Management is a balancing act. Tip one way, and you fall off on the side of too much attention; tip the other, and you don’t care.

Getting stuck is frustrating. But it doesn’t make sense if there’s a way out. Does this happen in hiring?

When we promote someone, we’re asking them to drop current activities and do different ones – really, to be someone different. Do you know WHO you are promoting?

Is someone Competent also Confident? It might seem like it – until they’re on the job and they’re asking too many questions. What’s the difference? How can we tell – before they’re hired?

Managers – a vital link between top level decisions and front line performance. How do we know when we need to pay attention to this role?

We’re too subjective when it comes to selecting applicants for a job. Do you have objectivity built into your hiring process?