7 Habits of Highly Effective Employees

31inShareinShare31 We’re fortunate to have built a great team at crowdSPRING. What makes one employee highly effective and another average? Contrary to the way most companies hire – we never hire the best candidate from a pool of candidates. When interviewing, I look for the following seven habits – every highly effective employee with whom I’ve worked (at crowdSPRING and elsewhere possessed most of these habits): 1. It’s not a secret that talented people are effective when they’re in good mood or excited about a project. For example, our customer service team manages a community of 200,000 people. If even one of our customer service agents is bored when dealing with mundane customer requests, we lose the opportunity to create a happy customer - an opportunity we value a great deal. Interview tip: When interviewing, I often ask about the candidate’s most favorite project and also about their least favorite project. 2. We all make mistakes. Think about your own employees. 3. 4. 5. 6. 7.

Leaders: Get Back To Putting First Things First Jan 29, 2012 With the evolution of technology we have become grossly more productive. We can read our email while pouring coffee, we can respond on the walk to lunch. Our mobile devices allow us to stay connected to every single thing that is happening every minute of the day. Isn’t it great? It sure is, but would I be stepping out of line if I suggested that all of this productivity is making us wildly unproductive at times. Over the past few years as more and more information has been made available and as the on demand world has led to on demand people we have become increasingly unable to spend adequate time focused on the right things. However, we have become so unbelievably busy that we feel like we are working non stop around the clock. While ultimately an issue of time management, if we want to see greater levels of success in our businesses we have to go back to one of the simple business rules of business (Via Covey and others)… “Put First Things First”

Translation of social ideas into the language of HR and Organizational Development is the big challenge! As we are having again another Google Hangout session on the HR topic this Wednesday (see this Facebook and/or this Google event) I just wanted to share with you my views on how I see the appreciation of Enterprise 2.0 within the HR sphere. Actually these notes of mine are the English answers I have given to Marco Minghetti of “Il sole 24 ore” in the preparation to the Social Business Forum 2012. But as Italian is not everybody’s first language I am happy to share this with you. Enterprise 2.0 (McAfee); Management 2.0 (Hamel); Social Organization (Bradley/McDonald): which is the best definition for the new model of 2.0 organization in the “social business era”? How important is the idea of “community” in this new model? The key idea of the future organizational model is certainly turning around Gary Hamel’s systemic perceptions of a changing environment for the enterprises and the need to adapt fast and effectively to it. Which kind of leadership does a 2.0 organization need?

The Map of Meaning [eBook] [PDF] This book can make a major impact on the lives of many, wherever they work and whatever their faith. It provides a highly practical, easy-to-follow yet thorough treatment of what we mean by ‘meaning’ in our lives, and how we can increase that meaning. In a world where there is ever-growing stress and where the economic and social system based on individualism is being challenged, it is a very timely publication. The authors provide a great welcome balance of theory and practice: Marjolein is Associate Professor of Management Studies at the University of Canterbury NZ and Lani is an independent practitioner in organisational behaviour. The book, which is written with considerable humility, is the result of over 15 years of research and practice. By asking people to describe the things that give meaning to their lives and work, Marjolein was able to draw up the Map, which can then be used by us all as we seek to increase the meaning and balance of our lives. The book is in two parts.