Hr Wells Quotes

Well, well. Lucinda Hutton. One flexible little gal.” He is reclining in his chair again. Both feet are flat on the floor and they point at me like revolvers in a Wild West shootout. “HR,” I clip at him. I’m losing this game and he knows it. Calling HR is virtually like tapping out. He picks up the pencil and presses the sharpened tip against the pad of his thumb. If a human could grin without moving their face, he just did it.

Don't pass off your work to the new girl just because you don't like it." Kai winked at me as he moved back to his computer. ..."Stop going easy on the new girl just because you like her." "Shut up, Will." "What? You didn't want her to know? You're not hiding it very well." - Kai and Will

That dominance came to an abrupt end with the creation and implementation of what has come to be known as the Southern Strategy. The success of law and order rhetoric among working-class whites and the intense resentment of racial reforms, particularly in the South, led conservative Republican analysts to believe that a “new majority” could be created by the Republican Party, one that included the traditional Republican base, the white South, and half the Catholic, blue-collar vote of the big cities.50 Some conservative political strategists admitted that appealing to racial fears and antagonisms was central to this strategy, though it had to be done surreptitiously. H.R. Haldeman, one of Nixon’s key advisers, recalls that Nixon himself deliberately pursued a Southern, racial strategy: “He [President Nixon] emphasized that you have to face the fact that the whole problem is really the blacks. The key is to devise a system that recognizes this while not appearing to.”51 Similarly, John Ehrlichman, special counsel to the president, explained the Nixon administration’s campaign strategy of 1968 in this way: “We’ll go after the racists.”52 In Ehrlichman’s view, “that subliminal appeal to the anti-black voter was always present in Nixon’s statements and speeches.”53

If the Chiefs had successfully pressed with the president their position that the United States needed to act forcefully to defeat the North, they might have forced a difficult choice between war and withdrawal from South Vietnam. Through their own actions as well as through the manipulation of Taylor and McNamara, the Chiefs missed their opportunity to influence the formulation of a strategic concept for Vietnam, and thereafter always found themselves in the difficult position of questioning a policy that the president had already approved. The intellectual foundation for deepening American involvement in Vietnam had been laid without the participation of the Joint Chiefs of Staff. 5

Paul He paces the hallway getting more and more impatient with every stride. Having decided to go into work late today, he didn’t expect his flatmate, Lee, to make him even later. Paul has known Lee for five years. They first met whilst attending an interview for an IT support role. On the day of the interview the company decided to do a group interview with all the candidates for the positions that were available. Paul was paired with Lee and instantly disliked him as, only a few seconds after being introduced, Lee stole his pen. During the interview process, several technical questions were asked which Paul had answered correctly, but Lee’s answers were always incorrect with Paul having a feeling that Lee was making things up as he went along. The interview stages went well for Paul and, after being told that he had got the job, on his first day at the company, he was surprised to see Lee start work as well. Puzzled, Paul put it down to fact that Lee’s flirting with the HR lady that day had helped him get the job.

THE SIX-HOUR SEMINAR that Jack was forced to attend at the beginning of each new semester had been called Orientation until a few years ago, when the university changed the seminar’s name to Onboarding. The name change coincided with a revamp of the orientation curriculum, which had bloated into this all-day human resources horror during which members of the HR team attempted, at unmerciful length, to “socialize the mission statement’s DNA,” is how they put it. They were referring to the many-planked mission statement the university had spent two years and countless consultant dollars developing in a campus-wide effort to express everything the university did in just one sentence. This was the brainchild of the university’s new CFO, who told the faculty in all seriousness that developing a mission statement that captured everything the university did in just one sentence was akin to their “moonshot,” and he asked for their help in this endeavor “not because it is easy, but because it is hard.” Why the university needed to corral its collective intelligence and creativity and energy for the task of expressing everything it did in just one sentence was a mystery to most faculty, but this did not stop their administrator bosses from enthusiastically assigning them to “mission statement working groups” so that they could have a voice (unpaid) in developing this one magical sentence, this one statement that would distill everything everyone did into a phrase ideally small enough for letterhead.

This woman makes sure that I know that there will be no repercussions for anything I say. She lets me know exactly what would happen to the person if we found them. She asks a million questions. “Has anyone ever said anything suspicious to you at work? Has anyone ever been mean to you at work? Have you ever gotten into it with anybody at work? Has anyone ever been inappropriate at work?” She gives me a million opportunities to take a long, hard look at how I am treated at work, and it leads me to one conclusion: I am spoiled to a hilarious degree. She follows up with a phone call later in the week to make sure that I’m sure that I’m sure. I couldn’t believe it. She did such a good job. I’ve certainly been at places where I would’ve killed to have someone like her around. It is so crazy that this woman is the opposite of Lacey’s HR woman. The thought of someone being racist had this lady ready to go off! I loved her. I felt so well taken care of.

Onboarding checklists Business orientation checklist As early as possible, get access to publicly available information about financials, products, strategy, and brands. Identify additional sources of information, such as websites and analyst reports. If appropriate for your level, ask the business to assemble a briefing book. If possible, schedule familiarization tours of key facilities before the formal start date. Stakeholder connection checklist Ask your boss to identify and introduce you to the key people you should connect with early on. If possible, meet with some stakeholders before the formal start. Take control of your calendar, and schedule early meetings with key stakeholders. Be careful to focus on lateral relationships (peers, others) and not only vertical ones (boss, direct reports). Expectations alignment checklist Understand and engage in business planning and performance management. No matter how well you think you understand what you need to do, schedule a conversation with your boss about expectations in your first week. Have explicit conversations about working styles with bosses and direct reports as early as possible. Cultural adaptation checklist During recruiting, ask questions about the organization’s culture. Schedule conversations with your new boss and HR to discuss work culture, and check back with them regularly. Identify people inside the organization who could serve as culture interpreters. After thirty days, conduct an informal 360-degree check-in with your boss and peers to gauge how adaptation is proceeding.

He began, “There is absolutely no doubt in the mind of a very overwhelming number of Americans, that the best immediate defense of the United States is the success of Britain in defending itself. “Now, what I am trying to do is eliminate the dollar sign. That is something brand new in the thoughts of everybody in this room, I think—get rid of the silly, foolish, old dollar sign. “Well, let me give you an illustration,” he said, and then deployed an analogy that distilled his idea into something both familiar and easy to grasp, something that would resonate with the quotidian experience of countless Americans. “Suppose my neighbor’s home catches fire, and I have got a length of garden hose four or five hundred feet away: but, my Heaven, if he can take my garden hose and connect it up with his hydrant, I may help him put out the fire. Now, what do I do? I don’t say to him before that operation, ‘Neighbor, my garden hose cost me $15; you have got to pay me $15 for it.’ What is the transaction that goes on? I don’t want $15—I want my garden hose back after the fire is over. All right. If it goes through the fire all right, intact, without any damage to it, he gives it back to me and thanks me very much for the use of it. But suppose it gets smashed up—holes in it—during the fire; we don’t have to have too much formality about it, but I say to him, ‘I was glad to lend you that hose; I see I can’t use it any more, it’s all smashed up.’ “He says ‘How many feet of it were there?’ “I tell him, ‘There were 150 feet of it.’ “He says, ‘All right, I will replace it.’ ” That became the kernel of an act introduced in Congress soon afterward, numbered H.R. 1776 and titled “A Bill Further to Promote the Defense of the United States, and for Other Purposes,” soon to receive its lasting byname, the Lend-Lease Act. Central to the proposal was the idea that it was in the best interests of the United States to provide Britain, or any ally, with all the aid it needed, whether it could pay or not.

Betsy didn’t want to be at the party any more than Cole did. She’d met the birthday girl in a spin class a couple of years earlier and had been declining her Evites ever since. In an effort to meet new people, however, this time Betsy replied “Yes.” She took a cab to the party, wondering why she was going at all. When Betsy met Cole there was a spark, but she was ambivalent. Cole was clearly smart and well educated, but he didn’t seem to be doing much about it. They had some nice dates, which seemed promising. Then, after sleeping over one night and watching Cole wake up at eleven a.m. and grab his skateboard, Betsy felt less bullish. She didn’t want to help another boyfriend grow up. What Betsy didn’t know was that, ever since he’d started spending time with her, Cole had regained some of his old drive. He saw the way she wanted to work on her sculptures even on the weekend, how she and her friends loved to get together to talk about their projects and their plans. As a result, Cole started to think more aspirationally. He eyed a posting for a good tech job at a high-profile start-up, but he felt his résumé was now too shabby to apply. As luck would have it—and it is often luck—Cole remembered that an old friend from high school, someone he bumped into about once every year or two, worked at the start-up. He got in touch, and this friend put in a good word to HR. After a handful of interviews with different people in the company, Cole was offered the position. The hiring manager told Cole he had been chosen for three reasons: His engineering degree suggested he knew how to work hard on technical projects, his personality seemed like a good fit for the team, and the twentysomething who vouched for him was well liked in the company. The rest, the manager said, Cole could learn on the job. This one break radically altered Cole’s career path. He learned software development at a dot-com on the leading edge. A few years later, he moved over and up as a director of development at another start-up because, by then, the identity capital he’d gained could speak for itself. Nearly ten years later, Cole and Betsy are married. She runs a gallery co-op. He’s a CIO. They have a happy life and gladly give much of the credit to Cole’s friend from high school and to the woman with the Evites.

So training smart, training effectively, involves cycling through the three zones in any given week or training block: 75 percent easy running, 5 to 10 percent running at target race paces, and 15 to 20 percent fast running or hill training in the third zone to spike the heart and breathing rates. In my 5-days-a-week running schedule, that cycle looks like this: On Monday, I cross-train. Tuesday, I do an easy run in zone one, then speed up to a target race pace for a mile or two of zone-two work. On Wednesday, it’s an easy zone-one run. Thursday is an intense third-zone workout with hills, speed intervals, or a combination of the two. Friday is a recovery day to give my body time to adapt. On Saturday, I do a relaxed run with perhaps another mile or two of zone-two race pace or zone-three speed. Sunday is a long, slow run. That constant cycling through the three zones—a hard day followed by an easy or rest day—gradually improves my performance in each zone and my overall fitness. But today is not about training. It’s about cranking up that treadmill yet again, pushing me to run ever faster in the third zone, so Vescovi can measure my max HR and my max VO2, the greatest amount of oxygen my heart and lungs can pump to muscles working at their peak. When I pass into this third zone, Vescovi and his team start cheering: “Great job!” “Awesome!” “Nice work.” They sound impressed. And when I am in the moment of running rather than watching myself later on film, I really think I am impressing them, that I am lighting up the computer screen with numbers they have rarely seen from a middle-aged marathoner, maybe even from an Olympian in her prime. It’s not impossible: A test of male endurance athletes in Sweden, all over the age of 80 and having 50 years of consistent training for cross-country skiing, found they had relative max VO2 values (“relative” because the person’s weight was included in the calculation) comparable to those of men half their age and 80 percent higher than their sedentary cohorts. And I am going for a high max VO2. I am hauling in air. I am running well over what should be my max HR of 170 (according to that oft-used mathematical formula, 220 − age) and way over the 162 calculated using the Gulati formula, which is considered to be more accurate for women (0.88 × age, the result of which is then subtracted from 206). Those mathematical formulas simply can’t account for individual variables and fitness levels. A more accurate way to measure max HR, other than the test I’m in the middle of, is to strap on a heart rate monitor and run four laps at a 400-meter track, starting out at a moderate pace and running faster on each lap, then running the last one full out. That should spike your heart into its maximum range. My high max HR is not surprising, since endurance runners usually develop both a higher maximum rate at peak effort and a lower rate at rest than unconditioned people. What is surprising is that as the treadmill

