At one time or another, all of us have probably worked for someone who was less than an ideal boss. Maybe they were brilliant at their technical job, but had zero people skills. Or maybe they were just a jerk.
Whatever the reason, having or being a bad boss is terrible for business. Studies by my firm and other consultancies have shown that a lack of leadership can lead to low morale, a huge drop in productivity, frequent turnover – and that’s just the beginning. It’s also bad for employees’ mental and physical health. I’m talking about workplace depression, stress and even a spike in blood pressure.
So how do you know if you’re on the path to becoming one of those managers that makes people cringe? Click here to find out.
Networking is not about how many connections you have on social media, or sending an email. Using technology is easier and faster, but there’s nothing like that personal connection of sitting across from someone over a coffee.
Take it from Eddie Walter, who upon graduating last Spring made it his goal to connect with as many people as possible at his new employer, JP Morgan Chase,“Doors and opportunities open when people get to know you, and that can’t happen through a few lines of email,” says Eddie during an interview with Dulye & Co. President Linda Dulye.
Since then, Eddie has had over 200 cups of coffee with employees across the organization.
By Linda Dulye, president & founder, Dulye & Co. December 17, 2013
What’s the best gift for your top talent?
No, it’s not a hefty gift card or Super Bowl tickets.
The gift of a challenge goes farther than anything you can tie with a bow. A new, on-the-job opportunity, that stretches the thinking and actions of a staff member, sends a clear message from you of trust, confidence and true caring.
There really is a silver lining in the behavior on Capitol Hill over the past few weeks. The crackling debates, snarly standoffs and prickly posturing of political leaders serve as clear evidence that 11th-hour planning stinks.
There’s no reason to fall in that trap with your department as 2014 looms large. Now is the time to get your strategic game plan moving, without alienating or annoying anyone.
My PAPA model keeps you and your team engaged during the process. Follow these four steps and avoid the kind of spectacle that one senator called “an agonizing odyssey.”
By Linda Dulye, President & Founder, Dulye & Co. Published in Fox Business | Sept. 30, 2013
Whether your company has 1 or 100 interns, Dulye & Co. can help you maximize your investment in young talent today and for your future success.
Lately there has been lots of chatter about internships sparked by a growing movement to challenge the ‘no pay’ status that accompanies so many of them. Interns at the White House raised their opposition to unpaid internships. So did former interns at the Hearst Corporation, NBCUniversal and other corporate biggies.
Pay or no pay—the true value of many internships in non-profit, government, public and private sectors is being wasted.
The investment is being drained largely by how most internship programs are structured—as a one-way learning process.
Maximize your internship program with thesefive tips.
Those at the top of organizations are data focused. They ravenously devour daily operational performance stats about sales, orders, overhead costs, inventory, compensation, sick days, and so on. Ironically, data can also help save business leaders from themselves.