The ability to recognize talent, unlock human potential, and find not just the best person for each role, but also the best position for each person, is key to developing winning teams. But becoming a great talent agent is not easy; it requires us to be more open-minded and to

People tend to think about work relationships in the wrong way, mainly because evolution wired us to appraise situations as either “good” or “bad,”. Instinctively, we assess our relationships with colleagues in similar either-or terms. The problem is, relationships often include a mix of both positive and negative aspects. Most

Faced with an unsatisfactory employment situation most people consider two options: quit, or voice their concerns and try to work through the problems. Creating an outlet for your team to express their frustrations materially improve retention. It also helps if you do something about the issues. Most of us, at

My philosophy is simple "if you're not nice, you can't work on our team; I don't care how smart you are!". The reason is, when new employees don’t work out, it's rarely due to lack of experience or incompetence; it’s usually their inability to work well with others.

Experience alone is not enough to thrive. Entrepreneurial passion and strategic vision shared by everyone on the team is required to build a successful business, never-mind a startup. When looking at business investments, investor's due diligence mainly focuses on the financial side, i.e., business model, addressable market, growth plans,

Motivation is not something you do to people. People ultimately choose to be motivated, or not. They decide when to give their best, go beyond, and offer ideas. The role of a leader is to create and shape the environment and conditions, so people choose to stay motivated and do

When hiring, if you’re looking for a way to clone yourself to shrink your task-list, stop. You already have you and don’t need another you. No one wants to hire the wrong person, and it's tempting to hire someone that reminds you of yourself. Hiring the 'right people'

Great talent is both hard to find and can be really expensive. So, how do you build a team of talented people who share the same values and passion as you? How do you compete with everyone else who can outbid you? Here are three lessons: 1. The best employees

Building diverse teams may be difficult, but doing it is critical. Because if you only hire people who 'fit the mold', your organization will eventually grow mold. Let's face it; there's an upside to hiring people who are similar as it can create an efficient team. When everyone thinks the

If you are going to invest in the right employees, the key questions concerns who they are and what highly talented people are like. Most organizations can upgrade their talent identification processes if they keep things simple and focus on three generic markers of potential: 1) Highly capable. 2) Socially

Companies aspiring to be innovative and agile want to recruit entrepreneurial leaders. But most firms lack a scientific way to separate real entrepreneurs from other candidates and instead rely on stereotypes. Phycological testing of 4,000 entrepreneurs showed three factors that help entrepreneurs stand out: 1) Thriving in uncertainty 2)

With phenomenal resources you may be able to consistently source top talent. Once you get someone in the door for a conversation, particularly in a hospitality business, you need to treat candidates as potential guests, not future subordinates. Win over candidates by demonstrating passion and make jobs attractive, and recognize