I think mentoring is simply an inborn passion and not something you can learn in a classroom. It can only be mastered by observation and practice. I also realized that most mentees select you, and not the other way round. The mentor’s role is to create a sense of comfort so that people can approach you and hierarchy has no role to play in that situation. The mentee has to believe that when they share anything, they are sharing as an equal and that their professional well-being is protected, that they won’t be ridiculed or their confidentiality breached. As a mentor you have to create that comfort zone. It is somewhat like being a doctor or a psychiatrist, but mentoring does not necessarily have to take place only in the office. For example, if I was travelling I would often take along a junior colleague to meet a client. I made sure they had a chance to speak and then afterwards I would give them feedback and say, ‘You could have done this or that’. Similarly, if I observed somebody when they were giving a pitch or a talk, I would meet them afterwards or send them an e-mail to say ‘well done’ or coach them about how they could have done better. This trait of consciously looking for the bright spark amongst the crowd has paid me rich dividends. I spotted N. Chandrasekaran (Chandra), TCS’s current Chief Executive, when he was working on a project in Washington, DC in the early 1990s; the client said good things about him so I asked him to come and meet me. We took it from there. Similarly urging Maha and Paddy to move out of their comfort zones and take up challenging corporate roles was a successful move. From a leadership perspective I believe it is important to have experienced a wide range of functions within an organization. If a person hasn’t done a stint in HR, finance or operations, or in a particular geography or more than one vertical, they stand limited in your learning. A general manager needs to know about all functions. You don’t have to do a deep dive—a few months exploring a function is enough so long as you have an aptitude to learn and the ability to probe. This experience is very necessary today even from a governance perspective.

House of Representative’s Bill - H.R 4900 – April 12th, 2016 The new legislation known as “PROMESA” says the following: The Oversight Board shall consist of 7 members appointed by the President who meet the qualifications described in subsection (e), except that the Oversight Board may take any action under this Act (or any amendments made by this Act) at any time after the President has appointed 3 of its members. The Oversight Board, its members, and its employees may not be liable for any obligation of or claim against the Oversight Board or its members or employees or the territorial government resulting from actions taken to carry out this Act. There shall be no jurisdiction in any United States district court to review challenges to the Oversight Board’s certification determinations under this Act. AUTOMATIC STAY UPON ENACTMENT. (No civil Lawsuits) For a Time to be Specified by the appointed Board. Even before this Bill was passed politician’s like Chuck Schumer, Elizabeth Warren, Richard Blumenthal and Harry Reed moved quickly to cash in. They were among the first to propose a ban on civil lawsuits relating to the Puerto Rico financial meltdown. If you follow the money, it paid off terrifically for all four of them but not so well for millions of honest Americans.

Some conservative political strategists admitted that appealing to racial fears and antagonisms was central to this strategy, though it had to be done surreptitiously. H.R. Haldeman, one of Nixon’s key advisers, recalls that Nixon himself deliberately pursued a Southern, racial strategy: “He [President Nixon] emphasized that you have to face the fact that the whole problem is really the blacks. The key is to devise a system that recognizes this while not appearing to.”52 Similarly, John Ehrlichman, special counsel to the president, explained the Nixon administration’s campaign strategy of 1968 in this way: “We’ll go after the racists.”53 In Ehrlichman’s view, “that subliminal appeal to the anti-black voter was always present in Nixon’s statements and speeches.

Conventional wisdom in the HR community held that bosses had to work with underperformers, sitting with them and providing coaching and oversight. As we saw it, that was precisely the wrong thing for bosses to do. Helping the single underperformer on a team of ten get back on track sucks up a lot of valuable managerial time. Leaders are much better off working with the other nine to help them notch wins for the organization, while also attending to customers and operational matters. Underperforming leaders (and lower-level managers and employees as well) needed to take responsibility for fixing their own performance. If they didn’t change within a fairly quick time period, they’d face the consequences. That might sound cold and uncompromising, but it really isn’t—it’s honoring and supporting the vast majority of people who are working hard and performing.

