Danilo Tauro, PhD’s Post

Hiring like-minded 🧠 individuals can be a great way to build a strong 💪 team. However, it's important to remember that diversity of thought is also essential for innovation📡. If everyone on your team thinks the same way, you're going to miss out on new ideas💡and perspectives. So, next time you're hiring, don't just look for people who are like you. Look👀for people who challenge you🤺and see the world differently. You might just be surprised 😲 at the results. #hiring #executivesearch #diversity #teamwork #leadership #success

After assembling a team of around 200+ members, my perspective has evolved, and I've come to realize the significance of attitude in the hiring process for a company. I've realized that facing challenges with a positive mindset is a game-changer. It's not just about skill sets; it's about how we handle curveballs that life throws at us. I've witnessed firsthand how a cooperative attitude fosters strong relationships and builds a collaborative environment in a company, essential for success. While aptitude gives you a head start, it's the attitude that ensures you stay in the race for the long haul. How? The resilience born from a positive outlook turns failures into valuable lessons, offering the strength to bounce back and come back stronger which then creates a positive work environment. Leadership isn't just about technical expertise; it involves inspiring others through a positive attitude. Likability and approachability, stemming from a positive mindset, create a supportive network, both personally and professionally. Ultimately, the ongoing debate of aptitude versus attitude boils down to this: skills open doors, but it's your attitude that determines how far you can go once you're inside. What's your take on this? #hiring #teambuilding

In life, just like in business, it's crucial to recognize the value of those around you and make decisions that align with your goals and values. Accepting people for who they are fosters authenticity and respect, but it’s equally important to evaluate how their presence influences your journey. As the CEO of your life, it's your responsibility to curate your inner circle with intention: hire those who inspire and uplift you, fire those who drain your energy or impede your progress, and promote relationships that drive you toward success. #Leadership #PersonalGrowth #LifeManagement #SuccessMindset #Empowerment #hiring #hiringnow #hiringimmediately #jobopening #recruitment #recruitments #job #jobpost

How can it be possible that there is no upward mobility for you and yet your boss changes every 12-18 months? You’ve stretched yourself so thin trying to do every available online course about leadership, and do a good job of managing your team, yet here you are having to prove yourself to a new manager. Again! Why didn’t you know that there was an opening? Plenty of companies still don’t advertise every role that is available (don’t get me started on how bad that is for reducing all kinds of inequalities). It’s like a game of chess being played from on high and you are the pawn who finds out along with everyone else… even though you’ve been asking for a promotion for months. What can you do about it? ⭐️Firstly, notice who is making the decisions. This is who you need to convince, and it might not be your direct manager. ⭐️Office politics is real and you need to look after yourself without assuming your boss can get you what you need. ⭐️Get really clear on your unique strengths and your value proposition, and how this can be invaluable to the company. ⭐️Understand what kind of jobs you want to do. If you just want “a promotion and a pay rise”, no one will know where to put you. ⭐️Be open and clear with the people that need to know this, and demonstrate your personal brand in every interaction, you never know who will give you the next opportunity. ⭐️You might need to change companies to get somewhere that works in a more transparent way, but do this with both eyes firmly open. If this sounds a bit overwhelming, get in touch with me for support 😎

The Mantra for hiring the right people

🔥 Leadership Insights by Jay Sharma, Senior Director Indeed.com ✨ Top talent is the backbone of any organization. But, why are they leaving? Jay Sharma shares 14 reasons, and they might be closer to home than you think. 1️⃣ Leadership shortcomings often lead to departures. 2️⃣ Embrace honest feedback for successful change management. 3️⃣ Actions > Words. Build genuine trust. 4️⃣ Diversity talks? Let leadership representation show it. 5️⃣ Cutting corners on salaries? A ticking time bomb. 6️⃣ Strong product, weak culture? Brand suffers. 7️⃣ Over-supervision? Huge no-no. 8️⃣ Offer growth or they'll grow elsewhere. 9️⃣ Fear-driven performance = burnout. 🔟 Fair wages or competitors benefit. 1️⃣1️⃣ Secrets erode trust. 1️⃣2️⃣ Pointless meetings? Enthusiasm killer. 1️⃣3️⃣ Embrace change or risk irrelevance. 1️⃣4️⃣ Celebrate successes, don't just pinpoint mistakes. 💡 Jay's take: "Putting your people first is not only ethical but also good for business. Invest in them, and witness how both they and your company thrive." #Leadership #TalentRetention #Indeed #BusinessEthics

