Have you or one of your employees ever had the thought: “I could be a leader!” At some point in their career, most people have had the thought that they could or should be a leader. Unfortunately, being a leader is much more complex than simply having the motivation to want to lead.
The following document will walk you through several key questions designed to get you to think about whether you or one of your individual contributors want to be a leader, and if it should happen, whether you or they are ready to be a leader. It contains questions regarding traits, motives and values that when answered honestly can reflect a person’s ability to take on the role of a leader.
As Baby Boomers age, the need for senior care – and for senior care workers – will increase to unprecedented heights between now and 2030. The competition for workers will be fierce (it already is), and organizations that focus on selecting the right talent will have an edge on their competitors.
By 2030 the world will need many more senior care professionals than ever before. It may not be a field that comes to mind first for college students and recent grads, but within the next decade, senior care providers, managers and leaders will be in high demand. And Millennials along with Generation Z (whose oldest members will be nearly 30 by 2030) will be most likely to answer the call.
Organizational culture is essentially “how we do things around here.” It’s not what we say our values are. It’s what we actually do. This quote attributed to Ralph Waldo Emerson states it so clearly:
What you do speaks so loudly I can’t hear what you say.
As a manager, your responses to poor performance and bad behavior literally shape your organization’s culture. And they have far greater power than anything you say about your expectations for people’s performance and behavior.
Emotional rehiring. It’s an odd phrase. Maybe you’ve never heard it before. But you’ve probably done it – or someone has done it for you – at least once.
It’s a specific expression of gratitude that results in “re-upping” your commitment to the relationship you share with another person. Here’s a simple, straightforward example: