What they have in common the best CEOs?

There are good and CEOs are also exceptional. But what distinguishes the most successful?

Know hire and fire. The best CEOs have the leadership that allows them to hire top talent. They get to sell his vision for another project to integrate the team. In the same way they know to hire, dismiss should also know when necessary for the good of the company.

Are clearly expressed. One of the main qualities of a CEO is his exceptional communication skills . Because the CEO is the one who should tell the story of the company and sell it in a memorable way.

Enticing. One of the biggest challenges for a CEO is to overcome the many conflicts of interest that occur when, for example, what customers want is against what investors demand. For this, you must know and persuade the parties to change their minds.

More than a company, build a culture. And the corporate culture is essential for everyone to give as much of themselves. Not enough to manage the company well; to be an outstanding CEO takes to build a culture in which every member has a mission.

They listen and act. One of the most common mistakes CEOs is that they like to talk a lot but do not listen. Be open to new opinions and receive feedback is critical, but good CEOs are not in it, but absorb the feedback and act accordingly. And the best recognize the contribution of others and give credit for.

They can make decisions quickly. In the world of startups have to make many decisions every day. This limited testing resources and time to each. Often these decisions usually take the CEO alone, without a team to back him in each case.

They adapt to the changes. The best CEOs have a great capacity to adapt to changing scenarios, each time adjusting your product or business model to market needs.

They are persistent. They say Rome was not built in a day, and in the same way, few successful startups are just beginning to arrive. Getting results takes time. So a good CEO does not give up and look for every possible way to get ahead, even against great odds.

They have courage. Riding a startup involves a good deal of courage. The most prominent CEOs also have the courage to make unpopular decisions and even creating enemies along the way.

They have a vision. This quality is not leadership, but something much more basic. Having a vision means being able to generate a significant product or service that will generate interest. If a CEO has no vision, will hardly be relevant.

They are retailers. Especially in the initial stage of any enterprise, the CEO must be everything, as it has to supervise thousands of details, from financial issues to design issues.

Not managed at the micro level. Despite being in the details, the big CEOs know how to build models that can deliver results on a large scale.

They defend the client . The best CEOs know their customers well , they know what they need and are aware when making decisions that go against them.

They are generous. A CEO that cares about its employees, take care of your customers and insurance partners get more cooperation from other people.

They are very competitive. The best CEOs in the world that do not conform to your company to do well. They want to get all the customers to have the best employees and closing the best deals.

They know to focus. So you do not end what they started, they will not rest, because they know what to focus 100%. It is said that Steve Jobs did not let the doctors left with unfinished business.

Always execute your vision. Because those good CEOs know that if they are not constantly on top of the project, others hardly going to remain true to his vision.

Keys to strengthen leadership

Leadership is one of the fundamental skills of an entrepreneur through his attitude acts as a reference for team members. A good leader can make a difference in a team. How can you strengthen your leadership in the company?

Be positive even in difficult times

Language describes reality, therefore, the words of a leader uses in communication with workers also creates a certain trend. In that case, it is very important to always specify the positive goals.

Ability to improvise

The reality is in a constant process of transformation, for this reason, it is very important that the leader is aware of the reality to be alert to new possibilities.Do not get stuck on one idea that the higher the level of options, more chances of success.
Learn from others

A good leader is one who becomes a mentor to employees and performs a process for monitoring the evolution of the team. Likewise, the good leader is one who is an observer to learn from their workers. Each employee has a different motivation aspirations, however, there are aspects that motivate a general form.

For example, boosting the extent possible personal autonomy at work. Also, it is essential to specify well the duties of each employee for each employee feel that your site has really.

Emotional Anchors

You can create sentences that become emotional anchor for the group. Phrases to be expressed generate a feeling of unity in the group. Sentences that begin with the word we are especially effective.

Communicate the purpose and plan of action

Effective communication is essential to teamwork. In that case, communicating the purpose and plan of action to follow.

Keys to negotiate salary in a job interview

During the job interview, the hardest thing to deal with is the salary. And although companies from the start wondering what the expectations of expected income and from that set filters, you have to know how to manage the process successfully.

How to install theme? Erika Cespedes, Consulting Manager , says it's easier than you may think and in fact it is not necessary that the person being interviewed who raised it. "What happens is that the assessor or interviewer is the one who puts the issue on the table, because in initial stages of a selection process, this point should be clear. In fact, in our methodology, we relieve this important fact at the time of the first telephone contact, to evaluate whether someone fits into this with a job offer , "he explains.

But if the issue does not arise spontaneously from the employer, the specialist recommends Mandomedio.com Peru say something like: "In respect of income from office, I would be interested to know if it is within my claims."

