#leadership talent

[trufynd01]

TruFynd is India’s premier recruitment agency, offering specialized staffing and HR solutions in IT, Non-IT, and manpower consultancy. With innovative recruitment strategies and tailored services, we help businesses find top talent while providing job seekers with exclusive career opportunities.

[leaderprogram]

Cultivating Leadership Excellence: Strategies for Developing Talent

Organisations must cultivate leadership potential to prosper in today's fast-paced, cutthroat commercial world. Organisations must invest in developing a pipeline of capable and flexible leaders who can stimulate innovation, promote teamwork, and motivate high performance as the nature of work changes. Here, we examine cutting-edge tactics and methods for developing leadership talent, revealing fresh perspectives to optimise potential and establish a climate of leadership excellence.

Strengths-Based Development: 

Conventional methods of developing leaders frequently concentrate on fixing flaws. On the other hand, a strengths-based approach emphasises recognising and utilising people's natural abilities and capabilities. By assisting people in discovering their strengths through tools like StrengthsFinder or CliftonStrengths, organisations may foster leadership potential. Organisations can enhance leadership effectiveness by promoting a sense of fulfilment and engagement among individuals by matching roles and responsibilities with their talents.

Reverse Mentoring: 

Reverse mentoring flips the traditional mentorship by pairing younger or less experienced employees with more senior leaders. This approach facilitates knowledge exchange and mutual learning, as junior employees offer fresh perspectives, technological expertise, and insights into emerging trends, while senior leaders provide guidance, wisdom, and institutional knowledge. Reverse mentoring develops leadership talent and promotes cross-generational collaboration and innovation within the organisation.

Diversity and Inclusion Initiatives: 

Diversity and inclusion are ethical imperatives and drivers of innovation and performance. Organisations can develop leadership talent by fostering diverse and inclusive environments where individuals from different backgrounds, experiences, and perspectives can thrive. Leadership development programs can incorporate diversity and inclusion training, cultural competence workshops, and initiatives to mitigate bias and promote equitable opportunities for advancement.

Job Rotation and Stretch Assignments: 

Providing leadership talent with opportunities for job rotation and stretch assignments is instrumental in broadening their skill set and perspective. Job rotations allow individuals to gain exposure to different functions, departments, or geographical locations. At the same time, stretch assignments challenge them to take on projects or roles that stretch their capabilities and push them out of their comfort zone. These experiences accelerate learning, promote adaptability, and prepare individuals for leadership roles with greater responsibilities.

Peer Coaching and Support Networks: 

Peer coaching and support networks offer valuable opportunities for leadership talent to learn from their peers, share experiences, and collaborate on solutions to common challenges. Organisations can establish peer coaching programs or affinity groups where individuals can connect, provide feedback, and support one another. These networks foster a sense of camaraderie, promote knowledge sharing, and create a supportive environment for leadership development.

Action Learning Projects: 

Action learning projects provide leadership talent with hands-on experience in tackling real-world business challenges while receiving guidance from mentors or coaches. These projects typically involve cross-functional teams working together to solve complex problems, implement process improvements, or launch new initiatives. Action learning projects encourage collaboration, critical thinking, and innovation, enabling leadership talent to apply theoretical knowledge in practical settings and drive tangible results.

Developing leadership talent is a strategic imperative for organisations seeking to thrive in an increasingly complex and competitive landscape. By adopting innovative approaches such as strengths-based development, reverse mentoring, diversity and inclusion initiatives, job rotation, peer coaching, action learning projects, and emotional intelligence training; organisations can cultivate a pipeline of skilled and adaptable leaders who are equipped to drive success and lead with purpose in the ever-changing world of work.

