#HR #RRHH Making love and making personal #branding #leadership

The internet is chock full of daily habits that will help your routine, but what about bad habits? Because habits are so ingrained into our daily routines, we often don't notice how harmful ones sneak in and ruin our success.

Try eliminating the following habits from your life and see how your success in business and in life improve:

I have a fundamental belief about the kind of people I try to employ. And that's that they're going to be harder on themselves than I'll ever need to be. I also believe that the concept of constructive criticism is overrated, if not an outright fallacy. Your employees are either aware of problems with their performance, or they're not.

The best way to find out which category they're in is through asking questions and listening. Let's look at some of the reasons this passive approach to problem-solving is good for both of you.

A CEO client is over-extended, has too many priorities to juggle, and is simultaneously hyper-stressed and hyper-exhausted. Actually this describes many of my clients. Does this sound like you too?

Friends, this is no way to go through life. As someone who has dodged two cancer bullets while building two businesses and raising two sons, I have a very healthy respect for mortality, along with the insight that tomorrow is not promised to anyone.

During our call this week, my client shared her anxiety about getting everything accomplished, and that she has made no time to exercise or decompress in several days. She is on a non-stop treadmill.

But, we don’t live in an ideal world. Bias, deception, and hidden agendas can put even the most forthright negotiator at a disadvantage. A new study bears this out. Women ask for raises as often as their male counterparts, however the research found that they got what they wanted 25% less often.

Whether you’re dealing with people’s stereotypes or biases because of who you are, or if there’s another reason your counterpart is not being forthright and honest, how you handle the negotiation can make all the difference, says leadership consultant and career coach Avery Blank.

When it comes to hiring, in many cases, past performance does not guarantee future success. You want to make sure that you find a candidate that’s motivated, and a good fit for your company’s culture. That’s why you should focus on hiring smart talent, rather than direct experience.

Executive research adviser Claudio Fernández-Aráoz defines potential as “the ability to adapt and grow into increasingly complex roles and environments”. Candidates with potential are passionate learners who are dedicated to the growth of their team, which makes them an invaluable asset.

How resourceful a candidate has been in the past can often be a better indicator of how well they will perform once hired. Claudio Fernández-Aráoz also said that “Having spent 30 years evaluating and tracking executives and studying the factors in their performance, I now consider potential to be the most important predictor of success at all levels, from junior management to the C-suite and the board”.

The Mind of the Constant Learner

There are three distinct mindsets that allow new employees and leaders to become constant learners: the Gamer Mindset, the Beginner Mindset, and the Growth Mindset. Knowing all three can provide a framework that throws your personal switch to “LEARN” when you need to rapidly adapt and get to work.