It is best not to overdo the amount you want to ask Erika Cespedes says."When you put a higher figure, the upper limit of the claims of income, there are clear chances of getting out of the process in the first stage. It is best to start with the actual figure is intended to collect and leave only a minimum range to get off , and that's also important to make it clear from the beginning, "mencionala Consulting Manager.

In addition, the consultant Mandomedio.com Peru, responsible for the search and selection of professionals belonging to PayRoll Group recommends the following tips when negotiating salary:

- Be sure of how much you want to win. It's essential when an interview to be clear what the expectation of income which according to the position and has the required experience.

- Figure out how much you earn other executives who work in similar positions in companies of similar features. It's the best exercise to see if our salary is within the market average. It is also useful to compare the benefits that give other companies.

- To know the situation of the company. If a company is growing or you're going through a time of economic constraints, are important data to handle the issue of salary negotiation.

When excellence becomes a problem

Ryujiro Takami was only 23 years old and less than one year of experience in his new job: he was the driver of the train in Japan. On the morning of April 25, 2005, while waiting for passengers board the convoy, a delay of a minute and a half I had the nerves.

He waited for his second threat of the month, which ensured a fine or dismissal;so he accelerated to gain time, and derailed the train with him more than a hundred people died.

Railroad Company, West Japan Railway Company, had a policy of strict sanctions. At all costs sought to improve the effectiveness and timeliness of service without realizing that jeopardized the safety of its passengers and employees. The paradox is that the more we tried to approach the "sun of excellence," was the closest the disaster.

The story of this tragedy reflects the pathological elements of "corporate republic of incompetence in which we live: impatience, stress, fear, lack of organizational control and personal control; compliance rules to the letter, dilution of guilt and responsibility; organizational hysteria and loss of the real meaning of customer satisfaction, "says Gabriel Geneva, philosopher and doctor of business organization in his book The Japanese who crashed the train to save time.

Geneva exemplified by a series of accidents that while professionals are more confident in their skills and abilities are taking precautions.

"To influence and to avoid disasters caused by competent gathered, it is necessary to spread the organization's critical spirit" , which means accepting that everyone can go wrong at any time and that-done-wrong every day more than seven times such that "awareness of the vulnerability itself provides strength.

And, conversely, invulnerability awareness is a danger both for each individual person to our organizations ".

With this attitude and the meetings or activities that no concrete results, organizations become baroque companies : instead of addressing the problems or situations directly generate other activities that address the issue indirectly.

For example, the activity is running an incentive program for employees and can be divided into a three-step process: planning the program, run it and check its effects. However, the chain of activities can be extended by consuming valuable time and effort for the company.

The author maintains that makes us believe competent incompetent, while accepted as incompetent allow us to direct our path to wisdom possible.

Management at low

Gabriel Geneva opposite management advocates an omnipotent and omniscient address aspires to know and control everything:

-A Incompetent management has big aspirations, but assumes its small miseries as tiredness and laziness that causes the job every day.

-A Peaceful pace management will not unduly alarmed or excited; have patience. Simple and achievable objectives is proposed.

-A Management on the counter is not based on the principle of striving for excellence, but in achieving adequate.
-A management lowercase does not shout or raise his voice because it is close to the people. He prefers to use simple words like "boss" instead of leading and "sales" instead of "marketing".

The differences between individual and collective redundancy dismissal

The psychological impact that dismissal is high . However, this fact has different connotations depending on the circumstances.

For example, the reaction that occurs in a collective redundancy is a different company than the one living individual so that the force produced by the group is remarkable. In the first case, the dismissal creates a social outrage , while in the second case, the person may even feel guilty about what happened.

The collective dismissal

When a company lays off several people, in a way, who loses his job dismissal is taken as something so personal. Experience a rage and indignation as a result of the sense of injustice at the block group reacts to fight for their rights.The power of the group provides mutual comfort, less loneliness and strength.In addition, mass dismissal also makes the candidate that dismissal is not take it so personal as in the case of a person specifically goodbye.

That does not mean that while the first phase of collective strength that lives in a mass layoff, do not arise very soon the individual nuances that each worker faces circumstances. It is, he is aware that you have to pay for their bills.

The individual dismissal

The individual dismissals is very complex emotionally stopped because guilt may have to take look at the past and see that he was wrong in some of the decisions you made ​​earlier. There is a time machine through which we can change what has been written thus far should live. Another of the deepest fears that arise in a standing is fear of what people will say the closest.

How to improve the attention to detail your company's employees

A mistake here, a detail there in the project or part of the work, and an employee can not sustain productivity, but repeated problems with inattention reduce the amount and quality of the products or services of a company. To increase the efficiency of employees when it comes to attention to detail, outlines and communicates a plan to complete the work.

