Jeff Bezos is the CEO of one of the worlds most successful companies – Amazon – who have grown at an astronomical rate, disrupting multiple industries along the way (did you know that Cloud Computing is one of Amazon’s largest and most profitable divisions, making life tough for Tech industry giants like IBM and Microsoft?) and changing the way we all shop.

Piles of applications and résumés represent time to sort through applicants, attempting to match a position with a person’s expertise and skills. It would be so much faster if the unsuitable job applicants walked in with a label on their forehead: “Reject.” Then you could spend time with the best qualified candidates.

The top candidates have unique qualifications, while the worst candidates share common flaws. Here are the glaring warning signs that will help you short-circuit those time-wasting interviews in the hiring process and move on to the top talent quickly.

The COO of my consulting firm years ago used to start staff meetings with 5-15 minutes of small talk. Although he intended to promote socializing, the adverse consequences were late-arrivers, difficulty in focusing on serious discussion at the start of the meeting, and low energy throughout the remainder of the meeting.

Nobody I know proudly brags about being a micromanager. Frankly, most vehemently deny the label. Yet the workplace overflows with them. Here’s how to spot them on your team before you give them even bigger opportunities to frustrate the people who work with them. And if deep down you fear you may be falling into the micromanagement trap yourself, consider these signs before it’s too late to make a change.

Micromanagers Complain About Work Overload

the ceo magazine, innovation,
Jon Kolko, Author, Creative Clarity

Creativity is fundamental to driving the market. It's no longer a word used to describe aesthetics or the "icing on the cake"; creativity is a required competency for organizations who seek to identify new market opportunities, define new ways of running their business, and ship innovative products and services. But the creative process, and creative people, can be frustrating. The process is messy and organic, and the people are emotional and eccentric. Often, conservative companies who have established ways of doing and thinking have trouble attracting and retaining creative talent, who feel stifled by regimented processes, rules, and a hierarchical culture of consensus.

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