacking motivation, or maybe you've heard someone else use that phrase. The problem is it's bad psychology: People do not lack motivation. So if we're ever going to help people who are perceived to be lacking in motivation, we'll need to explode this old myth. Mon, 10 Nov 2008 09:27:01 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Exploding%20the%20Myths%20of%20Motivation.mp3 5:41Dan BobinskiPerhaps you've accused someone of lacking motivation, or maybe you've heard someone else use that phrase. The problem is it's bad psychology: People do not lack motivation. So if we're ever going to help people who are perceived to be lacking in motivation, we'll need to explode this old myth.With the increase of immigration into the United States comes the increase in the children of this generation. This future workforce will eventually become the current workforce. Mon, 03 Nov 2008 11:43:37 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Advantages%20of%20Hiring%20First%20Generation%20American%20Workers.mp3 5:19Kathy BornheimerWith the increase of immigration into the United States comes the increase in the children of this generation. This future workforce will eventually become the current workforce.To many employers, the Millennials (aka: Gen Y) entering our professional work environments are a mystery. And research shows they are certainly a unique generation that has no trouble telling employers what they want, and need, to be happy at work. Mon, 27 Oct 2008 10:04:40 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Retaining%20Gen%20Y%20Talent%20-%206%20Key%20Tips%20on%20How%20Keep%20Your%20Millennial%20Employees%20from%20Leaving.mp3 4:50Lisa OrrellTo many employers, the Millennials (aka: Gen Y) entering our professional work environments are a mystery. And research shows they are certainly a unique generation that has no trouble telling employers what they want, and need, to be happy at work.Stress. It's a fact of life for today's busy executives, managers, and independent business owners. And that isn't entirely a bad thing. After all, without some degree of stress, we might not have the motivation needed for getting things done. No pressures, no deadlines, no real urgency to act. Mon, 20 Oct 2008 09:54:22 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Stress%20Management%20for%20Optimum%20Performance.mp3 5:00Dr Liz BywaterStress. It's a fact of life for today's busy executives, managers, and independent business owners. And that isn't entirely a bad thing. After all, without some degree of stress, we might not have the motivation needed for getting things done. No pressures, no deadlines, no real urgency to act.Let me be the first to say, I'm social networked out! In fact, I've claimed to be social networked out for over a year. There are tens of thousands of social networks I can join, and that I get invited to, but I find no compelling reason to jump on board. There are a handful of exceptions, including LinkedIn. Mon, 13 Oct 2008 13:03:42 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20LinkedIn%20May%20Be%20the%20Most%20Useful%20Network%20You%20Join.mp3 7:21Jason AlbaLet me be the first to say, I'm social networked out! In fact, I've claimed to be social networked out for over a year. There are tens of thousands of social networks I can join, and that I get invited to, but I find no compelling reason to jump on board. There are a handful of exceptions, including LinkedIn.Frequent readers of my column know of my penchant for bouncing ideas off my friend Dave, a supervisor who lives in the Midwest. The other day it was Dave bouncing ideas off me. The topic? How to deal with an office gossip. Mon, 06 Oct 2008 09:34:51 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20What%20to%20Do%20About%20Gossip.mp3 6:59Dan BobinskiFrequent readers of my column know of my penchant for bouncing ideas off my friend Dave, a supervisor who lives in the Midwest. The other day it was Dave bouncing ideas off me. The topic? How to deal with an office gossip.Team players are usually the people that are known for sacrifice, sharing, and hard work. Does this sound like a reputation you'd like to have? Many strive to be a team player in the work place, but it takes more than just having a desire, it takes hard work. One piece of advice from a father figure of mine that embodies the concept of teamwork that he used to say to me was, "Usually doing the right thing is the harder thing to do in life". Being a team player often involves doing the right thing by not always having your self-benefit in mind. This article looks at several key principals to being a team player. Mon, 29 Sep 2008 08:24:06 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Propel%20Your%20Career%20By%20Becoming%20A%20Team%20Player.mp3 4:23Andrew RondeauTeam players are usually the people that are known for sacrifice, sharing, and hard work. Does this sound like a reputation you'd like to have? Many strive to be a team player in the work place, but it takes more than just having a desire, it takes hard work. One piece of advice from a father figure of mine that embodies the concept of teamwork that he used to say to me was, "Usually doing the right thing is the harder thing to do in life". Being a team player often involves doing the right thing by not always having your self-benefit in mind. This article looks at several key principals to being a team player.As you read this, Millennials (Gen Y) are