🔥 Stop Making Excuses Be honest. Is your company hurt by employees who overestimate their abilities despite lacking the necessary skills and expertise? 🤔 You're not alone. This phenomenon is known as the Dunning-Kruger Effect. 🧠 This cognitive bias occurs because a lack of self-awareness and knowledge prevents individuals from accurately assessing their own skills and understanding the complexity of the tasks they are attempting. The Solution: Hire experts and LISTEN to them. Effective hiring is crucial, and recognizing when you might be the roadblock is essential. Don't be the roadblock—be the bridge to success. #hiring #leadership #motivation #growth

When you take your growth seriously, you exude confidence, competence, and a relentless drive to succeed. This attitude not only transforms your own life but also earns you the respect and admiration of those around you. People are naturally drawn to individuals who demonstrate dedication and a proactive approach to their development. Embrace the journey, challenge yourself, and watch how others start to take you more seriously. #PersonalGrowth #ProfessionalDevelopment #SelfImprovement #SuccessMindset #Leadership #MotivationMonday #Inspiration #StayMotivated #NeverGiveUp #DreamBig #hiring #hiringnow #hiringimmediately #jobopening #recruitment #recruitments #job #jobpost #Growth

When I was a kid, I played a lot of sandlot sports with the kids in my neighborhood. We chose two captains, and they took turns picking their teams. The players with the most talent for that sport, the hardest working, and most likely to help their team succeed were chosen first—they were the A players. Improved operations and profitability are controlled by your team and are essential to grow your business. As an owner or manager, your single biggest threat of failure is your people. Your team makes or breaks your business. You need A players. Let’s do the math on this: If you have three people on your team doing B+/A-/90% work, then you take 90%*90%*90% and you will have a team that achieves 72%. That is unacceptable C work. Your quest should be to define and hire A players for your team, and coach existing team members to elevate them to A status. To define A players, you do not need to look any further than inwards. As you hire you should use a company-specific formula that goes beyond the job description: * Core values: What are yours and how does a candidate demonstrate that they are a good fit? * Department needs: What kind of person does the department need now to achieve its goals? * Specific skillset: Education and credentials are important, but what skills—soft and technical—are needed to be an A player for this position and advance the organization? Let’s be honest—not everyone on your team is an A player. Remember former GE CEO Jack Welch’s famous “20-70-10 vitality model”? He believed that the top 20% of your workforce is most productive (what I call “A players”), and 70% (the "vital 70") work adequately; the other 10% ("bottom 10") are nonproducers and should be fired. If/when you identify less than A players on your team, you need to make sure that their manager has the knowledge and skills to elevate that employee through coaching and is spending adequate time doing so.  To grow your business and improve profitability, invest in your people. Do you agree? #coaching #hiring #eos #stasbalanevsky

Can we all stop punishing people for taking "time off" during the ebbs and flow of their life? I get it- the perception of having not worked for awhile is that the person is either 1) not desire-able, OR 2) too removed from the work, might be rusty. Both could be true. And/Or it's likely: 3) Life happened. Clients - when hiring, be honest- Ask yourself if the scope of role for the employee has drastically changed in x amount of time? Often times, I think you'll find the answer is no. Sure - the "hot" medium changes (social, content, experiential, branded entertainment, metaverse, AI) but the overall tenets of communication, brand and marketing do not. The TRULY hard things to get- the soft skills- are ever present. Someone's ability to resolve conflict, inspire teams, collaborate with others, work with integrity and establish a culture of accountability do not disappear. And chances are that "sabbatical" was a period of immense growth. Find out what they learned from that experience- I have no doubt it has made them a better employee today than the one you would have met prior. #careercoach #leadership #executivecoach #marketingandcreative