November 17th, 2014

Use Your “Out Loud Words”!

Assertiveness quote from Dr SeussToo many people worry too much about offending others with their opinions.

Too many people offer their opinions with no thought.

Somewhere between those two statements lies “perfection”… but in an imperfect world give me the raw unfiltered opinion rather than have nothing to say.

“Staying silent is like a slow growing cancer to the soul and a trait of a true coward. There is nothing intelligent about not standing up for yourself. You may not win every battle. However, everyone will at least know what you stood for-YOU.” Shannon L. Alder

We, individuals and companies, can only learn and grow if we know what the issues are.

The only way we get to know what the issues are is if someone tells us.

I might not like being told bad news, but it sure as hell beats finding out months later when it is too late!

So, tell your boyfriend that his breath stinks, or you hate the way he throws his dirty socks in the bathroom. He will likely not like it, but his reaction will tell you a lot about your future relationship! Not telling him will just make those issues BIGGER with time, until they become so BIG you either explode or just give up!

Tell that restaurant that their service was lousy or their food was cold or any of the other things that will stop you going there again. That way they have a chance to fix things, or not, but their response will be telling!

When you are struggling in your role because “stupid rules” or “old thinking” is getting in your way, speak up! Try to be constructive in your criticism. Try to think about why things are the way they are, but even if you just think your manager is stupid, let someone know that there might be a better way!

I had an industry colleague thank me for some advice I gave him earlier in his career. He was a little guarded in his comments, suggesting that we don’t always see eye to eye on every subject. That made me think! We have had different opinions over time, but neither of us backed off expressing our opinion and that is how things evolve. My “mistake” was in letting him feel that was a bad thing!

We live in a democratic society with political parties disagreeing on almost everything. It is by no means perfect but the alternatives are not even worth considering!

“You have enemies? Good! That means you stood up for something in your life!” Winston Churchill.

I would say there are two lessons here:

  1. ALWAYS voice your opinions, hopefully with some thought, but at least get them on the table.
  2. ALWAYS listen to the opinions of others, and try to learn from them.

I can choose to discount opinions that I perceive as “no value”.

I can choose to learn from others opinions.

I can live in a fantasy world of perceived perfection, if I get no feedback… but THAT is where the real danger lies.

“Give me the sting of an opinion that I disagree with over valueless silence any day.”

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
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________________________________________________________________

November 7th, 2014

Is Your Company Making Time For Strategy

Planning quote from Richard WinwoodRunning any business can be all consuming, there is always so much to do. I don’t care whether it is a large public company or a small private company, the challenges are significant, if different, and the resources available to tackle them are also different.

“By failing to prepare, you are preparing to fail.” Benjamin Franklin

One of the constants, regardless of size, is the need for strategy… which can come in many forms. It can be the company’s strategic plan, divisional plans or even account plans. At every level there is a need for a “roadmap” and a need to keep that “roadmap” current, which requires regular “checkpoints” to ensure the strategy is still good, and that the execution against strategy is happening as planned.

The problem executives and managers have is that, because they are so busy, it is easy to let these checkpoints slip, or to pay them “lip service”. The result is that companies operate in a very tactical manner… even IF they did the initial planning process well (which is often not the case). They become driven by their days and weeks, rather than driving the activity to meet a strategic objective.

“It’s easy to come up with new ideas; the hard part is letting go of what worked for you two years ago, but will soon be out of date.” Roger von Oech

Here are a few things to consider:

  1. Do you have an annual planning process that REALLY looks at the strategy for the coming year? Or do you go through a pure numbers exercise, that looks the same every year?
  2. Do you set aside time to revisit the strategies throughout the year? Are they “rubber stamp” exercises or do they get very focused on the execution against the plan?
  3. Do you have measurable goals that are not just focused on the bottom line?
  4. Do you have account plans with regular reviews?
  5. How do you track you progress against plans?
  6. Do you hold people accountable for their goals?
  7. Do you help managers, salespeople and executives to find time in their busy schedules to actually plan?
  8. Are the management team, in your company, driven by their days, or do they drive their days?
  9. Do you get surprised by events at clients? Decisions, activity levels, competition etc.
  10. How comfortable are you that you have a roadmap for the next year… that has goals, action items, timelines and accountability?