being actively recruited prior to, and upon, college graduation. Many are already busy navigating the waters of their first professional job since being hired a year or so ago. But why is this new generation the new darlings of the workforce? And how can you successfully attract and recruit this sought after group of young talent? Keep reading! Mon, 22 Sep 2008 09:12:48 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20On-boarding%20Millennial%20Talent%20-%205%20Tips%20for%20Effectively%20Attracting%20and%20Recruiting%20Gen%20Y.mp3 6:19Lisa OrrellAs you read this, Millennials (Gen Y) are being actively recruited prior to, and upon, college graduation. Many are already busy navigating the waters of their first professional job since being hired a year or so ago. But why is this new generation the new darlings of the workforce? And how can you successfully attract and recruit this sought after group of young talent? Keep reading!When you are recruiting, you are dealing with people; not purchasing equipment or supplies. Dealing with people has many more factors leading to the actual outcome. As a hiring manager you also have 3 levels of people to be accountable to: your manager, your peers and those who report to you. Mon, 15 Sep 2008 08:41:51 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Are%20You%20Prepared%20to%20Attract%20a%20Diverse%20Workforce.mp3 6:25Kathy BornheimerWhen you are recruiting, you are dealing with people; not purchasing equipment or supplies. Dealing with people has many more factors leading to the actual outcome. As a hiring manager you also have 3 levels of people to be accountable to: your manager, your peers and those who report to you.Headlines in 2007 were overloaded with safety issues and recalls. Whether in the design / development phase or on the production line, safety issues were overlooked on a regular basis. What's going on? Have businesses become so profit-obsessed that they overlook even the most obvious safety factors? Mon, 08 Sep 2008 08:39:34 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Do%20We%20Need%20More%20Quality%20Control,%20or%20More%20Common%20Sense.mp3 7:05Dan BobinskiHeadlines in 2007 were overloaded with safety issues and recalls. Whether in the design / development phase or on the production line, safety issues were overlooked on a regular basis. What's going on? Have businesses become so profit-obsessed that they overlook even the most obvious safety factors?95% of the problems we have with time management are really not about managing time, but about managing our attitude, according to Daryl Davis, author of How to Become a Power Agent in Real Estate. It has been my experience through coaching and facilitating courses on the topic of managing time that this is very true! Tue, 02 Sep 2008 09:24:18 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Doing%20or%20Being.mp3 4:25Jane Weddle95% of the problems we have with time management are really not about managing time, but about managing our attitude, according to Daryl Davis, author of How to Become a Power Agent in Real Estate. It has been my experience through coaching and facilitating courses on the topic of managing time that this is very true!If you're leading or building a team, Annette Simmons has a question for you: "What's your story?" Not your personal background or what you've been doing in your team building efforts. Not fishing stories, hunting, or war stories. She wants to know what story you're using to focus your team and draw it together into a cohesive unit. Mon, 25 Aug 2008 09:44:51 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Focus%20Your%20Team%20and%20Draw%20Them%20Together%20-%20With%20Stories.mp3 6:22Dan BobinskiIf you're leading or building a team, Annette Simmons has a question for you: "What's your story?" Not your personal background or what you've been doing in your team building efforts. Not fishing stories, hunting, or war stories. She wants to know what story you're using to focus your team and draw it together into a cohesive unit.Become the manager who is a failure at managing meetings or do the opposite and become the expert... Mon, 18 Aug 2008 08:50:42 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Managing%20Meetings.mp3 4:14Andrew RondeauBecome the manager who is a failure at managing meetings or do the opposite and become the expert...Recruiting for diversity goes well beyond the emerging or entry level workforce. Most companies have used colleges, universities and other training institutions for internships or new graduates for entry level positions. While this is still needed and productive it does not tap the other needed workforce; diversity in mid-management. Keeping the pipeline flowing can not be achieved if it's skewed to the inexperienced end of the pipe. Knowledge and experience is being depleted through the aging and retirement of the baby boomers. These areas are even more critical if you are to stay competitive. Mon, 11 Aug 2008 10:17:00 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Using%20Educational%20Institutions%20Beyond%20Entry%20Level%20Recruiting.mp3 4:39Kathy BornheimerRecruiting for diversity goes well beyond the emerging or entry level workforce. Most companies have used colleges, universities and other training institutions for internships or new graduates for entry level positions. While this is still needed and productive it does not tap the other needed workforce; diversity