[sunlight-shunlight]

thinking about veilguard and bioware in general, i think we are reaching a point where people need to grapple with the inherent limits of what stories can be told in our Current Society and in AAA gaming companies.

on a labour level: mass layoffs, tons of developers leaving despite previously talking about how passionate and happy they were to be involved, not even paying severance, and crunching employees to the point of burnout. this is unfortunately pretty standard for AAA game companies.

on a cultural level: it is SO white and SO centrist-ly Canadian. i wrote up these asks outlining how. it is a repeated pattern of writing in which they go into tortured racial oppression allegories at best, while constantly peppering in a "but BOTH SIDES were wrong and made mistakes :( :( :(", in between their fictional atrocities that are clearly mirroring irl genocides and enslavement. or at worst, it's "the qunari are radical islamic borg" which has even less nuance. i personally thought, since dai came out in 2014, and a lot has changed since then about the world and in public awareness, that this would have filtered into the narrative and resulted in more satisfying and historically grounded writing. unfortunately not the case. it's shocking if you compare it to how sharp and aware and unflinching something like disco elysium is.

so what does this mean?

under these conditions, it is unavoidable that we get development by people who are rapidly cycled out of the company or demoralized into burnout. we get digestible, easy little soundbites of lore without much substance, because any complexity needs more time and coordination rather than the process of "quick, we have these assets, a lot of people involved in making them just got laid off, we need to make Something by next quarter to show the CEO". we get very little cohesion between games, despite the clear intent from dai to have so many plot points set up to follow through in a sequel, because the team and development are so chaotic that they can't hold onto a vision and complete it.

we also get this inherent caution and "conservatism" from the narrative, because on an ideological level, they're largely white people who want cops to be included in pride. so any major change to even a fictional society is Bad and Scary, and shouldn't be done without making sure that every character finger-wags appropriately at non-state violence. there is clearly not much ideological or even ethnic diversity within the leadership; or at least not enough that anyone there felt comfortable even speaking up on minor issues like the Incredibly Orientalist Isabela Outfit, let alone anything larger.

i don't personally think there's too much value in trying to analyze veilguard's plot or lore at this point. the final product is chaotically developed and does not seem to reflect the goals of the creators as set up in prior games, it's basically a ship of theseus in terms of the people and ideas involved in making it. this is sad for all of us, who were interested in the story, and attached to the characters, and were creatively fulfilled by engaging in the fandom. it's probably worse for the developers who have lost their jobs, burnt out, or feel unhappy with the game that they spent years of their life working on. it's certainly miserable as an indictment of The Industry, as well as the general societal climate of white Canadian centrism.

the solution is to create a society where people can develop games in peace and prosperity and stay on projects for longer, rather than constantly getting turfed out without severance pay. and to get some genuine leftists, poc, and indigenous people on staff who can weigh in and provide significant input, rather than a Council Of Liberal White Edmontonians every time.

in the meantime, at the very least, let's please stop preordering AAA games and supporting companies who notably abuse their employees.

[queerhummingbird]

He looks like he was designed to be the perfect circus act but he can't sing for shit

[quicksilverlightning]

The V3 version of Danganronpa relies on the prison-industrial complex for victims volunteers, specifically juvenile detention centers. Adolescents are offered lightened sentences for participation and full pardons for winning, thus ensuring the sign-up process is (technically) voluntary. DICE is an activist organization - the acronym is Danganronpa Is (a) Criminal Enterprise - that protests the profiteering off of the vulnerable and works to challenge the draconian laws concerning mild, petty crimes that exist primarily to feed the system.

[thepersonalwords]

Strive to be a person of action, good deeds and a willing vessel of hope.

Germany Kent, You Are What You Tweet: Harness the Power of Twitter to Create a Happier, Healthier Life

[g0nta-g0kuhara]

you can't be a good leader, let alone an ultimate-level one, if you can't work with people or connect with them on a personal level? DICE are referred to as 'friends bordering on family' for a reason. just because he doesn't do that in game doesn't mean it's like 'oil and water'/something he's fundamentally incapable of

I meant that he's like that *in the game specifically*. Of course he's close to DICE, or else they wouldn't've been in his motive video. Hell, outside of the killing game he probably would've worked just the same with the other v3s. Its just the situation that he's in that has him acting on edge and paranoid, pushing the others away do better do what he wants in what he thinks is for their own good. And so he eschews collaboration in favour of trying to pull the strings from outside to best "lead" the others through the killing game as much as possible.