Make the workplace is a stimulating and encouraging environment. Improving your employees' attention to detail with constructive criticism and exercises to improve the quality of their production.

Examine the quality of work of your employees. Notice the details lost regularly and which department or employee is responsible for the right jobs . Research project or piece of work to find out about deadlines, problems faced in the project and what details are missing or incorrect.

Conduct a meeting to talk about the lack of enforcement. Talk to your employees about the importance of precision and rigor in completed projects.Describe the effects of improper work and how it affects the company and every employee personally.

Create pairs or teams of employees to help each other to verify and correct the work before it is completed. Enforce the use of the equipment, so that each group meets regularly and ask them to take notes on their finished work and what is to check or correct.

Provides training or educational opportunities to promote the experience and expertise of each employee. The more staff members understand about the industry in which they work, the better they can build and complete their assigned projects. Additional education will also bring new creative ideas on how to carry out the work or projects more effectively.

Encourages thoroughness. The most obvious use of incentive is a cash bonus or increase in detailed and precise work. However, smaller incentives can increase employee morale and promote the right focus on the minutiae in projects. An office party, gift cards, free food or similar additional prizes can help engage your employees to pay more attention to details.

It encourages a healthy lifestyle. It allows staff to take frequent breaks from repetitive tasks to avoid work-related stress. The Department of Labor of the United States reported more than 3 million illnesses and work-related in 2009 injuries. Helps reduce health problems by encouraging your employees to obtain the proper amount of rest at home, eating well-balanced meals and exercise regularly. A healthy mind is more alert and can pick the best one that is tired details.

Dose of good humor to resolve labor disputes

Good humor is a word that is easier said and expressed very normal, however, in practice, be humorous at times of stress and stress is not so simple, why should train this ability.

A sense of humor creates a good atmosphere at work, and very powerful in resolving conflicts emotional distress. People who have a sense of humor does not get defensive, downplay what happened, and what is best, put in the place of another. In addition, the climate it produces good humor also makes those involved in the conflict to relax.

Techniques for resolving labor disputes

Labor disputes sometimes aggravated because workers are not sufficiently known from a personal standpoint. Therefore, it is appropriate to promote training courses in the company because in this type of environment, workers may be known in a different context. And after sharing a training session, many people who have a totally new image of the other.

Do not take yourself so seriously yourself

Do not take everything so seriously, do not consider so important, do not take it all at the personal level, and live better. Since in itself, the level of work is not a bed of roses for many people, the attitude is the only alternative you have when certain strains survive better.

In case you have a really bad situation at work, then it is better and healthier to seek other employment.Today, many people do not even look for work to change jobs because there is less supply in the crisis.However, the crisis may not be cause for resignation but just the opposite: even when things are difficult, you can save the trouble with effort.

Employees are people, not numbers

The numbers are part of an obvious way to the company as a business that is not profitable can not keep his staff intact.

However, one thing is that economic factors determine the life of a company and quite another, that workers are treated as mere numbers and not as people in a working environment in which the dehumanization has reached many workplaces.

Comments on this question

Although workers have more options of being a mere number to big business enterprise in which the interpersonal distance can be stronger, remember that you can also experience the pressure of a poor working environment in a small business.

Workers feel treated as numbers when they do not feel heard by your boss, when they believe that their work is not recognized in an objective manner , when their ideas are not taken into account ... The workers are treated as numbers when they feel under pressure .

The human factor in the company

We live surrounded by machines that do the work in the most efficient firm. The human factor in the company involves remember that workers are not machines but people also leave affected by external circumstances and personal factors. Humanism in the business is lost when fear is used to pressurize the dismissal of workers.

A worker feels when people feel part of the place where he works and goes to the office happy.Humanism is reinforced through constant training not only for employees but also for employers. Every boss should have done at some point in his life, a course on emotional intelligence and interpersonal communication.

10 questions to ask yourself before dismissing an employee

Are you going to fire an employee? Wait a second.The fact that an employee is not performing according to your expectations could be your problem and not theirs.

Every time you're tempted to fire someone, use that feeling as an opportunity to learn. You must ask how this happened and how you can avoid a repeat.

Here are some questions to ask yourself before saying 'goodbye' to someone:

1. Does the employee know what to do?

This is the first question to ask yourself if the person does not meet your expectations, according to Gary Bradt, executive coach. Leaders often think they are setting clear expectations, when in reality it is not. "Telling someone what to do is not enough. The only way to ensure that the employee knows what to expect is to say in words what are your expectations and how you will measure, "he says. "Usually the problem is here, so check this point first."

