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WHEN HEIR APPARENT IS WRONG PICK FOR CEO

Even at the most respected companies that follow meticulous succession processes, well-suited candidates may not even make it into the shortlist because they get overshadowed by “safe” or “chosen” candidates, according to a Harvard Business Review report. The report identifies three reasons companies often pick the wrong leaders. Likability, it turns out, counts more than it should. Research shows that highly decisive leaders are 12 times more likely to excel as CEOs, but they tend to ruffle feathers. Their performance reviews might include statements such as "doesn't play nice in the sandbox" and "needs to soften her approach." Click for article    

11 Tips to Perfect Your LinkedIn Profile Picture

"LinkedIn profiles with professional headshots receive roughly 14 times more profile views and are 36 times more likely to receive a message on LinkedIn," writes Pauline Gabrelli. "It’s important to look professional, hard-working and approachable." She shares 11 tips and what they mean exactly: Look approachable. Take a headshot. Pick an up-to-date photo. Choose the right expression. Wear your usual attire. Take the photo straight on. Don't take selfies. Don't use filters. Don't crop a group picture. Don't have a distracting background. Don't incorporate hobbies into your photo. Click for article  

Best Restaurants in Atlanta

Whether you're looking for a place that's new and noteworthy or one of the all-time best restaurants in the city, this list will steer you to the most enjoyable eating establishments in Atlanta. Impress your customers and co-workers at the PEI Convention with your culinary navigation skills. (And if you want the professional insider's scoop, ask PEI Advertising Director Tom Leibrandt. He's also a graduate of The Culinary Institute of America, the world's premier culinary school.)  Click for list

HOW COMPANY CULTURE HELPS NETFLIX DOMINATE 

Netflix proudly shares its company culture with the world on its jobs page. "Entertainment, like friendship," the website states, "is a fundamental human need; it changes how we feel and gives us common ground. Netflix is better entertainment at lower cost and greater scale than the world has ever seen. We want to entertain everyone, and make the world smile. "This document is about our unusual employee culture. "Like all great companies, we strive to hire the best and we value integrity, excellence, respect, inclusivity, and collaboration. What is special about Netflix, though, is how much we: Encourage independent decision-making by employees Share information openly, broadly, and deliberately Are extraordinarily candid with each other Keep only our highly effective people Avoid rules "Our core philosophy is people over process. More specifically, we have great people working together as a dream team. With this approach, we are a more flexible, fun, stimulating, creative, collaborative and successful organization." Click for full description of Netflix culture

Job Market Forces Employers to Overpay for New Hires

The latest edition of the Gartner “Global Talent Monitor” report states that employers concerned about the competitive job market often offer higher starting salaries than prospective employees are seeking. This often creates a negative cycle within the organization.  “Not only are U.S. employers often paying too much to new workers, but once tenured employees discover discrepancies between their salaries and those of new colleagues, they may be more inclined to look for another position elsewhere,” said Brian Kropp, HR group vice president at Gartner, in a statement. Click for article

Top Companies 2019: Where Workers Want to Work 

Each year, editors and data scientists at LinkedIn evaluate billions of actions taken by LinkedIn users around the world to find which companies attract the most attention from jobseekers and then hang onto that talent. The data-driven approach looks at what members are doing — not just saying — in their search for fulfilling careers. The result of that data is “Top Companies,” LinkedIn’s fourth annual ranking of the most sought-after companies today. The researchers analyze U.S. members’ actions across four main pillars: interest in the company, engagement with the company’s employees, job demand and employee retention. You can also check out the top companies in Australia, Canada, China, France, Germany, India, Japan, Mexico, Brazil and the U.K. Click for article

How to Spot a Toxic Employee:  Narcissism, Machiavellianism, a Pinch of Pyschopathy

Some red flags can help you identify a toxic person, according to the MIT Sloan School of Management. The first is narcissism, or an excessive interest in or admiration of one’s self.  Next is Machiavellianism, the power-hungry and unethical mindset made famous by Niccolo Machiavelli’s 16th century work “The Prince.” Last is psychopathy, an inability to deal appropriately with one’s negative emotions and impulses.  Click for article

Lower-Ranking Employees Tend Not to Speak Up 

"A lack of employee voice can be fatal on an individual level," write Khalil Smith, Chris Weller and David Rock. "In the U.S. alone, medical errors involving miscommunication lead to the deaths of up to 400,000 people annually. "On an organizational level, the lack can be extraordinarily damaging and expensive. Over the last decade, federal agencies have fined banks more than US$250 billion for unethical behavior that very well could have been nipped in the bud had an employee spoken up early on. In addition, survey data indicates that almost 75 percent of employees have experienced workplace bullying or harassment, which can lead to a toxic, low-performing work environment. Only a small fraction ever speak up about it." Click for article

Crisis Management and Fatalities

An article by The Wharton School digs into crisis management as it relates to fatalities, specifically infant deaths tied to a Fisher-Price product.  “The rules of crisis management are 1) validate concerns; 2) show action; and 3) control the narrative,” the article quotes Americas Reed, a marketing professor at The Wharton School. In the article, Reed said the executive in the Fisher-Price recall video has earned a failing grade “because he’s reading a script — obviously — and he spends the entire 50 seconds defending his safety record instead of acknowledging first, that the death of a child is a horrendous tragedy and that the incidents in question are of grave concern, and that is why the company is doing the recall. He is doing OK at controlling the narrative. But this violates some very simple principles of crisis management.” Click for article

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