What Kind of Man is Barack Obama?
It has been decided at last: Barack Obama will be the next President of the United States but what sort of leader will he be? The campaign, carefully and brilliantly orchestrated as it was, really only provided a few clues. Intriguingly, and unusually for a practising politician, he has already written several books about himself. By analysing these in-depth we have been able to produce a psychological profile of the President Elect.
Taking his strengths first, it is clear that he is analytical but can also judge mood and atmosphere. Using all of this, he is able to see the bigger picture which may pass others by.
When interacting with others, Obama is able to empathise. When dealing with his employees, in particular his Cabinet, you can expect to see someone who will empower others to work hard, whilst expecting them to deliver results. All of this helps build confidence, loyalty and trust.
Talent Management Mistake #11: Failure to Assess the Cost of Employee Turnover
In corporate America today, we are aware that there are costs involved in hiring a new employee. We incur these costs because we are convinced that the cost of hiring a new employee in a critical position will be recovered in greater efficiencies and greater sales or profitability down the line. Losing an employee carries a cost. Unfortunately, far too many companies today either don’t understand the costs associated with employee turnover or, like the proverbial ostrich, they are content to stick their heads in the sand and ignore the impact of employee turnover on the bottom line.
My purpose in writing this article is to make enough noise to get all of the ostriches to pull their heads out of the sand, because failure to assess the cost of employee turnover is talent management mistake number 11 on my list. My new Special Report outlines talent management mistakes number 1 through 10. (To download your complimentary copy, click here.)
The cost of employee turnover is far greater than many executives and human resource professionals would like to admit. And according to recent studies not only do nearly 50% of businesses not calculate and monitor the cost of employee turnover, almost 20% don’t have a clue about the real cost.