Tag Archives: hr leaders

Developing Go-To People

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Most leaders earned the top job by becoming the “go-to person” – you know the person everyone counts on. However, to grow a business, a leader cannot afford to be the only go-to person. They must develop other go-to people. Chris explains how leaders can grow their team by developing their own go-to people.

 

 

Ruisi-Developing Go To People

Chris Ruisi’s “Step Up and Play Big Moments” is all about personal and business success. Chris’s goal is to offer today’s entrepreneurs, CEO’s and business leader’s practical guidance, tips, strategies and tactics that work in today’s challenging business climate. Chris brings his practical and successful experience at senior level management and Board positions to help his listeners cut through the clutter to Step Up and Play Big. Also available on iTunes.

 

 

Three Guaranteed Ways To Hire The Wrong People

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It’s a lot easier to hire the wrong person, but it is extremely difficult to repair the damage a bad hire can do. Chris identifies three ways to hire the wrong person for your next job opening as a “don’t do this” guide.

 

 

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3 Guaranteed Ways to Hire the Wrong People

I’m always amazed how everyone agrees that the quality of your team will determine the quality of your business. Yet many still approach the hiring and selection of employees as a burden or something you “have to do”. Well, you do have to do it! And you had better be doing it right if you want to avoid mistakes, lost money and productivity, and cause your customers to go elsewhere.

So here are 3 sure-fired ways to make certain that you continue to hire the wrong employees. Here’s the point (just in case you need to hear it): do the opposite! Continue reading

Can You Work with People to Get Things Done?

Whenever I meet with or speak to a group of HR professionals, I pose this question (right from my Exceptional HR Leader’s Checklist):

What’s one thing you can do over the next 12 months that will improve some aspect of your company’s operations?

The response I usually get goes something like this: “Gee, I never really thought about that”.

So, here’s my first bit of advice: Start thinking about it! Or, you run the real risk of being left on the side of the road.

In order to work on something that will improve some aspect of your company’s operations, you have to have a strong orientation towards getting things done. To get things done, Continue reading

Nothing Will Happen Until You Make Something Happen

It’s a brand new year and the challenges that existed in 2013 for HR professionals are still here today. The challenges to which I am referring have nothing to do with what you do day-to-day. Rather, they are issues that strike at the very core of the role of Human Resources today and for the future. These are strategic issues and not only do they involve your function, they involve you personally and whether or not you plan to take any actions to offer value to your organization and strive to become exceptional.  Continue reading

The Path to Becoming an Exceptional HR Leader: Step 2

Crafting Your Vision

Last month I discussed with you the fact that if you wanted to become an Exceptional HR Leader you would have to “commit” to learning as much as you can about your company – its core business and operations.

Today we are going to review the importance of you crafting a vision for yourself in your role as an Exceptional HR Leader.

The one quality that all leaders have in common is that they have a clear and exciting vision for the future. This is something that only a leader can do. Only a leader can think about the future and plan for the future each day. Continue reading

The Path to Becoming an Exceptional HR Leader: Step 1

Using the Exceptional HR Leader Checklist

The first step in becoming an Exceptional HR Leader is for you to “commit” to learning as much as you can about your company: its core business and operations. Coupled with this would be leaning more about the industry your company is part of.

Why, you might ask? Because the more you know about your company, how it works, and its “why” – i.e., the needs it addresses – the more likely you will be able to provide meaningful value. Continue reading