You could count the female investment bankers at the firm on two hands. And the number of female executives on one finger. The head of human resources was a woman and there was a woman on the board – a great niece of the original Stanhope founder. That was it. Most of the women employed at the firm were in support roles; marketing, communications, HR and admin. The army of personal assistants was almost entirely female. Without them the firm wouldn’t function. The firm’s senior executives paid lip-service to diversity just as they gave lip-service to corporate social responsibility, another buzzword they bandied about in employee communications and brochures. All they really cared about was making money. It was the firm’s raison d’être and it was ours as well.

Some conservative political strategists admitted that appealing to racial fears and antagonisms was central to this strategy, though it had to be done surreptitiously. H.R. Haldeman, one of Nixon's key advisers, recalls that Nixon himself deliverately pursued a Southern, racial strategy: 'He [President Nixon] emphasized that ou have to face the fact that the whole problem is really the blacks. The key is to devise a system that recognizes this while not appearing to.' Similarly, John Erlichman, special counsel to the president, explained the Nixon administration's campaign strategy of 1968 in this way: 'We'll go after the racists.' In Erlichman's view, 'that subliminal appeal to the anti-black voter was always present in Nixon's statements and speeches.' Republican strategist Kevin Phillips is often credited for offering the most influential argument in favor of a race-based strategy for Republican political dominance in the South. He argued in The Emerging Republican Majority, published in 1969, that Nixon's successful presidential election campaign could point the way toward long-term political realignment and the building of a new Republican majority, if Republicans continued to campaign primarily on the basis of racial issues, using coded antiblack rhetoric.

Poor and working-class whites in both the North and South, no less than African Americans, responded positively to the New Deal, anxious for meaningful economic relief. As a result, the Democratic New Deal coalition evolved into an alliance of urban ethnic groups and the white South that dominated electoral politics from 1932 to the early 1960s. That dominance came to an abrupt end with the creation and implementation of what has come to be known as the Southern Strategy. The success of law and order rhetoric among working-class whites and the intense resentment of racial reforms, particularly in the South, led conservative Republican analysts to believe that a “new majority” could be created by the Republican Party, one that included the traditional Republican base, the white South, and half the Catholic, blue-collar vote of the big cities.51 Some conservative political strategists admitted that appealing to racial fears and antagonisms was central to this strategy, though it had to be done surreptitiously. H.R. Haldeman, one of Nixon’s key advisers, recalls that Nixon himself deliberately pursued a Southern, racial strategy: “He [President Nixon] emphasized that you have to face the fact that the whole problem is really the blacks. The key is to devise a system that recognizes this while not appearing to.”52 Similarly, John Ehrlichman, special counsel to the president, explained the Nixon administration’s campaign strategy of 1968 in this way: “We’ll go after the racists.”53 In Ehrlichman’s view, “that subliminal appeal to the anti-black voter was always present in Nixon’s statements and speeches.”54

If you don’t start layering in HR once you’ve passed 50 people on your way to 150, something is going to go badly wrong. I think there’s actually an explanation for that. It’s because 150 is the Dunbar number, the number of people you can directly know. So somewhere between 50 to 150 people, everybody doesn’t know everybody. There are people running around who other people have never met. When you were 5 or 10 or 20 people, it was one big happy family and everybody knew everybody—well, maybe it wasn’t, but at least everybody knew everybody. And the CEO had direct one-on-one relationships with everybody in the company. Once you get to 50+, that’s just no longer the case.

There before us, in a glade now not so lovely as before, were several well-known and soul-damning works including The Necronomicon—not a bad piece of work for a mad Arab fellow who’d spent a great deal of time listening at metaphysical keyholes, not realizing his sanity and life-force were dribbling through those apertures into realms that lacked any concern for his well-being.