“If we could first know where we are, and whither we are tending, we could better judge what to do, and how to do it.” Abraham Lincoln

It is tough to mix Strategy and Tactical execution… to switch between the two regularly is all but impossible. I believe you need to bring separation from the day to day tactical in order to focus on any strategic planning process.  Does your company have that discipline?

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
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October 30th, 2014

Leaders Don’t Stop At The Decision … They Ensure Success

Jim Rohn quote on leadershipAs a leader, whether you run a business, a division within a business or a very small group, you try to improve your situation. It might be trying to improve productivity, increase sales, improve quality, and improve working conditions or any number of things.

The process you will likely go through will involve understanding the current situation. This is best achieved by talking to the people involved, getting their perspectives, thoughts and ideas. NO doubt they will differ but that will be for you to sort through.

You will need to understand options. This may take some research, but again the current people may have ideas for options, things they have seen work before. You may have your own experiences to bring. You can get consulting help. You can research what other companies and organisations are doing. You can look for industry best practices.

Then you will likely evaluate those options, perhaps weighing up pros and cons, costs and return on investment, complexity and likelihood of success in your environment.

All of these steps will likely happen with collaboration. There may be a team of people working on the project, or you may be doing it mostly yourself with input from others. Likely that will be dictated by the size of your organisation and the complexity of what you are trying to achieve.

Ultimately you will reach a decision about what the solution should be and communicate that to those people responsible for implementing the changes.

Some leaders think that now their job is done… when actually the hard part is just beginning!

Good for you in reaching a decision. You passed a test by doing that, because too many leaders are indecisive. However now it is time to roll the (metaphoric) sleeves up!

“A leader is one who knows the way, goes the way, and shows the way.” John Maxwell

Change is hard! You already know it… and maybe you feel that someone else should now implement the change. After all, as the boss, you have handed out the orders!

Welcome to the real world.

If you want your project to succeed you will need to be VERY involved, pushing, pulling, motivating, selling, cajoling, encouraging and yes, rolling up your sleeves doing stuff to ensure its success.

Yes, others will do most of the work. Yes, you should delegate that effort. Yes, you should expect your next level leader to make things happen. However… if you do not stay close enough to (a) ensure things get started right; (b) the project is progressing as planned; and (c) make I clear that YOU own responsibility and accountability for its success… you will be setting yourself up for failure.

Passing a project off to a project manager (who might just have a day job) is a recipe for failure. That project manager needs active executive support (you), someone willing to have their back (you), to make tough decisions that ensure the project happens as it should (you).

Don’t be THAT leader. The one who thinks that just because they say it, that “it” will happen.

Be accountable. Be involved. Be a LEADER!

“Earn your leadership every day.” Michael Jordan

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
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October 28th, 2014

Working With Underperforming Salespeople

Selling quote from Robert Louis StevensonSalespeople have a tough job. There is no hiding… they either sell or they don’t. They are either meeting their quota or not. It is black and white.

When a salesperson is not meeting their targets then the next best thing they can do is to demonstrate that they are doing the right things. Again… there is no hiding. Their numbers of calls, number of meetings and number of opportunities generated are all typically known to their manager.

“Winning is a habit. Unfortunately so is losing.” Vince Lombardi

A good sales manager will know what kind of activity will ultimately lead to closed business, and as long as the salesperson is doing the right things the sales manager will usually cut them some slack, with the expectation that results will come.

It gets a little trickier when the salesperson appears to be doing all of the right things, but is still not closing business. At this point the sales manager should try to understand why the results are not coming.