2. Does the person have the skills and tools to do the job?

Maybe your employees know what you expect from him, but he has the ability to do so. In that case, be sure to give the right tools and to help you get the job training. If you do not have time or money to give such training, at least make sure to tie the abilities of the person with the demands of work. "Asking someone to do a good job when it lacks the necessary tools is mediocre leadership," says Bradt.

3. Is it a problem of motivation?

Provide training to help an employee improve is good, but when an employee is not motivated may no longer be anything to fix. "Even the best training can not repair an unmotivated employee," says Eric Chester, an expert on staff motivation and author. "So before you dismiss it, be sure that you can not fix the situation."

4. Is there a problem with the hiring process?

Sometimes we blame the person when we look at the process, warns David Goldsmith, an expert on leadership. He suggests taking a look at hiring practices, rethinking the candidates based on their talents and abilities rather than their titles, consider past achievements despite the current circumstances and make improvements in the methodologies of selection to find the best candidates.

5. How good is my initiation process?

When you introduce people to your business, are the bearings in the culture and the way of doing things, or expect to notice it themselves? Does it say what to do if you have questions, or give them a procedure to follow if they are unsure how to respond? "You can save time and money by giving new employees support to be successful and productive from day one, rather than waste time and energy trying to understand how things work," says Bradt.
Related: Lead your employees track

6. Are my expectations are too high?

Before hiring the person you are about to fire, you had an expectation in mind. Was it realistic? Did you hire someone thinking it would be a clone of yours? "Maybe put the rod too high nobody can reach it, and now you act on frustration," says Chester. He suggests rethink your initial expectations and remember that the replacement will not like you.

7. I gave specific feedback based on behavior?

Telling an employee how to improve is a challenge for many employers. However, without proper feedback on what is working and what is not, the improvement is not possible. "For example, imagine throwing golf balls to improve your swing without looking where they fell. How will you know what you need to adjust? "Said Badt. Employees need to share specific feedback to improve performance, and it is your job to give it.

8. Am I rewarding the right behaviors?

Some companies say they want teamwork but reward individual efforts. Some say they want to minimize internal competition, but establish systems of incentive trips that do. "If you're not getting the performance you want from your employees, challenge your reward system to ensure that reinforces the behavior you want," says Bradt. "People who want to dismiss could be doing what the system rewards do them."

9. Did you wash your hands during the process?

Goldsmith cautions leaders to be accessible through any process. "That does not mean that leaders should be above the staff, but they need to be physically or virtually present," he says. If they are not available 24/7 at least should be in contact during certain intervals where employees can approach them and ask them questions and get the necessary support to continue the project. Without such guidance, the employee is bound to fail.

10. Does this person could succeed at another position?

"Imagine if Peyton Manning was used on defense, or if Mick Jagger had to sing opera" suggests Chester. "They would be right in the line of work, but not the position." Maybe that lousy dental assistant could be a great receptionist; or the guy who does not close a sale would create a great promotional copy. Before dismissing, ask yourself if you put a person in the best position to develop their strengths.

Women with children are more productive at work

Researchers at the Federal Reserve Bank of St. Louis, Missouri, United States, measured productivity in workers of both sexes with and without children over 30 years of academic life in order to understand what impact the maternity career of highly qualified women.

Researchers (all men, as highlighted by the Washington Post, which echoes the research is done) recognize the difficulty of measuring work performance in highly skilled workers (how the precision of a surgeon measured the ability of a consultant or the negotiating capacity of a project manager)?

The solution I found was to limit the investigation to count the number of academic studies published by a group of 10,000 male and female economists.It is assumed that anyone who has an academic degree has higher studies and scientific publications also can easily locate and quantify to draw conclusions, reports Expansion.
And the results were surprising: in the case of men, parents without children or only one published the same amount of academic work, but men who had two or more children were more productive than the previous two groups.

But most striking is that this effect was more pronounced in the case of women.Those who did not have children during their first five years of career were less productive than those who gave birth at least once, and this difference was even greater when the women had gone through two or more deliveries. In all cases, the mothers of larger families were more academically productive.

Aid for maternity benefit to work

The researchers emphasize that the review is based on a very specific sample of women who enjoy a privileged economic conditions, access to family planning and have been enjoying breaks and subsidies motherhood and work-life balance.

Also, the authors, given his good financial condition have also been able to use childcare to enable them to extend their workday. "In a work environment of low-income women and low-skilled is usually much more hostile" recall.

They found that productivity falls by 15 to 17% among women with babies or young children. For mothers of large families, job performance suffers by 9.5%, 12.5% ​​with the second child and 11% with the third child.

"In other words, having three children means taking a loss of work productivity by 33% throughout the career of the researchers who are mothers, the equivalent of four years of academic life. When you have young children, the impact on the work is remarkable, "says The Washington Post Christian Zimmerman, one of the researchers work.