TABLE 1-1 Onboarding checklists Business orientation checklist As early as possible, get access to publicly available information about financials, products, strategy, and brands. Identify additional sources of information, such as websites and analyst reports. If appropriate for your level, ask the business to assemble a briefing book. If possible, schedule familiarization tours of key facilities before the formal start date. Stakeholder connection checklist Ask your boss to identify and introduce you to the key people you should connect with early on. If possible, meet with some stakeholders before the formal start. Take control of your calendar, and schedule early meetings with key stakeholders. Be careful to focus on lateral relationships (peers, others) and not only vertical ones (boss, direct reports). Expectations alignment checklist Understand and engage in business planning and performance management. No matter how well you think you understand what you need to do, schedule a conversation with your boss about expectations in your first week. Have explicit conversations about working styles with bosses and direct reports as early as possible. Cultural adaptation checklist During recruiting, ask questions about the organization’s culture. Schedule conversations with your new boss and HR to discuss work culture, and check back with them regularly. Identify people inside the organization who could serve as culture interpreters. After thirty days, conduct an informal 360-degree check-in with your boss and peers to gauge how adaptation is proceeding.

One mistake that CEOs often make is to innovate in well-trodden areas of business instead of innovating in new products and solutions. For example, many founders think that they should spend their time discovering new ways to do HR, marketing, sales, financing, PR, etc. This is nearly always bad. Do what works in the well-established areas, and focus your creative energies on the product or service you’re building.

Jessica Kim was one of them. A damn shame, she was one of those Asian worker-bee types. Always here past midnight. I heard she worked on Christmas. A real numbers whiz." "True, but she wasn't the best fit for client services. At her level, she needed to be a thinker, not a doer. I know this sounds crass, but her clothes never fit. They were a little too baggy for may taste." "Maybe you should have paid her more so she could hire a tailor." Laughter. "Wasn't she already being overpaid anyway, especially for a female associate?" My stomach lurched. I'd heard enough. My sadness vortexed into pure rage as I stomped over to them. "I gave blood, sweat, and tears for this company." I growled and pointed at Robert, my former group director. "You begged me to cover for you if your wife called when you were wining and dining that female client last year." Robert's face reddened. "But you didn't. I'm going through a divorce now." I went down the line to the next asshole. "Shaun, you tried to expense your escapade at a strip club by saying it was my birthday dinner and HR thought I was in on the scam. And Dan, you transposed all those numbers on the deal sheet and I caught them just before they were sent out, remember? You could have been fired for that, especially for showing up to work high. I went above and beyond for you. I saved your ass." Their jaws dropped. No, they weren't going to schmooze their way out of this one. "I know what you're thinking. How dare she say these things to us? She's just bitter because she was let go. Well, it's partly true. I'm bitter because I've wasted seven years of my life at this company that turned around and stabbed me in the back. If I wasn't leadership material, why didn't a female mentor coach me? Oh right, because there aren't any female execs here. But thank you, sincerely, for the wake-up-call. Now I can take my bonuses and severance and do something better with my time rather than covering for you and making you all richer.

The whole idea of: "Well, surely if you're going to make progress on this set of [science] puzzles, you will want to know everything everyone has done on the way there." [But] by the time you learn everything everyone has done on the way there you will have spent a huge amount of time and made no progress. And even worse, you will be entrained. You will be entrained in the thought process that got them stuck in the first place. And this all very counter-intuitive: Do you want to know everything that is known before you try to add anything? The answer is: You probably don't. You'll ask better questions [if you don't.] You'll ask some bad ones [too]. You'll ask some questions that other people have figured their way past, but you'll ask some good ones that nobody's asked yet and that's where the breakthroughs live.

I’ll give you an example. Let’s say one week we hop on the phone, you know, H.R. would go through five things. ‘Hey, you know, president’s meeting with Ambassador So-and-so this week, we’ve got this decision coming up at the NSC, etc. But also, got to let you guys know, he keeps bringing up NATO, and then wanting to pull out of NATO.’ It would be a bomb like that. And then you have Tillerson and Mattis say, ‘Well, what does his day look like today? We need to get in with him before he does something stupid.

We support businesses and employers with their people and HR challenges. We provide advice and administrative support on all aspects of HR, as well as partnering with you to develop your people strategy. We help you to create a place your people love to work. Our HR experts help businesses all over the UK achieve growth and success through their people — and we couldn’t be prouder. We love working with growing businesses. We love your ambition, we love your pro activity, and we love making a real and substantial difference to your business. Because that’s what we’re all about.