Here are a few things for a sales manager to look at when their salesperson is not delivering:

  1. Is the salesperson actually having the meetings that they say? Stranger things have happened!
  2. Are they meeting with the right kind of people? Some salespeople like to “call high” but if the buying decisions are not made at that level then the effort might be wasted.
  3. Are they meeting enough of the right people?
  4. Do they have a good agenda heading into those meetings? Business focused.
  5. Do they understand what those clients really want?
  6. Do they understand their position against competition?
  7. Do they ask for the business?
  8. Are they diversified in the industries, companies, maybe even geographies that they have tried?
  9. Alternatively are they focused enough to actually make a difference? Sometimes salespeople can be “all over the map” and not focused in on the clients where the business should be coming from.
  10. Do they understand the client’s needs, and present your company solutions in a credible way?

“For every sale you miss because you are too enthusiastic, you will miss a hundred because you are not enthusiastic enough!” Zig Ziglar

If, after getting the answers to these questions there is hope for the salesperson, then there should be a plan to help them to be successful. This might involves classic sales training to help them better understand the sales cycle, it might be “role playing” to ensure that they are executing effectively; and it might mean “4 legged” calls with the sales manager so a better assessment can be made.

Sometimes it just doesn’t work out, and as with any employee it is better to understand that sooner rather than later!

________________________________________________________________
Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

October 10th, 2014

10 Tips For Dealing With Major Change!

change quote from SocratesI have written often about the need for planning, to have goals to aim for and a roadmap (tasks) that will get you to your goal.

Those goals can be personal or professional, they can be about you, the business that you run, a charity you are involved with or any other entity that needs to have a future.

Developing a plan is tough. You have to give it some time and energy, you need to put deep thought into the plan, you will likely need to coordinate the thoughts of multiple people to create your plan.

Executing on your plan is even tougher… because developing a plan is the “sexy” part, execution requires a discipline, routine, stamina and a willingness to keep pushing towards the goal. It can also be very rewarding, as you knock off those milestones along the way, tick off the “To DO” items that you complete and celebrate the small successes you can feel the positive momentum. You know you are moving in the right direction and that, even with the inevitable bumps along the way, you are moving inexorably towards that goal.

Sometimes plans change!

It could be external factors such as economic conditions, regulatory change, market changes or competitive situations. It could as easily be internal factors such as company changes, management changes, new better opportunities arising or staff changes.

Whatever the cause, it is likely to have a big impact on you. You developed a plan, you were working your plan, you have had some success and now the plan needs to change. It is quite likely you will experience the 5 stages of grief, although obviously not to the same extent. However denial, anger, bargaining, depression and acceptance are all likely to be felt!

“Incredible change happens in your life when you decide to take control of what you do have power over instead of craving control over what you don’t.” Steve Maraboli,

So what do you do…

  1. You have to get to acceptance as soon as possible.
  2. Be kind to yourself. Any large change can feel tough initially, even if the change is ultimately for the good.
  3. Vent. Talk about it to your trusted advisors, family and friends. Let some of the emotion go so that you can move on to what comes next.
  4. Self talk. Change brings opportunity, good lessons will have been learned along the path and anything you achieved, and experience gained, can be harnessed for the future. Whether the change is due to personal failure, situation change or other factors there is now a new opportunity to pursue.
  5. Understand the change. Listen, ask questions, REALLY understand and under no circumstances be the “naysayer”, sometimes called the “devil’s advocate”. At this stage let other people do that.
  6. Understand how you can contribute to the change. How can you be involved? What will you learn? How will you be viewed? What can you do to maximize the situation?
  7. Begin the planning process again. If it is your project then it is a project plan. If it is someone else’s project that you are a part of, then bring value to them.
  8. Give the new plan a chance. Don’t make hasty decisions. Do not be emotional. Focus on the positives and plan for success.
  9. Re-evaluate. Once things have settled down and execution against the new plan is happening, take stock of the situation. In the cold light of day are you on board with the new plan? Can this work for you? Can you bring value? Will you learn?
  10. Commit. Whatever you decide to do, do it well!

