There’ll never be a better time for a manager working for a business, non-profit or association to ask this question: “Am I getting the public relations results I’m paying for — the really important external audience behaviors I need to achieve my department, division or subsidiary objectives?”

Because, like you I suspect, they have key target audiences whose behaviors help or hinder them in achieving their organizational objectives.

But even in their own best interests, too few involve themselves in their public relations effort to the degree they should.

True leaders don’t communicate organizational goals through grand speeches or catchy slogans. They do it quietly – by listening, gaining cooperation and satisfying others’ needs. Here’s how:

There is a demographic trend of which HR personnel, management, and CEOs need to be aware. According to demographic trends analyst, Cheryl Russell, by the year 2005, the most common household in the US will be single-person households. “Never before in American history has living alone been the predominant lifestyle,” says Russell, and the time is fast approaching.

Although the concept of positive reinforcement and the related principle that you get what you reward are well-founded in the psychology literature, the effective use of positive reinforcement by practicing managers is uneven and often totally lacking in day-to-day business operations. My Ph.D. study explored the conditions that enable or inhibit the use by managers of non-monetary recognition (NMR).

The Study

“There has also been a lot of spin about how long or short a resume should be. From my perspective as a recruiter, a resume should be as long as necessary. For example, a candidate with five years’ experience should not require a 3-page resume. Or, a candidate with 18 years’ experience should not be reduced to a 1-page resume. Length of resume depends entirely on each individual situation. There is no formula or rule etched in stone. If a recruiter is working with a Ph.D. candidate, then a resume may be 3, 4 or 5 pages, or even longer. So be it. If it’s relevant, promote it. If you’re pontificating, don’t.”
-Tim Dermady, President, ExecutiveFit Recruitment

Job-hunting with a less than serious email address can backfire as HR managers may not take the applicant seriously, according to a recent report

Dear Louise,
How soon after I start a new position is it acceptable to begin evaluating, reassigning and, if necessary, removing members of a new staff? I just started a new job and feel a number of changes are due, but don’t want to ruin morale or jeopardize my leadership by appearing ruthless.

Is your job search stalled? Is your resume closing doors instead of opening them? Are you landing interviews, but failing to get the offer? Is your job unfulfilling? Do you know how to recession-proof your career? Louise Garver can help. Send her your career questions today!

In today’s increasingly complex business world, companies are seeking ways to make sure they have the talent they will need to compete now and in the future. Securing and retaining the right skills and competencies is fundamental to the growth and vitality of any organization.