Bolster’s Post

Tired of Hiring the wrong people in your department? The first question you need to ask yourself is: 1. Am I hiring for me or for the position? After you answer this question, then you can start your hiring process NOT BASED IN HISTORICAL DATA unless you find the strengths and weaknesses of your past employees and Your own FLAWS. You need to start being honest with yourself or you need to go to a person who extracts you the FBI proof answers. Now we are offering Teams Dynamics and Hiring Reorganization Process for your small department or business. This is a completely new service for Business Owners, Hiring Managers and Human Resources Personnel who want to succeed in bringing people on board in your team in a short period of time. (You can use the budget of Learning Development or Culture and Inclusion). For you to get this service, you need to be a leader and a conscious individual who is a 💯 sure that the hiring process suxxxx lately. Be one of the pioneers in your industry by breaking the process that is no longer working in Corporate America and make yourself and others proud in reforming your team interaction. Get your Hiring Process RIGHT by emailing us at [email protected] #teamreorganization #crossfunctionalteams #realleaders #leaders #hiringmamagers #hiringmanager #hiringprocess #teamstructure #healthyfamilieshealthyteam

1 thing I prefer while hiring for my company is taking responsibility! In the hiring game, there's one golden rule: To have a genuine, roll-up-your-sleeves attitude. It's not about being perfect, it's about the "we" in teamwork, celebrating wins, and facing challenges together. Here’s how this attitude of a founder can help the team grow : 1. Builds Trust: Taking responsibility in hiring shows integrity and honesty, building trust with the team. When a leader acknowledges their role in the hiring process, it creates a transparent and trustworthy work environment. Example: If a candidate turns out to be a poor fit, admitting the mistake and working towards a solution reinforces trust. 2. Ensures Accountability: Leaders with a responsible attitude set a precedent for accountability. By acknowledging their part in hiring decisions, they encourage team members to take ownership of their roles. This accountability strengthens the team's cohesion and performance. Example: If a hired employee faces challenges, a responsible leader actively supports and guides them. 3. Facilitates Continuous Improvement: A leader who takes responsibility is open to learning from mistakes. This attitude builds a culture of continuous improvement, where the team collectively grows through feedback and experience. Example: If a hiring decision doesn't yield the expected results, a responsible leader analyzes the situation, adjusts the approach, and improves future hiring processes. Leadership with a responsible mindset in hiring builds a great culture that helps the whole team grow trust and accountability. Share your hiring process experiences in the comments below! How do you prioritize responsibility? #hiring #entreprenuership #leadership

Ready to drive success in operational planning? Now hiring an Executive in Operational Planning & Solutions to contribute to the leadership. Apply now for an opportunity to lead and innovate. #ExecutiveOperationalPlanning #OperationalSolutions #ExecutiveLeadership #OperationalPlanning #BusinessSolutions #OperationsManagement #ExecutiveRole #StrategicPlanning #BusinessStrategy #OperationalExcellence #BusinessDevelopment #OperationalLeadership #SolutionsExpert #OperationalPlanningCareer #BusinessInnovation #StrategicSolutions #OperationalEfficiency #BusinessOperations #OperationalDevelopment #ExecutiveCareer #TechInnovation #OperationalStrategy #Intalent

🚀 Discover the key to unlocking your leadership potential: hiring a proactive Executive Assistant/Operations Administrator. Their precision and seamless support will propel your success. 👌 🤝 #ExecutiveAssistant #OperationsAdministrator #LeadershipSupport #Efficiency #BusinessSuccess