“They always say time changes things, but you actually have to change them yourself.” Andy Warhol.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
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October 9th, 2014

10 Company Culture Tips for Leaders

Jack Welch quote on cultureMost companies would like to think everyone is aligned with the mission, vision and goals of the company.

“If everyone is moving forward together, then success takes care of itself.” Henry Ford

The simplicity of Ford’s quote is powerful, and it is a true statement. The tough part is to actually get everyone on the same page!

Culture is driven from the top, and needs to be embraced throughout the organization. Yet people have their own ideas about what they like or dislike, what they will “buy in to” and what they feel is being rammed down their throats.

This individuality is both a blessing and a curse.

You don’t want to have people working for you that fundamentally don’t agree with your culture, your philosophies or your way of doing business.

You also don’t want a bunch of “followers” who mindlessly do what they are told.

The only way that I know to tackle this conundrum is to create a culture that works for the kind of people you want to attract. People that fit your culture will feel comfortable working there and those that don’t fit likely won’t last very long. Over time you develop ways to hire that will better eliminate those that don’t fit, reducing the number of hiring mistakes.

“Customers will never love a company until the employees love it first.” Simon Sinek

This is of course a simplistic 30,000 foot view because of course the reality is much more difficult.

Culture should be a conscious choice, not just a byproduct of local leaders and influential hires. The slightly longer version (maybe the 10,000 foot version) of how to achieve that would include:

  • Decide what values are important to your company… and communicate them regularly.
  • Understand what your company does, and does NOT do… and communicate it, regularly.
  • Have a direction for the company that is clear… THIS is where we are going! AND communicate it regularly.
  • Make sure that your business direction and values are aligned.
  • Make sure that any business decisions support your values and business direction.
  • Do not be swayed from your company objectives unless it is through a conscious strategic decision, certainly not a local ad-hoc business call!
  • Hire people that can buy into the company culture.
  • Do not hang onto people that are not a fit… the longer they are there, the more they damage your culture.
  • Communicate your values, vision and mission with passion… demonstrating how important it is.
  • Most importantly… LIVE those values.

Leaders have a responsibility to their company and to the people who work there, to embody the values of the corporation. Leaders who expect people to “Do what I say, not what I do” are fooling themselves if they think anyone buys that act in 2014!

“No company, large or small, can succeed over the long run without energized employees who believe in the mission and understand how to achieve it.” Jack Welch

If you can have a company where everyone is pulling in the same direction, then you can achieve anything!

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Kevin Dee is CEO of Eagle (a Professional Staffing Company) Want to know where Canada’s hot jobs are?   Visit the Eagle Job Centre!
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
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October 8th, 2014

Accountability Is A Huge Differentiator

Quote about creating your own destinyPeople who are accountable accept responsibility without excuse.

Entrepreneurs demonstrate their accountability by overcoming the many obstacles in their path on the journey to success… whether they are ultimately successful or not. If they are not successful, they will no doubt accept responsibility, learn from it and try again!

“Accountability breeds response-ability.” Stephen R. Covey

Leaders who are accountable find a way to “make it happen”.

They are big on answers, not so big on excuses.

The dog does not eat their homework.

The economy is not an excuse for them.

People “not answering their calls” is not an excuse for them.

The plan was too ambitious is not an excuse for them.

They don’t blame their employees, but they do hold their employees accountable.

They are not always successful in their goal, but they always accept responsibility for their results… without excuse.

They have a plan, they work their plan, they adjust their plan and they know they are going to be successful… because they are willing to do what it takes.

“When you’re in business you know what needs to be done. You have your goals in front of you and 99 percent of the time you know how to do it. Accountability is usually the missing piece.” Jason Mickey)

There are people who TALK about being accountable… but it is very transparent that it is just talk.

There are people who will work hard, not succeed and not accept that their failure is their own.

There are people that will be super smart, not work very hard and bemoan the fact that they were not successful.

There are people who will be successful because of circumstance, but when the going gets tough they will have excuses.

Those people who have that inbuilt drive to achieve their goals will be successful in their careers, even if they have bumps along the way.