[thisisadonaldduckblognow]

bangs pots and pans

raph was never any less suited to leadership than leo

raph was never any less suited to leadership than leo

raph was N E V E R any less suited to leadership than leo

idk how many times i can say it before it sinks in that in rise there was never once any point where that was the point being made

if you just like leo’s character better than you like raph’s, that’s fine! if you just like it better when leo is leader, that’s fine! i have no issue!

but we need to stop trying to circle that leadership change back to somehow being about better or worse or ~more cut out for it~ because it sucks to throw the great job raph did through the series under the bus in order to prop up leo’s good qualities. 

they’re both great leaders. they both have strong suits and weak suits in the role, they both have growth and development when they’re in that role. they BOTH make on-screen mistakes in that role and aren’t very good at it at first! not getting a more in-depth explanation about it in the movie or series stinks and it’s very interesting to explore, but seriously. 

[psychopomp-namine]

one one hand, I kinda see why all the other classes would make their jack ace and al jeannes their class leader. like, if you were a univeil student, I can see the student logic of going, "yeah this guy knows how to put on a good performance, let's make him the leader!"

but in hindsight... that's such a bad decision?? like, imagine as the lead performer, you have to be in charge of both the performance and the class. that's too much responsibility! instead of focusing on delivering on stage, you now have to split your attention with everyone else's roles. not even takarazuka does this. the top star and kumichou are usually not the same person. so I would assume that's also how the tamasaka troupe works. univeil students what are you doing lmao

I think one of the reasons why quartz works is because neji isn't the lead performer. he writes, he directs, he acts, he dances, he sings, but he's not the main lead. by taking on responsibility for the backstage work (except for props/tech/etc.), fumi/kai/kisa/whoever can focus on their own craft as performers.

like. how is kaido leading onyx while also being the jack ace? how is he getting and working on feedback? I could say the same for tsukasa, but at least tsukasa has minorikawa doing a lot of the heavy lifting. amber is kind of a special case, I guess, because they all want chui to be the stage. but honestly if chui was a better leader, amber wouldn't have to be this way lmao. like, chui is great but he's holding amber back, sorry to say. they could do so much more than this

(hm I guess the teachers in other classes are more hands-on and provide more guidance and support than enishi, so they can get away with lead performers being class leaders)

I was thinking about this because I was imagining what kisa's year two in univeil would be like. the next class leaders are gonna be mitsuki, sugachi, and minorikawa, right? and all three of them tend to step back to let other people shine or to play support, so I actually think they're very logical choices for the next class leaders. plus that would probably be the year chui would try to like. make friends and human connections. so I'm just imagining that year two would be quite healing for univeil, especially since in year one they are all still kinda hung up on tsuki being univeil's treasure. you can have other treasures!! love tsuki, but he isn't the only golden boy here!!

[quotelr]

Strive to be a person of action, good deeds and a willing vessel of hope.

Germany Kent, You Are What You Tweet: Harness the Power of Twitter to Create a Happier, Healthier Life

[secretariatess]

"Feminism failed me because now I have to work a nine to five job and I'd rather be a stay at home wife."

Or maybe we've fostered toxic work cultures that have created a "grass is greener on the other side" situation, or maybe we push our children so fast and hard into a career path without slowing it down to ensure our kids know of all their options instead of diving headfirst into a path they might not care about and thus leading to resentment of their work, or maybe we're getting lazier and lazier generations who feel like they shouldn't have to put in a standard amount of work and being a stay at home wife sounds like a dodge of responsibility, an easier route . . . .

