Recently, I was invited to lead a Zoom-based discussion on the topic of leadership. A list of questions was prepared in advance of our one-hour session. Here are a few of the questions.
According to the research, roughly 6,000 printers are considering an investment in B2 inkjet printing over the next two years.
The printing industry workforce is aging. When it comes down to it, the only way to replace a retiring population of print craftsmen is to bring in young people who are trainable. Enter, the Millennials.
I was once asked at a leadership seminar for the key to attracting and retaining superior talent. “Don’t hire jerks” was my reply. That got a quick laugh but a serious and robust discussion on the topic ensued. Is your hiring process robust enough to spot “jerks?"
Recovery has begun for the printing industry. Sales are growing and confidence is on the rise, but operating cost inflation and labor shortages are squeezing margins. Those are primary conclusions of the second quarter 2021 Print Business Indicators Survey.
After countless months mired in a painfully slow slog, we now begin to emerge from the trenches, in what we hope is the decisive conclusion to the COVID War. As we conduct the battle damage assessment, I’m now discussing the aftermath and raw scars.
As we prepare for life post-pandemic, this leaves us with the question of: what does reopening look like for businesses across the U.S.?
As I continue to work with and study the most enduringly successful CEO’s, owners, and senior executives some surprisingly consistent traits continue to emerge.
One-on-one meetings provide a valuable opportunity for focused, meaningful input, feedback, and sharing of pertinent information. By following an important three-step approach, you’ll bring needed structure and get far better outcomes from your time together.
Appraising employees’ work is never enjoyable, but you can make it a little easier by clearly defining expectations as well as the process you use for scoring job performance.