in mid-management. Keeping the pipeline flowing can not be achieved if it's skewed to the inexperienced end of the pipe. Knowledge and experience is being depleted through the aging and retirement of the baby boomers. These areas are even more critical if you are to stay competitive.Dear Joan: I just read your response to Dealing with the Workplace Sniper and I think that was excellent advice. I have a very similar issue only the employee works for me. I believe she is badmouthing me behind my back and brings down the morale on our team because she tells others how she feels about me and I believe convinces them that I am not doing a good job. Some days she is as friendly as can be. Other days she is very curt in her answers to my questions. I am unable to determine what causes her to run hot and cold. Any suggestions on how I can address this with her? Mon, 04 Aug 2008 11:12:39 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Employee%20Sniper.mp3 5:30Joan LloydDear Joan: I just read your response to Dealing with the Workplace Sniper and I think that was excellent advice. I have a very similar issue only the employee works for me. I believe she is badmouthing me behind my back and brings down the morale on our team because she tells others how she feels about me and I believe convinces them that I am not doing a good job. Some days she is as friendly as can be. Other days she is very curt in her answers to my questions. I am unable to determine what causes her to run hot and cold. Any suggestions on how I can address this with her?Every day at work we are faced with decisions to be made. Leaders are faced with many issues when making decisions and employee perception plays a big role in the outcome of those decisions. Wed, 30 Jul 2008 08:55:17 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Levels%20of%20Decision%20Making%20in%20the%20Workplace.mp3 7:11Jane WeddleEvery day at work we are faced with decisions to be made. Leaders are faced with many issues when making decisions and employee perception plays a big role in the outcome of those decisions.Last spring was the big draft. You may have heard about it. No, I'm not referring to the NFL draft that took place in April, or the NBA edition in June. I'm talking about the Mustang Boys' Under-nine Soccer draft in Danville, California. That's right. As ridiculous as it sounds, I'm talking about eight-year-old boys, third graders, actually getting drafted to play "competitive soccer". And the process by which they're evaluated, rated and selected is a sight to see. Mon, 21 Jul 2008 08:42:38 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Management%20and%20Youth%20Soccer.mp3 7:48Patrick LencioniLast spring was the big draft. You may have heard about it. No, I'm not referring to the NFL draft that took place in April, or the NBA edition in June. I'm talking about the Mustang Boys' Under-nine Soccer draft in Danville, California. That's right. As ridiculous as it sounds, I'm talking about eight-year-old boys, third graders, actually getting drafted to play "competitive soccer". And the process by which they're evaluated, rated and selected is a sight to see. Dear Joan: I'm looking for information regarding how to train those people who are used to mentor new employees. These folks do one-to-one, hands-on training of new employees, with the goal of teaching specific tasks related to their jobs. Can you recommend anything? Thank you. Mon, 14 Jul 2008 09:27:46 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Training.mp3 6:17Joan LloydDear Joan: I'm looking for information regarding how to train those people who are used to mentor new employees. These folks do one-to-one, hands-on training of new employees, with the goal of teaching specific tasks related to their jobs. Can you recommend anything? Thank you.Recently I had the privilege of attending a workshop presented by Patricia Latham Ball, a principal at Management Northwest, which is a legal resource for employers. Ball is a former Ada County (Idaho) Deputy Prosecutor in employment law who determined it would be more noble to help companies steer clear of trouble rather than prosecute them for getting into it. Mon, 07 Jul 2008 08:58:29 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Avenues%20For%20Employee%20Complaints%20Seem%20to%20Be%20Closed.mp3 6:36Dan BobinskiRecently I had the privilege of attending a workshop presented by Patricia Latham Ball, a principal at Management Northwest, which is a legal resource for employers. Ball is a former Ada County (Idaho) Deputy Prosecutor in employment law who determined it would be more noble to help companies steer clear of trouble rather than prosecute them for getting into it.February's tips come from Corporate Coaching International's Managing Partner, Dr. Pam Erhardt. Having spent part of her career managing a department of nearly 600 employees at Cedars-Sinai Medical Center, Pam knows first-hand about the challenges of holding staff accountable for meeting goals and achieving outstanding performance. Mon, 30 Jun 2008 08:48:20 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Accountability.mp3 6:09Dr. Lois FrankelFebruary's tips come from Corporate Coaching International's Managing Partner, Dr. Pam Erhardt. Having spent part of her career managing a department of nearly 600 employees at Cedars-Sinai Medical Center, Pam knows first-hand about the challenges of holding staff accountable for meeting goals and