As Christian business leaders, the values we use to run our businesses impact everything. Our values have the potential to define our company culture. They guide our decision-making and drive our performance.
In our modern world, technology’s rapid evolution has changed many business sectors and practices. Communication is instant, production is faster, and digital tools for marketing, campaigning, and networking are more advanced than ever.
Facing business struggles, setbacks, conflicts, and hard financial times is something that business leaders and CEOs expect to experience.
I enjoy unhurried conversations where joys, hopes, dreams, and fears bubble to the surface of our often too-busy lives. As a pastor and frequent speaker on faith, work, and economics, I not only really like a bold cup of coffee but enjoy catching up with congregational members at a favorite coffee shop.
Have you felt the impact of mass-change in the workforce, coined as the Great Resignation? The US Department of Labor reports 11.5 million employees quit their jobs in the second quarter, and a new Gallup report finds 48% of America's working population is actively job searching or watching for opportunities (source).
When it comes to hiring the right people, we hear many versions of the same story. It goes something like this: “We hired this person...” and with that comment, a very frustrated leader reaches across the desk and hands me the resume of the person they’ve just let go, and then adds, “…but this isn’t the person who showed up on the job.”
Hiring great talent these days is a daunting task. Interviewees are on their best behavior, equipped with their arsenal of stock phraseology, canned responses and even contrived body language. By the end of most interviews, the chance of actually knowing the individual underneath all the strategic veneer is slim to none.
Welcome back to Season 1, Episode 4 of the Convene Podcast. This week, Greg Leith sat down with Bruce Dingman of The Dingman Company to discuss best hiring practices, in particular when it comes to senior executives.
