Fit matters. Try running a mile or two in a pair of trainers that are a size too small if you need proof. As uncomfortable as that would be, missing the fit on an employment decision is just as painful, or even worse.

We have a formula for growth at Talent Plus called the GIFT Formula (the first letters spelled backward are GIFT).

(Talent + Fit) x Investment = Growth

We believe there are three primary factors driving a person’s growth and development:

  • Talent
  • Fit
  • Investment

Those three factors come together into an equation is the GIFT Formula. It looks like this (read backward, the first letters of the elements of the formula spell GIFT):

(Talent + Fit) x Investment = Growth

What’s the one thing you can do in a relationship with another person to immediately shift the balance of power?

Ask a question.

Not just any question. There are ways of asking that are more like telling. The question I just asked is actually one of those. Why? Because I already knew the answer. The question wasn’t really a question. It was more of a device for telling.

Many businesses experience extreme seasonality. Resorts, sports venues and retail businesses immediately come to mind. Every year they must staff up for the busy season and lay off for the off season. I have worked in several seasonal businesses, both as an employee and as a leader. The purpose of this post is to explore the question, in managing seasonal employees, what adjustments should managers make?

In the words of legendary college basketball coach, John Wooden, “Not every coach can win with talent, but no coach can win without it.”

When we use the word, “talent” we mean the inherent potential for excellence. “Aptitude” and “giftedness” are good synonyms. Too often, recruiters and hiring managers establish unnecessary requirements for candidates, such as “3 to 5 years of experience” or “must have a bachelor’s degree.” Unnecessary requirements create barriers and shrink the size of your candidate pool. They cause you to overlook great candidates.