"But once the children grow up, mothers shine from the standpoint of productivity and stand out from that of your colleagues," he adds.

The study also noted another striking effect: all the mothers interviewed said they felt guilty about having to eventually leave work to go with your child to the doctor, leave work early for a party or for failing to pay attention to a conference after a bad night.

The hiperorganización, necessity and quality

But once this stage is passed, the authors, while investigating mothers of large families suggest they achieved professional success in higher proportion than the rest.

Perhaps they feel more safe due to their seniority in their professional work, because his reputation was consolidated, or maybe the job is a way to disconnect for a while the endless and exhausting routine of work at home ... or maybe blunt occupationally more easily because the need for raising a family has made them hiperorganizadas people.

In fact, this is the hypothesis that is handled, as it has been proven countless times to be arranged is a significant professional success factor, and therefore could be the component that has most influenced the results of this study, Expansion concludes.

11 etiquette rules for a successful job interview

The job interview is the dreaded instance where in a few minutes in front of a complete stranger, a candidate must prove their conditions to get the desired job.

The applicant faces a thorough evaluation. His image, his abilities, his loquacity and even their movements are analyzed at all times. For all this, it is natural to fall into situations anxiety and nervousness. However, candidates can significantly reduce the negative context if it conforms to certain rules of etiquette:

1. Punctuality

Tardiness involves both arrive too early and too late. The first case can be interpreted as trait anxiety and late as indifference or irresponsibility. If a complication that leads to a delay must call and advise, in addition to apologize as soon as the event is specific to the interviewer presented.

2. Accuracy of responses

A good interviewer can easily tell if a candidate is lying to the content of your resume and during the interview. If the inaccuracy is revealed, it becomes a cause for discarding final person.

3. Knowledge of the business

Not possess basic company information represents little interest in the position to be filled; requires knowledge of the industry and a minimum of the history of the company in question.

4. Clothing and appropriate image

There is always a "dress code" according to the company or industry in question. It is important to respect and stand always neat and with more formality as possible.

5. Nonverbal Communication

The body "says" more than words. It is important to an upright posture and tone of voice firm and convincing.While the interview may be an uncomfortable time for candidates, making visual contact with the interviewer is also showing respect and interest. Move your hands a lot and the body is a sign of anxiety.

6. Do not generate interrupts

Watching the clock all the time, paper, cell or fidgeting make the focus of the interview changed. Care must be taken to the interviewer, never leave the phone turned on and less take a call.

7. Neither lack of expressiveness or overconfidence

While being too secretive or evasive is not suitable, a relaxed interview environment should not confuse the candidate and cross the threshold of informality. Do not forget that you are always evaluating.

8. Proper use of language

In the same way as above, the language and terms used should be formal; crude, rude or colloquial terms may damage the image of the candidate.

9. Do not criticize colleagues or former employment

Remember that the industries are small and today it is possible to access all kinds of information. Yes you can talk a little positive experience within an organization but without adding negative opinions or personal assessments.

10. Do not focus on compensation

In a first interview is seen as a negative since they are not yet clear job responsibilities and personal skills. The interview focuses on the history and skills of the candidate for the position.

11. Investigating the process

Do not ask questions about how to follow the process, estimated or expectations of the company shows little interest in the vacancy. We must seek to know the next step and how to communicate the next step.

The art of seduction in the company

Seduction is associated with love, however, this concept is also applicable to the business. There is a process of seduction work in a job interview where the candidate has to appear as the ideal job for the job profile.

In other cases, when you make a specific proposal to a company you also have to sell your ideas in a seductive way for like. The Art of Seduction shows the way in which an action can be done in determining the ultimate success. It is, as important is the way the working level as the background in the way of acting.

What seduces in times of crisis

In times of economic crisis and social pessimism, by contrast, they entice people who transmit very good energy , enthusiastic, have a positive view of reality and bring ideas and solutions to problems. This quality can be trained, ie, anyone can go gradually improving on their way to positive thinking.Training helps a lot in this area and today there is great training opportunities in the coaching and emotional intelligence.

Good self-esteem

The picture conveys a person can make a difference in a job interview.Having a high self opens doors since assertiveness reflects a clear persuasiveness in the exposition of ideas. One of the problems of long-term unemployment is that the stand has a lower self-esteem as a result of external circumstances. That is, the time in which we are also influenced by our own inner being. To improve the level of self-esteem is best to do a coaching process.

Proactive people

Attitude is crucial in the process of seduction. Therefore, a proactive attitude that the person brings their own ideas, reflects the internal motivation of a professional eager to grow.

What an employee looking beyond money?

