Many of us probably don’t associate “happiness” with “work.”

But maybe we should: Studies suggest that happy people are actually more productive and successful, and less likely to leave their jobs.

This quiz measures how happy you are when you’re on the clock. It’s based on research that has identified key factors to happiness at work.

Background checks, online searches and tests for candidates can be key practices when you're hiring.

More than ever before, organizations are deploying leadership assessment and development in the context of strategic talent management. Why? Because they are great ways to align human capital with business strategy.

Case study after case study shows that close collaboration between consultants and clients results in greater impact. One hallmark of RHR’s work is its ability to partner with clients to co-create programs focused on helping senior executives lead transformational change. McKinsey’s research and RHR’s experience continually highlight the need for radically different leadership-development programs that are:

Embedded in the context and strategy of the organization
Focused on the organizational journey (rather than a cohort)
Designed to ensure transfer of learning
Aligned with supporting processes and systems.

It’s dangerous to evaluate others and affirm yourself.

Self-affirmation – apart from self-evaluation – is the beginning of self-deception and the end of self-development.

It’s perverse to give yourself a hand and give others the shoe.

How many books do you read each month? How about in a year? Maybe you feel like there’s no time for a “luxury” like reading. Or maybe it’s just never been your thing. I’m here to tell you, there is and it should be. “If I have seen further it is by standing on th

If you seek to achieve greatness, stretching for amazing is a great way to start.”

Conventional wisdom states that there are 7 types of sales reps that often exist in many mid-market or enterprise-level sales teams.

No matter how big your sales team, you'll probably recognize many of these bad actors, and especially their bad behavior.

Use the tips below to avoid or manage these behaviors off your sales floor.

Some of the worst leadership moments are driven by too much passion.

Regardless of the type of business you run, you need to have solid relationships with your bank and your banker. But what the bank should expect of you? Perhaps more importantly, what you should expect of the bank?

 
After 45 years in the financial industry, I’ve made certain observations on both sides of this equation that may prove valuable. I’m happy to share them here:

Strong sales coaching is critical for sales success. Research shows that sales representatives who receive effective coaching can increase their win rate by 54% within a year and a half of starting a coaching program. Furthermore, overall turnover can decrease by 12% simply by implementing good coaching.

But despite the benefits of coaching, many sales managers just aren’t providing it. 73% of sales managers spend less than 5% of their time coaching sales representatives. The biggest reason for this scary statistic? 47% of sales managers say they don’t know how to coach.

Fortunately, this is a skill that can be learned! Here are seven best practices for sales coaching:

Gallup’s research reveals that about one in 10 people possess the talent to manage.” (Gallup)

The myth of the great leader riding in on a white horse pollutes our thinking about the value of good management.

Today there is no longer such a thing as a job for a life – only a life of jobs – and whereas your own organisation will provide you with training, e-learning and other learning opportunities, it can’t possibly provide you with everything you will need throughout your career.

It is ultimately your responsibility to take charge of your own lifelong learning – that is your own continuous self-improvement (for the now) and self-development (for the future). To do this you need a new learning mindset as well as a new toolset and skillset.

I’ve been to my share of good and bad sales kick-offs. While the intention was usually pure, too often the design of these events were flawed. Now as a consultant, I continued to hear the horror stories of failed SKOs. Budgets were through the roof, but the sessions didn’t achieve their goals. Year after year, we see many of the same mistakes.

When we speak with clients about their next annual kick-off, I often hear things that come across as 'red flags' to my former rep self. Here are three common mistakes that drive reps crazy:

A recent study of more than 800 front line sales reps and sales leaders highlights a disturbing trend in sales management. While organizations are making ever greater investment in technologies and operational processes to improve performance, sales reps are citing Training and Development as being one of their greatest challenges to improving performance.

It’s no secret. Often times the best sales people do not make for the best sales coaches, yet sales departments continue to promote their top performers into coaching roles.

Personally, I believe this happens for 3 reasons. (1) It is how it has always been done. (2) It's easy and convenient. (3) Sales departments have yet to define what characteristics make a good sales coach and how to identify those characteristics in the candidates.

Building a world-class sales team doesn’t sound that hard, until you realize how many things can go wrong.

From hiring to lead gen to sales forecasting, it’s easy for your team to get tripped up and fall into a pattern of bad habits and costly mistakes.

Compare your team’s performance to the world’s most dysfunctional sales team in the infographic below and let us know if you recognize any of this craziness.

“There is nothing noble in being superior to your fellow man; true nobility is being superior to your former self.” Ernest Hemingway

Bias to action results in drama, disappointment, and crisis apart from systematic self-reflection.