. . . and on top of that, maybe we've romanticized the 1950s and the "traditional household" that we've decided to ignore that the culture was forced in order to get women back into domestic labor after running America while the men were at war so that men could get their jobs back, and have forgotten the commonality of domestic abuse and how ads would brazenly joke about it while victims felt like they had to keep quiet in order to maintain the image of a happy family as well as the alarming rate at which women were taking "mommy's little helpers" to help them with their lifestyles, and we've disconnected the fact that the 50s was followed by the wildness of the 60s and 70s as well as feminist movement wave which maybe indicates that the 50s was not the happy little decade in which men and women were in their "correct gender roles" and trying to replicate that era could possibly be a big mistake . . . .

Maybe the issue we have with feminism gaining women the right to work wasn't that it got us the right to work, but rather that it played into the idea that men and their traits are the standard of being human, and in order for a woman to be successful she has to display those traits instead of taking traits of women and standing on those as women's strengths and arguing for how work can be better when women and men use their feminine and masculine traits together because we're both human, and masculine traits are not better than feminine ones, and vice versa.

Maybe the problem faced by those who actually want to work stay at home lives are not hindered by feminism, but rather a failing economy caused by a government for a multitude of reasons, and not because the government created feminism to get women working to tax them too.

Maybe the problem here isn't people going against gender roles, but rather a multitude of many other factors, and it's a lot simpler to fight and blame the other gender.

I have many criticisms of feminism, particularly modern feminism. But feminism in general won women many victories over the decades, and there are a lot of things we women can do now that our female ancestors would have died to have. History might not be as sexist as we remember it, but sometimes I think we forget how unkind it was to women. Wishing feminism didn't come about or make the advances it did might be a little ignorant of the problems it saw women face and sought to correct.

Maybe it's not our "biology" to follow traditional gender roles, and we must return to that.

Maybe there's something we keep hopping over that recognizes men and women as individual humans first, with different skills, strengths, ambitions, and goals.

[3416]

I know you love Auston Matthews, but what do you think of him as a captain? He wasn’t there for a good part of the season so we can’t say a lot. He’s a great player and has good communication skills (although some might not like that he’s sassy and sarcastic but I love that about him 🤣). He is very popular among fans and he was in the leader core (assistant captain). While I love the guy, I can’t grasps him as a captain. I don’t have any issues but I am not thoroughly impressed? Or I don’t seem to hear much or see his leadership.

I know it was rumored (I mean it’s basically confirmed) that he was supposed to be captain back in like 2019 (but he had those charges against him from when he was intoxicated and tried to enter the car of a female security guard from a building in Arizona). It went to John Tavares instead.

I don’t expect him to be a loud leader. And I have enjoyed the leadership of more “quiet” leaders. For example, I was very impressed from start with Quinn Hughes. I know right now the team is in shambles, but as a young captain, he’s dealing with it so well. Nick Suzuki is another one that you feel a shift even if the team isn’t the best, we can feel is involvement. Nick and Quinn also seem to have great relationships with the whole communication team and the coaches. I haven’t heard anything from Matthews talking a lot with the coach and everything…

Again, love him, I always saw him as a great assist captain and being in the leadership. And I don’t expect him to be some loud leader. However, I always thought Mitch or Mo would be the next captain if JT left or did not want to take the captaincy again. Especially Mo, to me he always was the next captain….

Anyway, without any biases, what do you think? It’s something that I can’t decide on. I don’t want to follow the discourse online that says “he’s shit” and all. But I have to say, I am not getting much. I hope something changes my mind or he evolves (and we should let him take his time). On a brighter note, I must say I love Berube as a coach.

i think being a captain in toronto is an inherently private thing at this point. we do not get to see the vibe actually in the locker room hardly ever anymore so there is exactly 0 way to evaluate this aside from inexplicable Vibes. esp bc he HAS missed quite a bit of time and it's not even been one full season... i think if you look at jt, most of what we got as him being a ~leader~ was stories of him housing rookies at or how much he showed his leadership in his process and through example. like i'm not a jt expert so i can't recall specific stories but idk i think auston will follow similarly in terms of professionalism and being a leader On The Ice and in his performance obv.