achieving outstanding performance. Two years ago I was laid off from my job. Before that I never had to be in a job search - in fact, all of my job changes were simply a result of opportunities that found me. This means I never knew the stress, amount of time required, level of detail to manage, or pre-preparation that would go into my job search. Mon, 23 Jun 2008 11:28:05 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Career%20Management%20Basics%20-%20You%20Know%20Them,%20Do%20You%20Practice%20Them.mp3 5:51Jason AlbaTwo years ago I was laid off from my job. Before that I never had to be in a job search - in fact, all of my job changes were simply a result of opportunities that found me. This means I never knew the stress, amount of time required, level of detail to manage, or pre-preparation that would go into my job search.If we make it a point to know why they quit, then why do we care about how they quit? A good question deserves a good answer. Understanding the way employees gradually lose their enthusiasm and begin to disengage helps us read the signs sooner. The best news--everyone who is charged with leading people can interrupt the disengagement process NOW and salvage key talent at critical, predictable points along the decision path to departure... Mon, 16 Jun 2008 10:53:40 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20How%20Employees%20Disengage%20and%20Quit.mp3 9:52Leigh BranhamIf we make it a point to know why they quit, then why do we care about how they quit? A good question deserves a good answer. Understanding the way employees gradually lose their enthusiasm and begin to disengage helps us read the signs sooner. The best news--everyone who is charged with leading people can interrupt the disengagement process NOW and salvage key talent at critical, predictable points along the decision path to departure...The story you're about to read is true. The names have been changed to protect the innocent. My purpose for writing this is so that by reading it, people might learn what not to do Mon, 09 Jun 2008 09:42:45 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20How%20to%20Kill%20Morale%20and%20Birth%20an%20Exodus.mp3 6:25Dan BobinskiThe story you're about to read is true. The names have been changed to protect the innocent. My purpose for writing this is so that by reading it, people might learn what not to doHow does your organization get the right person in the right place at the right time? Whether you build these capabilities internally or you look for an outside vendor, these are the key steps in a first-rate hiring process Mon, 02 Jun 2008 08:33:51 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Build%20a%20First-Rate%20Hiring%20Process.mp3 5:06Bruce TulganHow does your organization get the right person in the right place at the right time? Whether you build these capabilities internally or you look for an outside vendor, these are the key steps in a first-rate hiring processDear Joan: How do I deal with the Queen Bee Syndrome? I work in HR. My boss consistently places the blame rather than solve the problem. There are not any hard, written procedures on how to deal with various scenarios to provide direction on completing reports or objectives. She does not trust me, and I am losing trust with her secreting information from me that which is a part of my job. Somehow, I see the tactics as insecurity on her part and a way of protecting her position. The CFO stated recently that he does not want any "Turf Wars." I do not believe that he is aware of how my boss is handling the situation. The turf seems to be getting more difficult every day. Tue, 27 May 2008 09:30:40 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20How%20do%20I%20Deal%20with%20the%20Queen%20Bee%20Syndrome.mp3 4:50Joan LloydDear Joan: How do I deal with the Queen Bee Syndrome? I work in HR. My boss consistently places the blame rather than solve the problem. There are not any hard, written procedures on how to deal with various scenarios to provide direction on completing reports or objectives. She does not trust me, and I am losing trust with her secreting information from me that which is a part of my job. Somehow, I see the tactics as insecurity on her part and a way of protecting her position. The CFO stated recently that he does not want any "Turf Wars." I do not believe that he is aware of how my boss is handling the situation. The turf seems to be getting more difficult every day.Young workers have high expectations (see last week's tip). They expect more feedback, more access to their managers, and more flexibility. Provide effective team leadership, and they can be highly productive workers. Here are some strategies that work: * Have frequent 1:1 meetings. * Elicit their opinions * Explain your decision-making process. * Give challenging assignments * Provide guidance rather than directives. * Allow the freedom to do their work when and how they choose while meeting high standards. * Provide opportunities and challenges * Get them the training they need. Tue, 20 May 2008 11:14:47 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20What%20Gardening%20and%20Managing%20Have%20in%20Common.mp3 6:13Dan BobinskiYoung workers have high expectations (see last week's tip). They expect more feedback, more access to their managers, and more flexibility. Provide effective team leadership, and they can be highly productive workers. Here are some strategies that work: * Have frequent 1:1 meetings. * Elicit their opinions * Explain your decision-making process. * Give challenging assignments * Provide guidance rather than directives. * Allow the freedom to do their work when and how they choose while meeting high standards. * Provide opportunities and challenges * Get them the training they need. I have a situation where a co-worker is trying to poison my direct reports behind my back. The same person has tried to bad mouth me to his own direct reports, HR and even top management. What works in my favor is that every time he has done that the top management, my direct report and HR have themselves told me about it and reinstated the fact that they don't believe a thing of what he said. Tue, 13 May 2008 09:57:05 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Earning%20respect%20from%20a%20lone-wolf%20manager.mp3 6:35Joan LloydI have a situation where a co-worker is trying to poison my direct reports behind my back. The same person has tried to bad mouth me to his own direct reports, HR and even top management. What works in my favor is that every time he has done that the top management, my direct report and HR have themselves told me about it and reinstated the fact that they don't believe a thing of what he said. The success of an organization does not solely depend on management but on the work of its staff as well. An employee that enjoys his or her position and feels rewarded by their efforts will ultimately be the most successful in their careers and the most beneficial to the company. Mon, 05 May 2008 10:58:41 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Do%20You%20Know%20How%20To%20Delight%20Your%20Staff.mp3 4:47Andrew RondeauThe success of an organization does not solely depend on management but on the work of its staff as well. An employee that enjoys his or her position and feels rewarded by their efforts will ultimately be the most successful in their careers and the most beneficial to the company. In your effort to find good employees, you may use some type of formal screening process. Perhaps you spend a lot of money on head hunters to find top-skilled applicants, those who are the best match for the opening you have. Mon, 28 Apr 2008 11:59:28 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Why%20Do%20We%20Hire%20Good%20People,%20Then%20Squelch%20Them.mp3 5:32Dan BobinskiIn your effort to find good employees, you may use some type of formal screening process. Perhaps you spend a lot of money on head hunters to find top-skilled applicants, those who are the best match for the opening you have. I have an interesting situation in my department. My issue involves a coworker in another area of the department - while her work impacts my operational area directly, I am the manager now responsible and accountable for this operational area, having joined the department two months ago. One of the first things several others (including my boss) told me after joining the team is that this employee is an office diva. Wed, 23 Apr 2008 17:17:10 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20When%20your%20office%20has%20an%20out-of-control%20Diva.mp3 6:55Joan LloydI have an interesting situation in my department. My issue involves a coworker in another area of the department - while her work impacts my operational area directly, I am the manager now responsible and accountable for this operational area, having joined the department two months ago. One of the first things several others (including my boss) told me after joining the team is that this employee is an office diva.While flying with my brother in his private plane in Florida, I noticed that, through his headset which was tuned to the airfield's control tower, Al was receiving several kinds of corrective feedback and information about how to fly correctly into and around the area. Now, my brother is a very seasoned pilot, so I was interested to hear him calmly repeat the corrective instructions then follow them without a fuss. Mon, 14 Apr 2008 08:40:02 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Communication%20Negative%20Feedback.mp3 7:01Dr. Dennis O'GradyWhile flying with my brother in his private plane in Florida, I noticed that, through his headset which was tuned to the airfield's control tower, Al was receiving several kinds of corrective feedback and information about how to fly correctly into and around the area. Now, my brother is a very seasoned pilot, so I was interested to hear him calmly repeat the corrective instructions then follow them without a fuss.It may appear that all great motivational managers know the secrets to improving an employees performance. But what these great managers know is no secret at all: everything you ever needed to know about enhancing the productivity of your staff is actually contained in a few simple techniques that are guaranteed to increase the efficiency of your department/service/business. Mon, 07 Apr 2008 12:07:16 GMT http://www.jobdig.com/podcast/fileStat/JobDig%20-%20Leadership%20-%20This%20Is%20How%20It's%20Done.mp3 4:15Andrew RondeauIt may appear that all great motivational managers know the secrets to improving an employees performance. But what these great managers know is no secret at all: everything you ever needed to know about enhancing the productivity of your staff is actually contained in a few simple techniques that are guaranteed to increase the efficiency of your department/service/business.