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All too often I hear executives say, “We need different kind of people” or “Millennials are this or that” or “Managing diversity is so difficult". These phrases imply that these executives want to recruit “better” people. I understand that rapid growth and a faster moving business environment may require specific expertise, and every organisation must seek the right balance between promoting from within and recruiting externally. But I disagree with the idea that the fault lies with “the people”. There are no good people or bad people. People perform well when they are doing what they like to do, and they turn in poor performance when they are in the wrong job. The key is not to have extraordinary people; the key is to obtain extraordinary results from all your people, regardless of their position! And here’s how:

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To automate or not to automate. That is the question!

More and more companies are accelerating their process automation developments to allow their employees to work remotely and avoid crowded offices. In addition, COVID-19 government guidelines and stop-and-go instructions have forced companies to re-formulate and re-engineer their internal processes. But apart from COVID, many companies have taken the opportunity to accelerate their automation projects in order to cut costs and reduce head count.

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Success is one of those words that is widely used but not necessarily well defined. We can use success in so many ways as in “huge success,” “limited success,” “Instant success”, “ultimate success”, “overall success”, “guaranteed success,” and “measured success”. Now, add some mystery to the word by saying “the secret of success” or throw in statistics, such as in “success ratio”. Usages also includes “financial success” and “celebrate your success”.

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In my last BLOG “Working harder or work smarter? Pick one? Pick both!” I mentioned how I admire people who combine the two sides of work because hard work alone may not get the desired results and smart work without the consistency and discipline may be insufficient to reach your objective.

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I was brought up with the importance of “hard work” to be successful. There is an abundance of well-known quotes by famous people that underline the need for hard work to be successful. The late Colin Powell, former US Defense Secretary, said: “A dream does not become reality through magic; it takes sweat, determination, and hard work.” In similar vein, Thomas Jefferson, another former US President, commented: “I am a great believer in luck, and find the harder I work, the more I have it”.

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I always select carefully where I buy goods and services, and I am a loyal customer to suppliers and service establishments that are fair, trustworthy, quality oriented, and appreciate my business. My household purchases are not very big, and my “fleet” consists of only two cars: my car and my wife’s. The following is a true story:

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Canadians will vote on September 20^th for a new federal government. While most of us encourage each other to cast our votes and to actively participate in our democracy, we sometime forget to underline the importance of who we vote for. We read about the parties’ platforms, listen to politicians’ pitches and promises, and we compare between the leaders.

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This summer, soccer fans and football lovers enjoyed the FIFA Euro Cup 2021. Obviously, the Italians enjoyed being back to being the champion of Europe after a long absence from winning. Their huge celebration gave them a way to recuperate from the humiliation of missing qualification to the last World Cup.

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More at stake than the ROGERS-SHAW deal.

Acquisitions in general - and more specifically, the large ones - tend to dominate business headlines and attract media attention and discussions. Some believe in acquisitions, typically the ones on the buyer side, and some do not, generally, the ones being acquired. Regardless of where you stand, here is what business experts say motivate companies to make acquisitions:

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For several decades, human resources management called for empowerment instead of control over employees. Successful HR management depended on encouraging workers to innovate through engagement in their work. The focus was on taking responsibility for the work outcome, in both quantity of work and quality of work. In stead of just “getting the job done efficiently” employees were empowered to go the extra mile and WOW customers with exceptional service.

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