Mdina International, the well-regarded Leadership and Management consultancy has today announced the appointment of Jason Berry to the newly created role of Managing Director for its UK operation.
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We all have opportunities to develop further in our roles as people leaders. How do you determine what your areas of focus are? How do you effectively lead whilst prioritising your development? There are the three main areas you may wish to focus on if you want to see a measured difference in your leadership capabilities.
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According to an article in The Daily Telegraph, a significant number of people, particularly millennials are now using online dating sites for networking purposes and to find new work opportunities. So it’s highly likely that the candidates you are looking to attract, fall into this category.
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Many people feel nervous when giving presentations whether to a small group of peers or to a large group of conference delegates. A small amount of increased nervousness can be helpful, with the additional stress hormones in the blood stream giving feelings of being more alert, motivated and enthusiastic. This additional positive energy, good preparation and confident delivery are all aspects of an excellent presentation.
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​Being present with your audience is an important aspect of the skill of presenting. This is the act of giving your full attention to your audience and having all your thoughts and feelings fixed on the task in hand.​
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Energy and enthusiasm are required to hold any audiences’ attention through a presentation. Your passion and enthusiasm for the subject matter is transmitted through your energy which is visible to your audience through your tone of voice, posture and body language.
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When giving any kind of presentation one of the most important aspects is for it to be memorable for all the right reasons. The audience is there to listen to your insights, information and knowledge. If you are relaxed and enthusiastic, the audience is more likely to see the real you and this will feel authentic.
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​With the current climate, and unemployment on a steady decline in Malta since 2014, businesses nationwide would be reckless not to have any strategies or programmes in place for retaining their staff. Even more so, when considering a company’s top talent. It could be devastating to lose a consistent top performer with clear potential.
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Dismissing an employee is one of the most difficult and unpleasant tasks a Manager will have to deal with. And so it should be. Irrespective of the reason for dismissal, as a Manager you are taking away somebodies’ livelihood and that is not a responsibility that should be taken lightly.
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The Chartered Institute of Personnel Development estimates that the cost of a bad hire can be in the region of €9,000, more if you take into account lost productivity and opportunity cost are taken into account. There are any number of reasons why employers make poor recruitment decisions. Rather than focus on what managers do wrong, employers need to look at three essential elements that ensure they will make the correct hiring decisions.
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If your company, regardless of size, aims to be successful on a long-term basis, it is vital that it can respond to fluctuations in the economy and endure dips in income. Being able to adapt to change and make changes even when the business is thriving is key. The hardest challenge for any organisation, in fact, is to challenge the status quo.
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“It's good practice for all organisations irrespective of size to undertake a periodic HR audit”. Although it takes a bit of time out of your week, you would not argue against having a regular health check-up. You would also follow it up with careful assessment of the advice received and do your best to tackle any issues raised by your physician. How often is the same approach adopted for assessing how well your HR function is performing? When was the last time you invested the time to step back from the day-to-day HR activity and ask yourself how effectively it is operating? When was it last reviewed? The answer is probably… well not infrequently enough.
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