People are not born accountable. They learn to be accountable. They understand that accountability is a huge differentiator for them.

Leaders who are not accountable will not last. They will reveal their true nature with their excuses, and their inability to deal with adversity.

“You don’t choose the day you enter the world and you don’t chose the day you leave. It’s what you do in between that makes all the difference.” Anita Septimus

The best thing that you can do for yourself is to take accountability for your own destiny. Nobody is responsible for YOU, but YOU! Not your employer, your boss, your parents or the government.

Take responsibility, be accountable to yourself… and the rest will take care of itself.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!

Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!

Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

October 6th, 2014

Ten Tips for Leaders Making Tough Decisions

Douglas McArthur quote about leadershipAny Leader needs to make tough decisions. CEOs tend to have the unique additional challenge of making such decisions as the final decision maker. It is a subtle, yet sometimes daunting, difference.

At any other level within an organization there is someone else to challenge/stop/change or just agree with the tough calls. The buck stops with the CEO which means she/he is ultimately responsible for all company decisions.

Experienced CEOs will generally get the calls right and know that, because they are not infallible, there will sometimes be mistakes. He/she knows that ultimately making a decision is always better than a “no decision” and most mistakes can be fixed if necessary.

Some leaders run into trouble, by making poor decisions, or by avoiding making decisions. In my experience there are a number of reasons for this:

  • They are unwilling to get/listen to the right input before making a decision.
  • They think they have all the answers themselves.
  • They become paralyzed by the amount of input to the situation requiring a decision.
  • They lack confidence in their ability to make the right call.
  • They are worried about upsetting some people with their decision.

If the leader having a problem is not the CEO, then the problem can be solved quickly by a decision made by a more senior executive.

If the leader having a problem is the CEO, the impact on the organization is significant. CEOs MUST be willing to make tough calls, and be seen to act on decisions. The majority of those decisions should be sound decisions. This builds confidence and trust, which in turn creates a healthy leadership team.

“Lead me, follow me, or get out of my way.” General George Patton

Here are some thoughts on my experiences as a CEO making tough calls.

  1. Get all of the input that you need, from whatever source. NOT just from your executive team.
  2. Truly listen. Some leaders “listen to talk”, you must “listen to understand”.
  3. Understand that you can’t please all of the people all of the time.
  4. Be sensitive to those who will not like your decision.
  5. When it is a big decision, give yourself enough time, but don’t go beyond the “right amount of time”. If you have all the facts, and nothing is going to change, it is time to make your call.
  6. Make sure you are making a business decision and not an emotional decision.
  7. When the decision is complex I like to get outside of the office to think it through. My ideal is to get on my motorbike and let everything else go, it is amazing how often this brings clarity!
  8. Communicate, communicate, communicate. Listen before and explain after!
  9. Some people will need more time to understand and absorb your decision, if possible take the time to explain it to them.
  10. Know your own weaknesses, and get the right advisors to help you with those. I am not a detail guy, but I have detail people I trust implicitly.

“Inability to make decisions is one of the principal reasons executives fail. Deficiency in decision-making ranks much higher than lack of specific knowledge or technical know-how as an indicator of leadership failure.” John C. Maxwell

Tough decisions will define you as a leader, do not shy away from them!

 

September 30th, 2014

Get The Critical Tasks Done!

Golda Meir quote about governing the clockEffective time management will make a difference in almost any job. As a salesperson I would credit time management with playing a huge factor in any success that I had.

Good time management will focus you on the most important tasks, prioritise your time, eliminate time wasters and make you your most productive.

The use of “To Do lists”, effective calendar use, a strong focus on prioritization of tasks, eradication of the dreaded procrastination and a strong work ethic will work wonders.

“The great dividing line between success and failure can be expressed in five words: “I did not have time.” Franklin Field

Today I want to focus on one particular aspect of time management that people seem to have trouble with. It is about plugging time into your calendar for high return activities, especially when you are already busy.