PIPs are of course expensive. If you put someone on a four-month PIP, that’s four months you have to pay an underperformer and countless hours spent by the line manager and HR enforcing and documenting the process. Instead of pouring that capital into a prolonged PIP, give it to the employee in a nice, big, up-front severance package, tell him you’re sorry it didn’t work out, and wish him well in his next adventure.

But pleas about cost savings don’t get people to change their behavior. Neither do voluntary assessments that are supposed to scare people straight. The people who’d be most scared don’t show up for the assessments, because they know the assessments will tell them things they don’t want to hear. And the people who show up, unless they’re told they’re going to keel over within a year, figure they can make marginal changes and be fine. It makes you wonder whether the conventional corporate drive toward “wellness” isn’t just ineffective, but also a huge missed opportunity. The reigning assumption in the world of HR managers, large insurers, and policy wonks is that changing behavior is hard, so people need to be nudged toward healthy behaviors by making that change seem easy and palatable. “Gamify” it. Give people points for reading informative online articles about nutrition. Count pedometer steps. Make the healthy choices seem just a little bit different than the choices that result in chronic disease. Make the change seem smaller, so that people can follow a bread crumb trail of small adjustments to a better life without really changing their perspective. There are a lot of snazzy mobile apps and candy-colored motivational posters that push this approach. There are a lot of single-serving snacks with low calorie counts, sold as healthier-but-you-wouldn’t-know-it. They’re packed with sugar, so they end up making people hungrier and fatter.

Maybe the answer isn’t trying to get there by inches. Maybe the answer isn’t HR wheedling employees into changes they’re told are easy. Maybe the real opportunity is to say: We’re going to try something crazy difficult, something really intense. Everybody who steps up to do it is going to feel like they’re about to die, albeit for fifteen minutes, twenty minutes, tops. Strong people and not-so-strong people will see one another’s heroic efforts. And in the end, we’ll be more than faster, more powerful, harder to kill, and generally more useful.7 We’ll be a group of people that knows it can do crazy difficult things. Reebok’s CrossFit logo is a big equilateral triangle pointing up—the Greek letter delta, the mathematical symbol for change. If the wellness nudgers can’t save us, if comfortable solutions won’t make us strong again, maybe intensity—the willingness to get comfortable with discomfort—is the only thing that will really make a difference.

Many organizations, oblivious that good work culture has the propensity to propel the organization to the next well, turn deaf ears and blind eyes to the cold culture that has inevitably developed within the structure due to lack of supervision and timely strategic advice and training. The higher management may view the work culture that has developed within the company as ancillary to business progress and lunge it across to the HR department to magically iron the creases of an involuntarily besmirched work culture or blunt work culture.

Even more controversial was Google’s insistence on relying on academic metrics for mature adults whose work experience would seem to make college admission test scores and GPAs moot. In her interview for Google’s top HR job, Stacy Sullivan, then age thirty-five, was shocked when Brin and Page asked for her SAT scores. At first she challenged the practice. “I don’t think you should ask something from when people were sixteen or seventeen years old,” she told them. But Page and Brin seemed to believe that Google needed those … data. They believed that SAT scores showed how smart you were. GPAs showed how hard you worked. The numbers told the story. It never failed to astound midcareer people when Google asked to exhume those old records. “You’ve got to be kidding,” said R. J. Pittman, thirty-nine years old at the time, to the recruiter who asked him to produce his SAT scores and GPA. He was a Silicon Valley veteran, and Google had been wooing him. “I was pretty certain I didn’t have a copy of my SATs, and you can’t get them after five years or something,” he says. “And they’re, ‘Well, can you try to remember, make a close guess?’ I’m like, ‘Are you really serious?’ And they were serious. They will ask you questions about a grade that you got in a particular computer science class in college: Was there any reason why that wasn’t an A? And you think, ‘What was I doing way back then?

Our research has shown that Today's Corporate Houses whether start-up or established need "high quality/well-rounded HR inputs/faculty" to drive and deliver sustainable business results otherwise it will remain a quarter to quarter story to satisfy external stakeholders interests.

You can’t manage people. You can only lead them well or badly.

