#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership
Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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Rescooped by Ricard Lloria from Business Brainpower with the Human Touch
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#HR 5 Things the Most Respected Leaders Do Every Day

#HR 5 Things the Most Respected Leaders Do Every Day | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

There are a number of qualities that confident, servant leaders share. 

 

1. They Admit Being Wrong

 

The conceited leader that proclaims his position and disregards differing points of view is a leader that will have few followers, mostly out of fear and intimidation. Typically, they know they're right, and they need you to know it too.

 

But truly respected servant leaders are quite secure in admitting when they're wrong and made a mistake, or don't have all the answers. 

 

And they will back down graciously when being proven wrong. To them, it's more important to find out what is right than being right.

 


Via The Learning Factor
The Learning Factor's curator insight, June 28, 2016 6:33 PM

Controlling micro-managers will fear these the most.

rodrick rajive lal's curator insight, June 29, 2016 12:49 AM
We just had a workshop on leadership and the article on leadership caught my eyes, and it is not just empathy, and vision that matter, but also admitting mistakes that matter!
Rescooped by Ricard Lloria from Lead With Giants Scoops
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Long Lived The Performance Review; Ask These 5 Questions Instead

Long Lived The Performance Review; Ask These 5 Questions Instead | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them.

We know that the definition of Insanity is doing the same thing over and over again, yet expecting different results.  Somehow, we don’t apply that to performance reviews.

We should.

Most performance reviews are task oriented and grade the employee on their effectiveness. What if we approached it differently? Dare I ask the question?

Am I a heretic? So be it.


Via Dan Forbes
Dan Forbes's curator insight, September 17, 2014 7:44 AM

Most performance reviews don’t work. They don’t work for two primary reasons. One, no one likes to give them. Two, no one likes to receive them. Yet, we keep doing them.  Ask these 5 questions instead.