The Great Workplace 2.0
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The purpose of The Great Workplace 2.0™ is simple: while it is happening, show core changes in great workplaces, so that start-ups, small and mid-size companies, can extract the principles that other companies are discovering. By example, grow in a healthy and sustainable fashion; return to our economy great dividends of revenue, value and innovation.

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Current, previous and desired. What are/were you making, and (of course) What Do You Want? It comes up in an online application (leave it blank), a phone screen, first interview and on the part of the pre-screener (recruiter) in their first conversation with you, and after all interviewing is done. Why? MOST of the time the company wants to assure that your needs and their needs are in the same ballpark. No one in a company wants to take time to interview people who are off the mark, from a “match” or money perspective. No one wants to be used for “informational interviewing” purposes…on either side. So what are you to do? There are as many answers to this question as there are former-HR interviewers in the world. Here are some simple answers: Current and/or previous salary?: 1)     Be HONEST, about previous or current income. If your previous or current income is NOT of major ...
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Your first impression. Is it your resume, clothes, hair, shoes? Or is it something even more tangible, like that of a simple gesture?

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Live,work,play, relax, family – is there time for it all? In Balancing Act we’ll try to create that balancing act that you so need and deserve.

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2010.04.28 energy energy millenium essay
What’s wrong with being a “Polly Anna”? To see life as it is and as it could be, should be or want it to be is more important than choosing sides.

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Businesses beware. It’s critical to budget some time for a budget especially in this economy!

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International corporation needs to take HR to the next level or professionalism. You will be THE person in the USA to mold and implement new procedures, systems and visions that mesh with a new corporate vision to reach $1 Bil (A substantial boost from where they are now) in the next decade. The corporation has simply outgrown their "small company"  ad-hoc versions of great people-oriented programs and procedures and now needs to implement better systems and procedures, along with making everyone smile, to help lay the foundation for future growth. The interesting (and positive) thing about this is that all management is looking forward to having that support. ALL upper management not only support this, but are eagerly awaiting your expertise. You will massage and implement the long awaited employee handbook, you will cement and train and coach on all the procedures. You will work directly with all management to encourage ...
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