For industry professionals, money is not the main reason for belonging to a company. According to a study team Weekdon , 26 percent of respondents would leave their current job for an increase of 5 percent , a fact that reflects at least, a third of people pursue interests beyond the monetary in the field.

For that reason -through a comprehensive infografía- specialists Accounting Principals revealed which are the factors that determine happiness and aspirations of an employee. Beyond the classical structures of pursuing traditional goals or monotonous, pyramid schemes, the study found that every day people are inclined towards creativity and autonomy that can keep a company.

The worker every day looking for recognition of their superiors through a highly active and purposeful participation. Also, job security and the ability to rely on the team are all significant, beyond money.

Learning to distinguish between the urgent and the important

Emergencies are the worst enemy of the results. They interrupt what you're doing, you do lose the thread and often are not even really matter. They are a source of stress for the worker, and also because of lack of motivation, the rush, it's natural to quickly finish the task, but so mediocre. The key is planning.

Can an emergency plan? What is possible is to book a time slot each day for possible contingencies. Quique Gonzalo, founder of personal productivity app Hightrack distinguishes between these two concepts: "An unforeseen does not help you achieve your goals."

In any case, a number of guidelines that will help you better manage your time and avoid unnecessary anxiety states.

Set your priorities

In the book Start: human productivity written by Quique Gonzalez and Berto Pena Hightrack founding, we insist on the need to get their priorities straight.These "help you say no to a compromise that does not suit you, to ignore a task that does not have to rule out an activity that no longer brings him to discard a bad habit that harms you and stop a project that does not make you grow ". Make simple and direct questions, and write the answers.

Find your motivation

In Brave New World, the masterpiece of Aldous Huxley, were productive citizens despite not having a goal. This idea is not plausible.

"Whoever has priorities have reason, having reasons is interested and who is interested in doing things and moving." Conversely, "the lack of priorities or motives encourages daily chaos and unproductive," says the book Hightrack. Useless to spend day and night in the office if you lose sight of why it is there.

Select an action plan

There is no better motivation than a long-term goal, but to reach it you have to go slowly. In business school ESADE, recommend to entrepreneurs and intrapreneurs "a set of milestones (technology companies often talk about milestones), and celebrate when it exceeds each of them." Make stops along the way will also help to look back and take stock of the achievements made so far.

If it's constant repetition of certain attitudes or activities will create a habit. Works like a spiral. Step by step, will reach their goals, and this in turn will motivate you to keep working, improving, striving.

Plan your day

Once you have your priorities, motivation and clear goals, it's time to mark assignments to do that day or that week. Without the prior work described in the first three points, probably draft a list of tasks, but it is difficult to establish the order based on the relevance of each, and their contribution to the achievement of its goals.

The founders of Hightrack distinguish here between useful tasks (which give more results), empty (that do nothing) and false (stolen time and energy, and away from the results). The common thing is that no more than two or three of the first on the same day.

Leave room for possible failures, delays or unexpected events. "They will arrive safely. The best way to beat them is leaving a mattress to react," says the aforementioned book.

Be realistic, do not upload more tasks than one might assume. "Generally, the concentration is maintained for about 45 minutes, so it is advisable to rest for a few minutes to stop the task, and then continue with it in a more effective manner," say the experts Imantia executive development firm.

And, occasionally, logoff. "It is important to plan spaces where the email is closed and concentrate and serene work is done," the National Commission for the Rationalization of Spanish Schedules points.

Complete tasks

"People are very good starting things but not finishing them so good." The book Start: Productivity human states that "a completed task is a task less," while "a task halfway perhaps an emergency tomorrow."

Anyway, remember that not all contingencies are urgent. Take a few seconds before rushing to stop what you are doing to get to it.

Anticipate the unexpected

In addition to a well-planned schedule, there are ideas that arise in day to day if properly recorded, can save considerable time tomorrow. "Many ideas have little value at the time they are born but become useful later. If the catch first, then can recover, develop and use. The same thing happens to the reference material (websites, quotations or references)" exposed from Hightrack.

The boring tasks also

"Best I leave this for tomorrow"; "And I'll do it later"; "I'm dry of ideas." They are no more excuses to postpone, and again, those tasks which are most boring him. They call it procrastinating. Looking on the bright side of this work that both frightens priori, leave it for last. You can apply the gamification yourself, imposing a small reward when finished, to serve as a stimulus.

The working environment meets here a very important role. "Who would like to go to a job where you are not happy or the weather is unstable? Positive emotions are always going to curb the effect of negative emotions, so it is important to promote pleasant working environment "comment from Imantia.

Is not stuck

There is nothing worse than the stress concentration. Imagine an unforeseen occurs, and it turns out to be urgent and important. Will not block, think first about how to reorganize your day and focus on overcoming the first step of its new task, then the second, and so on until the end.

