Posts Tagged ‘Careers’

10 qualities of successful entrepreneurs

September 19, 2012

Punch line: Not enough people understand who entrepreneurs are or how to develop them. Jim Clifton, Gallup Chairman and CEO, uncovers what propels these exceptional businesspeople.

Pensive businessman - Image by flickr user s_falkow

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Excerpted fro Gallup Business Journal, “What Drives Entrepreneurs to Win”

In his book The Coming Jobs War, Gallup Chairman and CEO Jim Clifton calls entrepreneurship the “scarcest, rarest, hardest energy and talent in the world to find.”

So how do you rise above the challenges that entrepreneurship poses? Clifton offers some sage advice.

  1. Know your personal brand. Successful entrepreneurs know themselves well and can perceive others accurately.
  2. Take on challenges. Entrepreneurs [should] stretch themselves, raise the bar, face their fears, and [be] willing to experiment.
  3. Think through possibilities and practicalities. Entrepreneurs must be creative and think beyond the boundaries of what exists.
  4. Promote the business. Successful entrepreneurs are their own best spokespeople.
  5. Focus on business outcomes. Highly successful entrepreneurs judge decisions … based on their observed or anticipated effect on profit … [and they] set goals and live by their commitment to them.
  6. Be a perpetual student of the business. Continually gaining input and acquiring the knowledge and skills required to grow the business are essential to an entrepreneur’s success.
  7. Be self-reliant. Successful entrepreneurs are prepared to do whatever must be done to see the business succeed.
  8. Be a self-starter. Successful entrepreneurs are passionate doers who push to make things happen.
  9. Multiply yourself through delegation. Entrepreneurs who are successful … are willing and able to contemplate a shift in style and control.
  10. Build relationships. The ability to build strong relationships is crucial for survival and growth. Successful entrepreneurs are adept at building relationships, have strong social awareness and can attract and maintain a constituency.

Edit by JDC

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The toughest 25 companies to interview with …

August 23, 2012

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According to the Business Insider, these are the 25 companies that throw the toughest interviews …

  1. McKinsey
  2. BCG
  3. Oliver Wyman
  4. A.T. Kearney
  5. ZS Associates
  6. ThoughtWorks
  7. Bain
  8. Shell
  9. Google
  10. Unisys
  11. Rackspace Hosting
  12. Cypress Semiconductor
  13. Susqueanna Int’l Group
  14. Bazaarvoice
  15. P&G
  16. Teach for America
  17. LEK Consulting
  18. Juniper
  19. Sapient
  20. Stryker
  21. General Mills
  22. Progressive
  23. Headstrong
  24. Facebook
  25. Amazon

Note: the high proportion of consulting and tech companies …

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What qualities are coveted by employers?

March 20, 2012

According to Jenn Folsom of Momentum Resources (MSB MBA ‘02):

Nothing beats A+ communication skills, both verbal and written.

Our clients also love to see creative problem solvers and “get it done” types of people.

They need those who can strike the balance of being able to work successfully in a team and without direction.

It’s all about results

Jenn’s full interview in ForbesWoman is worth reading

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Moneyball gone wild … companies getting creative searching for talent

November 19, 2011

Interesting read in Biz Week re: how companies are using creative methods recruiting to land talent.

Think next generation “Moneyball”.

A new era of talent hunting has begun.

It’s happening not only at high-tech companies such as Facebook, but also at Army bases, ad agencies, investment banks, Hollywood studies, corporate boardrooms, college admissions offices, and even at nanny agencies.

In all these fields, experts don’t just sort résumés. They pick people and build teams in a profoundly different way.

Traditional measures of past achievement, such as test scores and academic degrees, are losing power, and companies are getting better at looking for those future superstars who deliver many times the value of someone who is merely good.

Business Week, The Rare Find: Reinventing Recruiting

 

Some examples:

 

Facebook publishes gnarly programming challenges and invites engineers anywhere to solve them.

Not the superficial brainteasers that some companies used, like estimating the number of piano tuners in Chicago.

Instead, Facebook’s website issues multi-hour tests of coding prowess.

 

Google concluded that it had been looking at résumés far too narrowly.

The company had started out by focusing inordinately on candidates’ education, grade-point averages, and even SAT scores. 

They were missing candidates:

  • Whose grades had faltered because they were working 30 hours a week to pay for college
  • Highly competitive people who had chased an athletic dream when they were younger — and now were applying that same relentless energy to professional goals
  • People who weren’t great students but had been running businesses, tutoring, volunteering, and otherwise being civic leaders from their teenage days onward.

Now at Google, several dozen factors — including tidbits like the age when a recruit got into computers — are used to help predict candidates’ chances.

And, they spend time looking at  resumes “upside down.”  … Now, they start with “interest” to if some special, rare attribute could point the way to greatness.

 

Corporate directors are also taking fresh looks at the process of picking chief executive officers.

Recent academic studies show that charisma and affability may be overrated as traits that lead to CEO success.

Efficiency, problem-solving, and hard-nosed accountability appear to be more valuable.

 

 Full article is worth browsing.

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