When I founded a company, I never thought about managers. Now I believe great managers are one of the keys to driving growth. Here are 4 common views about hiring a manager, and what I have found... 𝟭 / 𝗛𝗶𝗿𝗲 𝗲𝘅𝘁𝗿𝗼𝘃𝗲𝗿𝘁𝘀 𝗮𝘀 𝘁𝗵𝗲𝘆 𝗺𝗮𝗸𝗲 𝘁𝗵𝗲 𝗯𝗲𝘀𝘁 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀. ❌ FALSE. The best managers are able to say, with conviction: "You don't work for me, I work for you." You don't need to be an extrovert to manage with this mindset. 𝟮 / 𝗢𝗻𝗹𝘆 𝗵𝗶𝗿𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘄𝗶𝘁𝗵 𝗽𝗿𝗲𝘃𝗶𝗼𝘂𝘀 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲. ❌ FALSE. Some of the best managers have little or no management experience. Potential can often be a better predictor of success. 𝟯 / 𝗣𝗿𝗶𝗼𝗿𝗶𝘁𝗶𝘇𝗲 𝗲𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝘁𝗼 𝗯𝗿𝗶𝗻𝗴 𝗳𝗿𝗲𝘀𝗵 𝗽𝗲𝗿𝘀𝗽𝗲𝗰𝘁𝗶𝘃𝗲𝘀. ❌ FALSE. Internal candidates make ideal managers as they understand company culture, and have the trust of team members. 𝟰 / 𝗛𝗶𝗿𝗲 𝘁𝗵𝗼𝘀𝗲 𝘄𝗵𝗼 𝗵𝗮𝘃𝗲 𝗲𝘅𝗽𝗲𝗿𝘁𝗶𝘀𝗲 𝗶𝗻 𝗲𝘃𝗲𝗿𝘆 𝗮𝘀𝗽𝗲𝗰𝘁 𝗼𝗳 𝘁𝗵𝗲 𝗷𝗼𝗯. ❌ FALSE. Great managers need some domain knowledge, but they can manage a specialist who can run circles around them. It's not about expertise. It's about trust. What did I miss?

One of the greatest corporate contradictions is expecting managers to hire well and build high-performing teams... But never actually teaching them HOW to do this. (If your mgrs need to up-level in this area, we created something to solve this. Info in the comments.) #PrivateEquity #Management #Hiring

How do you obtain a CEO or COO role at a financial institution with ZERO experience in the financial industry? I've worked for three "C" level executives in the last 5 years and they all had one thing in common, zero experience. I understand certain roles have transferrable skills like accounting and IT. I've been in the Banking industry for over 20 years, successfully leading at every level, every role, leading without a title, and leading without authority. I lead with knowledge, skills, empathy, and work ethic. How am I being overlooked for employment? After a while you start to question the reasoning of being overlooked. Do companies think 49 is too old?

23 09 2023 ! Topic : Should A Company Hire Leader or Management? The last question will be "Do U Agree?" The company shall hire leader, while not hiring management. Leader will do the right things to grew the company. They will fix the issue to make company job achieve in an efficiency way to grew the company. They will do their role as a commander and as a questioner, and not a scenario raising up and discussion till ending nothing would be decided. - Management will do the thing right, which is just following.They will not find the way to fasten the job accomplishment in efficiency way. They are just a scenario raising up, a questioner, and a concerning person in your company. So, could imagine if your company have 10 over concerning team members, how much would they contribute to your company growth? Hence, which one would you hire for your company as u are owner or CEO? Thanks! It is just my experience and learning over variety of companies I have been coming across!

One of the more challenging (or frustrating) aspects of the world of work today is that while there are literally thousands of conversations going on every day about how to improve things, how to fix things, how to solve problems, etc., those that most need to hear these ideas/suggestions, the leaders, aren’t part of the discussions.  The solutions or ideas are (primarily) happening at the execution level. Meanwhile leaders are either not listening, thinking there’s nothing wrong, or hiring consultants to help ‘solve the problem’. Consultants who are ‘also’ not part of these discussions. Real ‘change’ then becomes a ‘grassroots’ effort, and an exercise in ‘managing up’. (which it probably always has been) 

Unlock your full leadership potential. Delegate the details to a skilled executive assistant and reclaim your time to focus on what truly matters. Hire an Executive Assistant! #HireAnEA #EAforHire #ExecutiveAssistant #VirtualAssistant #AdminSupport #StreamlineYourBusiness #OptimizeEfficiency #BoostProductivity #EfficientExecutives #ExecutiveSupport