Identify your 'anti-tasks'

As important as knowing what to do is knowing what not to do. His list of the anti-tasks can compose habits, gestures, routines or even people.

Hightrack proposes the following methodology: "Make two columns in one type of bad habits, gestures or activities that distract you, wasting time or wear without getting results in the other tasks that keep debs (false labor).. and those that have to do but who must devote energy fair (white work). "

Know yourself

Some people can concentrate better first thing in the morning, who works best in the evening, and then there are the owls. There are better and worse choices, especially if we talk about organizations that allow telecommuting or at least some flexibility in schedules.

Knowing your biorhythms will allow you to develop a more realistic and productive agenda, setting tasks that require greater concentration at the times of day you feel cooler tse, and more mechanical functions in periods costing you more work.

According to a study, working at night can impair brain function

Working in night shifts variables can trigger serious health problems. However, a new Franco-British study has focused on finding out the impact on brain capacities, finding that may accelerate cognitive aging.

The study, published in the journal Occupational and Environmental Medicine , studied 3000 French workers between 32 and 62, for ten years.Half of the volunteers had worked on outdated for at least 50 days a year over schedule.

Using neuropsychological testing specialists analyzed three times (1996, 2001 and 2006) the cognitive abilities of the volunteers (learning, reasoning, memory, attention, reaction rate). Proving that people were changing schedules showed a cognitive decline of 6.5 years, says Jean-Claude MARQUIE, study coordinator. "He was known short-term effects, but it was unknown if they were kept for a long time," said the expert, quoted by AFP.

The research also showed that the effects caused by outdated schedules can be maintained for at least five years. However, this can vary depending on the individual.

Such studies are not new. In 2007 the International Agency for Research on Cancer (IARC) and the World Health Organization (WHO) classified carcinogen 'probable' in changing working night shifts, considering that affects the biological rhythm.

Furthermore, in 2011 a Swedish research claimed that night work hours increase the risk of multiple sclerosis at a young age. A year later, a French study showed that women who work at night have a 30% greater chance of developing breast cancer.

7 more excuses used by people unproductive

We try to convince you that something is right when, in fact, we know that is not so. The pretexts used to shield us not to do a particular job or dodge the consequences of not getting good results.

1. Delay time

You begin to decrease the time in which to do your job without explanation beyond your lack of desire to do it. Finally, let time pass without more and spend on performing your function more than required. Additionally you accumulate work. Solve it as soon as possible will prevent future headaches.

2. I am not trained for this

Do not even give a chance to try for fear of failure. When the work is out of the set and requires greater involvement and concentration you tend to give it to another partner. You lean in limiting your knowledge and reject the idea of ​​expanding them.

3. I will not get anything out of it

You go on ahead to the final result and choose not to take a job that you think you will not have any benefit. You are missed opportunities that you can open in your career path. Your boss will not only assess your your results are positive but the quality of your work and effort you put into it.

4. I lack information

Expect me, when you have to deal with a specific project, you provide all necessary documentation to carry it out. Do not be so comfortable and use your tools to analyze and collect data on the subject. Do not wait for others to do sitting of the work for you.

5. It's too late

As the saying goes: it's never too late if that is good. But maybe you're off the set time is always better to finish your task to let the medium. It is a general tendency to be tardy and shield yourself in a lack of time to finish your work.

6. No part of my goals

You will not always perform the functions you want and all the work will feel equally motivated. Still, it's your responsibility to do everything possible to get good results and deliver what they ask.

7. It is impossible to only

It is very common that you request help from your peers when you need it but do not confuse concepts.One thing is to get advise and ask for advice and quite another to leave it up to your computer work you do not want to do. Be considerate of them.

Top 10 business schools in Latin America

The QS Global 200 Business Schools Report has ranked the top business schools in Latin America based on the recognition that give recruiters from around the world.

According to the survey results, EGADE-ITESM (Mexico) leads the list , followed by the Catholic University of Chile, BSP Business School São Paulo (Brazil) and Fundacao Getulio Vargas (Brazil).

These institutions, along with four others, forming the Emerging Global category, which include business schools recognized by employers based within and outside Latin America. Its graduates are well recognized in the market and can earn very competitive salaries.

These eight business schools may be eligible for admission in the years following the Elite Global category, where the best institutions worldwide since its graduates often become influential business leaders, according to the QS Global 200 Business Schools Report .

Meanwhile, ESAN Graduate School of Business is the only Peruvian institution listed on the payroll . Located at number nine, he joined the Regional Elite, which makes a business school welcomed by recruiters established within the region.

"Regional Elite institutions are usually the younger, having established an excellent reputation among employers in your area, looking to have a truly global reach," says the report.