In the staffing business that might mean recruiters finding time to interview great people, who might not be a fit for the jobs they are currently working on. It is difficult to take time away from a current search that seems to be the top priority and spending time being proactive with other candidates. The lifeblood of any good staffing company is access to a pool of great people who are ready or almost ready for their next assignment. If you don’t keep that pool fresh you will see declining results. This is a critical activity!

The same kind of situation holds true for a salesperson who needs to find time to meet new prospective clients when they are already busy servicing their existing clients. If a salesperson relies solely on their existing clients and does not keep growing, then ultimately, and sometimes very quickly, the situation can change. Key contacts leave or change jobs, a contract might be lost, the client may compete the business or the supplier company loses the good graces of a particular client. Any of these situations might leave the salesperson with a dilemma, a reduced income stream and no way to replace it. A good salesperson knows that looking for new clients and contacts is a critical activity.
 
“The essence of self-discipline is to do the important thing rather than the urgent thing.” Barry Werner

There are many such situations in all professions, where even though the impact is not immediate, the task is still critical. Find time to do those tasks. Let everything else fill in around those time slots, but treat those activities like gold.

If you have heard the parable of filling the jar with big rocks, small stones, sand and water (or coffee) then consider these tasks to be big rocks. Get them into your calendar first or the calendar will fill up with all those other things (sand, small stones) leaving no room for your most important activities!

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

September 26th, 2014

The Effect Of Alcohol On Careers

Drunk man with a beerIt strikes me as strange that I am writing a blog entry with such a title.

I am quite partial to a nice bottle of wine.

I enjoy my single malt collection upon occasion.

I have been known to have a beer to go along with a barbeque on a hot Summer evening, or after a game of soccer.

I’m a social person, and a glass in hand with good company is definitely on my list of things I enjoy.

Having said that, I lost a brother to alcoholism when he was 46 years old.

My wife and I have a foundation that supports an addiction centre and I have been fortunate enough to spend some time talking to people who had been through that program, and were trying to put their lives back together.

I heard the story of the high flying sales executive in the high tech world who let drink affect his life.  The company did not make it and nor did his marriage, he ended up on the street homeless and in need of help.

High flying careers seem to attract drink.  Liquid lunches used to be very normal, multiple drinks after work is still common.  You see them in bars everywhere, smart bright-eyed young executives on the rise with access to expense accounts and having fun.  It is very alluring, and if you keep it in perspective it can be fun.

The problems come when the alcohol becomes a habit, or worse an addiction.

The young, bright-eyed executive gets to be not so young any more.

The weight gain is steady and as the bloom of youth disappears the skin ages, the eyes become not so bright and the slurred jokes become less funny.

What might have been acceptable in the “Mad Men” era is no longer acceptable.  Societal norms have changed … we no longer tolerate discrimination, smoking in the office or excessive drinking.

We do not want our companies to be represented by people that are less than professional.

We want conversations with our clients, stakeholders and employees to be intelligent, not slowed by excessive alcohol.

Every year I take a 4 week period where I will abstain from alcohol completely.  It is my way of ensuring that it is not becoming too important in my life, and that I can go without on demand.

When I talk to our new staff before company events I will tell them that there will be alcohol, and that if they want to drink that is fine.  However, they are company events, and so they should act accordingly.  They should not make a fool of themselves and they should be ready to work and contribute the next morning, not hung-over and moving slowly.

Some companies have a no alcohol policy and I can understand that.  Our culture is a fun culture, but a professional one, that says its OK to have a few drinks just don’t go nuts.

Alcohol ruins lives.  On a smaller scale it ruins careers.  Don’t let the “fun factor” of a few drinks get away from you and affect your life negatively.

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Kevin Dee is CEO of Eagle (a Professional Staffing Company)
Gain a competitive edge!  Join Eagle’s Executive Consulting Network!
Find Canada’s top hot jobs, updated in real-time!  Visit Eagle’s Job Centre!
Have you tried Eagle’s (very cost effective) VirtualRecruiterservice?
________________________________________________________________

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