Yet, in H.R Ellis Davidson's wise words: In spite of this awareness of fate, or perhaps because of it, the picture of man's qualities which emerges from the myths is a noble one. The gods are heroic figures, men writ large, who led dangerous, individualistic lives, yet at the same time were part of a closely-knit small group, with a firm sense of values and certain intense loyalties. They would give up their lives rather than surrender these values, but they would fight on as long as they could, since life was well worth while. Men knew that the gods whom they served could not give them freedom from danger and calamity, and they did not demand that they should. We find in the myths no sense of bitterness at the harshness and unfairness of life, but rather a spirit of heroic resignation: humanity is born to trouble, but courage, adventure, and the wonders of life are matters of thankfulness, to be enjoyed while life is still granted to us. The great gifts of the gods were readiness to face the world as it was, the luck that sustains men in tight places, and the opportunity to win that glory which alone can outlive death. Reading the myths, we can identify the Norseman's spirit and confidence, his boundless curiosity, extreme bravery, clannish loyalty, generosity and discipline; we can also detect his arrogance and lack of compassion, his cunning if not treachery (amply reflected in the figure of Loki), his ruthlessness and his cruelty.

The concept of product/ market fit originates in Marc Andreessen’s seminal blog post “The Only Thing That Matters.” In his essay, Andreessen argues that the most important factor in successful start-ups is the combination of market and product. His definition couldn’t be simpler: “Product/ market fit means being in a good market with a product that can satisfy that market.” Without product/ market fit, it’s impossible to grow a start-up into a successful business. As Andreessen notes, You see a surprising number of really well-run start-ups that have all aspects of operations completely buttoned down, HR policies in place, great sales model, thoroughly thought-through marketing plan, great interview processes, outstanding catered food, 30" monitors for all the programmers, top tier VCs on the board—heading straight off a cliff due to not ever finding product/ market fit. Unfortunately, it’s far easier to define product/ market fit than it is to establish it! When you start a new company, the key product/ market fit question you need to answer is whether you have discovered a nonobvious market opportunity where you have a unique advantage or approach, and one that competing players won’t see until you’ve had a chance to build a healthy lead. It’s usually difficult to find such an opportunity in a “hot” space; if an opportunity is obvious to everyone, the chance that you’ll be the one who succeeds is exceedingly low. Most nonobvious opportunities arise from a change in the market that the incumbents aren’t willing or able to adapt to.

The way architects focus not only on the structure. They design interiors as well. Similarly organizations also need interior designing.

Health and wellness is more than just buying a health insurance policy.

Get a Real Profession Clients are often confused when I recommend they not only practice minimalism, but pursue a high paying career such as engineering or the trades.  They say, “Well, if I don't need the money, why am I going to school or pursuing such a hard profession?”  And the answer is “Because it saves time.” Understand there's nothing wrong with choosing a simpler life where you don't go to college, you work a normal, everyday job, make your $30,000 a year and go home.  It's perfectly alright and I know many happy bartenders and baristas who do that.  But they all have to work 40 hours a week.  And since work is the single largest expenditure of your time, if you can cut the number of hours you need to work, you do the number one thing you can do to increase your freedom. I have a colleague who has a degree in Electrical Engineering.  He studied rigorously in college, worked hard in his 20's and by his 30's was charging $300/hr minimum to do client work.  And whereas most people would load up on hours and try to make as much money as possible, he instead chose to work 4 hours a week, pay off his house early, read at coffee cafes, and listen to music at home.  He only buys used cars, eats at home, and purchases all of his clothes at Goodwill.  It's not a luxurious life, but it's a very pleasant and easy one.  He is the reason why you get a real profession.  Because, yes, going to college for a hard subject is time consuming.  And yes, cutting your teeth during your 20's and 30's also consumes a lot of time.  But soon enough the value of one hour of your labor is so high, you can work 3-4 of them per week and comfortably support a minimalist lifestyle.  This frugality plus his high hourly wage makes him the freest person I know, and can make you equally free as well. Though I'm not sure where he is now....he usually winters in Thailand to avoid the snow.