i think we've already heard stories about the way auston's a leader in general, especially the past few years. last year he hosted everyone at his house in arizona for a chill day before their last game against the coyotes. he's bought team gifts for everyone (but is reluctant to linger on it to media obv). there was an article back when zach aston reese was on this team a couple years ago mentioning that auston pulled him aside and basically told him to focus on being at 1 good thing a night... like check 1 box where he could say he went out there and played his hardest to do that one thing and it helped zar, who is an otherwise v quiet background type player, feel more comfortable. i think those are all things a good leader does, even if they're not flashy or we don't hear about them. he's done a good job speaking to the media almost daily imo. he's straightforward and doesn't take the shit but will still give all the usual answers.

i don't really think comparing him to other captains like quinn hughes is necessarily fair. i think auston has a solid relationship with the owners/gm/coach as much as anyone on the team. we just don't get to hear a lot about that in toronto tbh, and ESPECIALLY since brad's been here... there's been a real attempt at a shift in the team's ~culture~ if you can say that, lol. changing the whole 'honour, pride, courage' to 'no grit, no grind, no greatness' or whatever the hell it is now... a lot less focus on individual milestones, at least outwardly... it's all deliberate imo but it's not bc of auston being captain. i think the org knew they had no plans to change the core and wanted to try to signal a shift of Some Sort so they hired a coach like berube and changed the leadership a bit and try to shift focus from the ~core 4~ to the whole team and idk. i don't think we were gonna see any significant change from the outside going from jt to auston (and we haven't really?) and our personnel has gotten worse imo this year compared to last, so i really think... we haven't hit the points where leadership will really be shown. if we lose in the playoffs, i want to see what auston has to say. i want to see how he approaches the summer and next season. i haven't necessarily liked these changes to the team, i think they're leaning away from their actual talent and skill on teh team, but i think it has very little to do with auston and it's not totally fair to put the vibes of the current team on auston as captain not even 6 months in.

[floraclinton1200]

Le cordonnier mal chaussé, vous connaissez ?

Chez Gentis Recruitment, l’un des plus gros challenges que nous rencontrons actuellement est de recruter. Malgré notre intention de doubler nos effectifs, nous avons choisi de ne pas revoir nos critères d’exigence.

Dans cette vidéo, je vous explique : Les questions qui se posent quand on peine à recruter Pourquoi il est préférable d’être à 100% convaincu avant d’engager un candidat Pourquoi il n’est pas conseillé de revoir à la baisse vos critères d’exigence lors du recrutement

[simply-ivanka]

https://www.reuters.com/world/russia-tells-finland-it-will-respond-defence-pact-with-us-2023-12-19/

Russia tells Finland it will respond to defence pact with U.S.

Russia summoned Finland's ambassador on Tuesday to object to a new defence agreement granting the United States broad access to the vicinity of the new NATO member's long border with Russia, Moscow's foreign ministry said on Tuesday.

The ambassador was told Moscow would "not leave unanswered the buildup of NATO military potential on our border, which threatens the security of the Russian Federation, and would take the necessary measures to counter the aggressive decisions of Finland and its NATO allies," spokeswoman Maria Zakharova said in a statement.

[usadvlottery]

US Visa Policies Embrace Innovation: In a dynamic global landscape, the United States is adapting its visa policies to embrace innovation. With a focus on attracting top talent, fostering entrepreneurship, and encouraging technological advancement, these policies aim to facilitate the entry of skilled professionals, researchers, and entrepreneurs who contribute to America's economic growth and technological leadership. Through streamlined processes, expanded visa categories, and initiatives such as the Startup Visa Program, the US is welcoming innovators from around the world, fostering collaboration, and driving innovation forward."

[thepersonalwords]

Digital fit” should be first defined as “mind fit,” and then following with attitude fit and behavior fit.

Pearl Zhu, Leadership Master: Five Digital Trends to Leap Leadership Maturity