HCI Blog

Archive from February 2015

Marshall Goldsmith on the fruits of labor

Marshall Goldsmith tells us this time about how it is important not to become attached from the fruits of our labor, as this can stop us from enjoying the process, making us focus only on the final goal.



What do millennials expect from leadership positions?

As millennials are aging, they will be the trend setters for the recruitment industrie’s pathway and standards.



The above graph shows what millennials expect do be able to achieve once they reach leadership positions according to the continent they live in.

African millennials answered that their strongest desire is to be able to coach or mentor others. This is expected from a continent in which few have had the opportunity to reach college or university level studies. This wish is explainable due to the general existing desire to further develop the continent as a whole and give further opportunities to others.

Asia-Pacific on the other hand presents compressed preferences with the strongest being a strong desire to have higher personal earnings, very similar to central and eastern Europe.

A common denominator between Latin America, North America and Western Europe is that millennials mostly desire to influence the company which they work in. This can be understood through the point of view in which companies have already a longer tradition once compared to regions such as Africa or Middle-East, making it a strong wish of millennials to influence the companies which they have consumed products, making their contribution visible in the products offered as a result of their efforts.

The Middle-Eastern millennials display a different perspective on what they most desire once compared to all others: they want the power to make decisions! Interesting once compared to the rest of the regions, which this is a much lower ranking priority.

All regions have one low-ranking desire in common ffor leadership positions: Staff responsibilities. This can say a good deal about millennials in general in this aspect. They want the power to influence, higher earnings and even the chance to mentor and coach others, but don’t feel that they are ready for the staff responsibilities which may come along.

Do you think millennials are ready for traditional leadership positions?

BASED ON: Harvard Business Review

5 things successful people don’t do on a daily basis



1. Wait until they are sure they will succeed

  • They aren’t scared to work on what they need to, even if it means making mistakes! The key is to work, even if it means you will learn new things on the job.

2. Multitask during meetings

  • Give the meeting the attention it deserves. While others have other things in their minds or are trying to do other activities while in the meeting, you should completely focus on the present moment.

3. Check your mobile while taking to others

  • The key point here is etiquette. Give people you are interacting with the appropriate attention!

4. Let your past dictate your future

  • What has passed, has passed. It is not a rule that you will repeat past failures. Learn to let the past go and focus on the future.

5. Say “yes” when you actualy mean “no”

  • Some people have a hard time saying no to other people’s requests. It is important to dedicate YOUR time to YOURSELF rather than to those who keep asking favors. It is important to assist others, but keep in mind that in order to develop your potential, you need to dedicate time to yourself.


BASED ON: Linkedin

Triggers: Why is it difficult to become the person we want to become?

Marshall Goldsmith tells us about the concept of triggers, and why it may be difficult at times to become the person we want to become in our minds.

Top 5 things employees need from their leaders in order to realize their potential

The role of the leader is central to the company in which he is inserted, where he will follow the vision which has been established by the executives, and also central to those who are in his team, in order to help those within his leadership to discover and realize their maximum potential.


See here five things a leader should do in order to help those around him realize their potential:

1. Value and respect them

A relationship in which the leader shows respect towards the employee and truly values their presence can go a long way. For this, there are no shortcuts; respect must be visible as well as signs that they are truly valued.

2. Back them up

Employees want a leader who they can count on, not only in terms of their work, but also to help them advance in their career. A sponsorship for advancement is a strong motivating factor.

3. Invest in their professional growth

Employees expect leaders to invest in them as much as they also invest their time to the team and the company. What is meant by investment is giving the employee chances to develop their skills as well as their leadership through coaching programs or other specialized courses.

4. Networking potential

Leaders should expose their employees to people of influence and decision makers. There shuld be sufficient level of trust in which the leader feels comfortable to let his employees expose themselves alone to the high-up bosses and showcase their talents.

5. Don’t feel threatened by them

At times, an employee can excel in a given area which is a potential point for development for his leader. The employee expects that the leader instead of feeling threatened by their advanced skills, instead helps them feel valued and secure of the strong skills they have.

BASED ON: Forbes