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As I begin to search for a new team to join, I'd like to share more about my experience as a leader and what has proven to work best for me. This is a culmination of lessons learned and personal growth. I'd like to know if you have found these value sets in your journey and which have served you the best. Also, what have I missed, or should I look further into? Engagement: 1) Demonstrating reliability, a positive attitude, and personal accountability. 2) Proactively offering assistance and support. Generosity: 1) Sharing knowledge and expertise to foster growth among colleagues and clients. 2) Cultivating an environment where everyone feels valued and supported. Creativity: 1) Identifying innovative solutions to challenges, both in the short and long term. 2) Maximizing resources to achieve optimal results. Empowerment: 1) Delegating authority within clearly defined parameters, fostering team autonomy. 2) Holding individuals accountable for their contributions. Professionalism: 1) Upholding performance standards and fostering a culture of excellence. 2) Encouraging teamwork and mutual respect among colleagues.
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✅ Lancashire based: Expert IT Recruiter. ✅ IT Rec' Services PERM & CONTRACT. ✅ Siliconlancashire ✅ Solving Software Dev Challenges ✅ C#, Developers's
𝗧𝗵𝗲𝗿𝗲 𝗶𝘀 𝗮𝗹𝘄𝗮𝘆𝘀 𝗮 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗳𝗿𝗲𝘀𝗵𝗲𝗻-𝘂𝗽 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺, 𝘁𝗼 𝗯𝗿𝗶𝗻𝗴 𝗳𝗿𝗲𝘀𝗵 𝗯𝗹𝗼𝗼𝗱 𝗶𝗻, 𝗱𝗼 𝘆𝗼𝘂 𝗮𝗴𝗿𝗲𝗲? As someone who has worked internally, and recruited for large companies, I've noticed some fascinating traps to watch out for. One crucial observation is you sometimes see the institutionalised factor. 💼 ❌ One trap: Stagnation and possible Lack of Fresh Blood! ❌ Staying in a large company for too long can lead to a lack of new ideas from new talent. This can make the business stagnant and pose challenges for employees who need to move on. 💡 🔄 Different Strokes for Different Folks! 🔄 Loyalty is admirable, but companies also benefit from a turnover of staff. Fresh ideas and perspectives challenge old norms and drive innovation. 🌟 Do you agree? What has been your observations? 📝 Stay tuned for more insights on traps in large businesses and ways to overcome them! 💼
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There's only one way to build an extraordinary team: Only work with the best, never compromise, and never accept mediocrity. A winning team has two pillars: Trust and compatibility. If you don’t trust your team to get you where you want to go, there is no point in wasting anyone's time. Your team not only should trust each other, but they should “look up to each other”. Best teams that I’ve seen, each team member believes that the others are experts in their domains and they can constantly learn from each other. This spirit of learning from each other and trust can be broken with “bad apples” very fast. If you let someone in your team that your team doesn’t respect, the spirit of collaboration will die and give birth to resentment. Remember, the best people want to work with the best people and you shouldn’t accept mediocracy anywhere. As a rule of thumb, I only hire people who are better than me, so I can not only learn from them, but I can trust them to be “leaders” of our teams as we grow. Another important point is that you always should invest heavily in your team. You’ll get exactly what you put in! P.S. On this topic, I always remember this talk from #stevejobs:
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Lawyer turned Legal Recruiter | Empowering Lawyers to find more fulfilling careers | Host, 'Lessons I Learned in Law' Podcast
"𝘼𝙩𝙩𝙧𝙞𝙩𝙞𝙤𝙣 𝙞𝙨 𝙜𝙤𝙤𝙙 𝙛𝙤𝙧 𝙖 𝙩𝙚𝙖𝙢 𝙤𝙛 𝙤𝙪𝙧 𝙨𝙞𝙯𝙚. 𝙒𝙞𝙩𝙝 𝙖 𝙩𝙚𝙖𝙢 𝙤𝙛 𝙤𝙪𝙧 𝙨𝙞𝙯𝙚, 𝙞𝙣 𝙖𝙣𝙮 𝙮𝙚𝙖𝙧, 𝙬𝙚 𝙬𝙖𝙣𝙩 𝙥𝙚𝙤𝙥𝙡𝙚 𝙩𝙤 𝙢𝙤𝙫𝙚 𝙤𝙣. 𝙄 𝙝𝙖𝙫𝙚 𝙗𝙚𝙚𝙣 𝙖𝙘𝙩𝙞𝙫𝙚𝙡𝙮 𝙚𝙣𝙘𝙤𝙪𝙧𝙖𝙜𝙞𝙣𝙜 𝙨𝙤𝙢𝙚 𝙥𝙚𝙤𝙥𝙡𝙚 𝙞𝙣 𝙩𝙝𝙚 𝙩𝙚𝙖𝙢 𝙩𝙤 𝙚𝙭𝙥𝙡𝙤𝙧𝙚 𝙚𝙭𝙩𝙚𝙧𝙣𝙖𝙡 𝙤𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨." Bold statement. It's not one I hear openly advocated often by Chief Legal Officers and General Counsel. But it is fairly common for us to be asked by our Clients if we have any interesting opportunities for people in their team -- "please headhunt someone from my team"!! There are some obvious reasons why a controlled level of attrition can be beneficial: ▶ it brings fresh ideas and perspectives into the team ▶ it allows for the reallocation of resources and responsibilities, allowing others to develop. On the other hand it is counterintuitive as turnover in a team is often viewed as a sign of instability and poor management. Have you every encouraged or wished for some turnover in your team or been encouraged to look for pastures new?