Finally, IPADE Business School, Universidad Panamericana, is in the tenth position and is the only species classified in the group Emerging Regional schools . This category is for institutions that have established a strong reputation among employers in their own country.

The Data

33% of employers surveyed globally from Latin America.

3 simple tips to be more productive

Everyone is looking for ways to increase their productivity. Usually we go to special systems to organize or downloaded a new application. Despite good intentions, a week after returning to try to remember everything unfinished earrings.

The problem with most of the systems, is to completely change a person's day.Someone who does everything without following certain steps will not be able to have a structured schedule overnight. He or she will need more time to make some changes. Here are three ways to become more productive:

1. Plan and weeks with no joints. When you are always rushing to finish your earrings, client appointments and meetings with employees, usually you more troubles and you get interrupted. Instead, spend some weeks only to complete the job.

During the weeks you plan meetings, you see clients, employees and contractors. On days you do not have meetings, your only focus should be the work, to immerse yourself in all that you can and finish projects pending.Protects those weeks and do not plan anything.

2. Create mattress days around the projects. Work must be delivered up when something is a recipe for failure. If you have a big meeting, a presentation to a client or launching a project, set a goal to finish all 48 hours before the deadline. Then you will have a day of mattress before I have it to hand to back in and out of the project, which will allow you to see things more clearly and maybe even fix some details.

3. Use the trick of post-its. Instead of delivering more, people who long ago at the same time not over her earrings. Some research shows that multitasking is not effective.

Instead of taking the productive approach "to list endless things" begins each day watching your earrings and selecting the amount of things that fit on a post-it. These tasks will be your target for the day, you will notice that when you focus on a number of smaller tasks, you'll end up doing more.

3 out of 4 companies in Latin America has a leadership strategy

74% of Latin American companies have defined a strategy of leadership , according data released by global HR consultancy Mercer.

"This indicates that it is high on the agenda of most organizations in Latin America, as are the development of leadership as a key to business success," said Valeria Urbina, head of Climate and Talent Argentina.

Mercer's study on "Best Practices in Leadership" reveals key learnings and best practices collected in leadership development in the region .Was conducted in late 2013 and information was surveyed over 280 organizations in Latin America.

"Designing a model for developing successful leaders need to think holistically. Shall integrated to address leadership issues a strategic approach," said Urbina.

Mercer's approach to designing a successful leadership model includes the definition of the strategy; leadership that is aligned with business needs. The leadership strategy includes the philosophy and tactics of the organization around the definition of leadership competencies required, assessment methods, development strategies and the process of succession.

Strategy

The companies claim not be entirely successful mainly due to lack of time and resources to develop leadership. The 51% say they do not invest enough time in development. 40%, funds / investment are insufficient for development.

Evaluation

The evaluation of leadership is common and usually related to the past performance of the employee . Competency assessments and 360 feedback are the most common tools, although only measure the past and present performance.

Over 90% of organizations share the assessment results with their leaders. Meanwhile 80% links the results of the assessment with the individual development plan.

"The evaluation should use the various tools and tailored solutions to measure the talent-based strategy and competencies / profile success," Urbina said.

And He added: "This ensures that the evaluation is not only suitable to an end, but also suitable for the appropriate level of leadership leadership assessments from multiple sources improves decision making.".

Development

The axis of development as part of the strategic approach involves generating Mercer leadership development experiences of great impact. "Developing leadership skills helps to improve the level of performance, manage risk of the pipeline, and a positive impact on retention," said the consultant.

Companies in Latin America use a wide range of methods to develop their leaders, such as development opportunities that challenge ; classroom training; individual development plans;learning programs; experiences in horizontal movements; coaching by external trainers; MBA or other graduate programs; international assignments; defined career plans for the development of leaders, among others.

Of these methods, firms consider the most effective are international assignments, development opportunities that challenge and experience in horizontal movements.

Succession

Of the companies with a defined strategy, only 44% are concerned with projecting the future leadership pipeline.

Consequently, only 19% of companies reported having successors ready to take on all the critical positions of leadership. While 32% have successors ready for some critical leadership positions; 37% have but few leadership positions, and 12% have no successors.

In Mercer's approach, the sequence involves managing performance and succession planning. "The impact of investment leadership is closely related to what is rewarded and promoted within the organization," said Urbina.

"Decisions related to succession are essential for the development of the pipeline, but also support the development culture within an organization. Companies that actively manage talent pools, which provide lists of succession to key roles, and automate their processes repeatedly outperform the competition, "said

Finally, the survey also shows that organizations believe that the skills related to strategy and operations, such as creating the strategy; inspire others, promote innovation, promote outcomes, customer focus, are the most critical to develop in the coming years, rather than personal skills.