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Building a team isn't just about finding great people. You need to find great people who: 1) Work well together. 2) Complement each other. 3) Enjoy spending time together. If you're building your team gradually, evaluating attitude and fit within the team is straightforward. After all, you already know your team. The only variable is the individual candidate. If you're hiring more than one person at a time, getting dynamics right becomes much more complicated.
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Your inner circle of trusted team members should make things happen the way you want them to. However, building a trusted team is done one person at a time. There’s a way to do it that will build an effective team. Stray from these principles and you’ll create a disparate group that not only wastes your time, but creates a dissonance that is counter-productive to your mission. When you are looking to identify who will make a good team member, first identify the qualities in a candidate that you know will help you take the organization to the next level. Your search for trusted team members shifts from subjective criterion to more quantitative. Develop a set of metrics against which you can assess the candidates’ likelihood of success. Such attributes can be anything.
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I help startups and scale-ups avoid costly technology mistakes | Fractional CTO | Ex CashApp, Twitter, Amazon
Is Your Team Running Scared in the Current Market? The tech landscape is tougher than ever. But there's a silver lining for those ready to adapt. Here are some of my tactics for turning market challenges into team-building triumphs. 🌅 Eye on the Horizon: Share the long-term vision regularly. Remind your team why their work matters and how it contributes to the larger goal. 🎯 Get Lean: Start by ensuring every role and team member is essential and high-performing. Tough decisions lead to a more dedicated team. 🔄 Open Channels: Transparency is key. Regular updates and open dialogue about company challenges and successes make your team feel valued and involved. The path through a tough market is paved with goal alignment and transparent communication. Implement these strategies to transform morale challenges into opportunities for growth and team success. ✍️ Thoughts? Comment below. ♻️ Reshare if you agree.
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This is the most valuable asset in any organization. A team! I'm proud and lucky to have the opportunity to lead an incredible international team. It's the best thing that ever happened in my career. I feel privileged and grateful to connect and work with such amazing individuals. They come from diverse backgrounds, cultures, and perspectives. They have the power to make things happen. They make all the difference to drive our success. Your expertise and knowledge aren't enough. Focus on your team. One of the most important lessons I've learned is the power of a deep connection. Spend time with each individual and connect with them humanely. Listen to their challenges, concerns, and what makes them happy or annoyed. Adjust and adapt based on their feedback. Create an environment that promotes collaboration, growth, and continuous learning. Even though we're located in different places, we regroup, connect, and have a great time together every month. Take non-formal time to connect, learn from each other, and strengthen our bonds. To succeed in your job, build a great team! Be a Leader that people love to work with! Remember, it's the incredible individuals in your team that make the real magic happen! Your team is your most valuable resource. Take care of them.
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Not sure what your team/s hate doing over and over? Ask them. It opens up a world of possibilities. You learn how you can make their lives easier. You show them you care. You give them a voice. Then, if you somehow find a way to solve it, you build a team of loyal, dedicated staff. It doesn't need to be world changing. Just one small improvement at a time. Also...find a platform flexible enough that can handle all those small improvements. It turns a "not possible" into possible.
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Carpenter | Expert in Wooden Carpentry and Driving
3moGreat opportunity