Great Work Life Get That Promotion, Earn More, Feel Fulfilled & Deepen Your Relationships Wed, 23 Sep 2020 11:46:38 +0000 en-US hourly 1 What is the Mindset of a Trader? Wed, 23 Sep 2020 11:33:28 +0000 You cannot differentiate who is the better trader by just observing a trader’s strategy or by how good is their analyzing power, rather than, by finding out who has the most winning mindset for making a career from trading. Research shows that few things make a winning trader different than a losing trader.

  • Having a better trading strategy is not always give you a positive result.
  • Traders who are smarter than others do not always help you to make good profit from trading.
  • Winning traders do not always do better market analysis than other traders.

It is the psychological mindset for trading which makes winning traders deferent than losing traders.

Most of the trader considers making a good strategy before joining the trading market and they think that they are going to apply that strategy from the first trade. As they join the trading market daily and apply that strategy and think that their account will start growing in no time. But unfortunately, many of them start to lose money often no matter how good their strategy is and how well they follow it.

You will find many traders who are constantly winning money and if you get to know them then you will find out that the main reason behind they winning is having a good mindset for trading and they know what they want to have from this market. You may find out their strategy is not that much good but still, they are winning. So now you can understand that having a good mindset, attitude and psychological power is also as important as having a good strategy if you want to make the most from this market.

Key characteristics of a winning trader

A trader should have a few key characteristics which will help him to become a winning trader and now we are going to talk about those:

  • Be comfortable will taking a risk: People who cannot accept losing positively, always try to keep his risk level very low will never able to make anything from this trading world rather than he may lose his capitals. A winning trader must need to very strong mindset and should know that losing is a part of this world and should not be emotional when he faces a few losses. You cannot consider your trading account as a saving account from where you may get some result now and then and if you don’t want to take the risk then the trading world is not or you. You should leave trading soon if you think that you will get a guaranteed return from your trading account or you will hurt yourself for sure.
  • Adaptability: The trading market is so volatile that it looks deferent in every minute so a trader just doesn’t have to open a position whenever he just finds one. Rather than they need to analyze more to listen to what the market is trying to say before making any moves. So traders need to be adapt to all kinds of situations if he wants to make something from this market. Analyze the data like the top investors at Saxo Bank. Soon you will learn to take the trades like elite investors in Australia.
  • Being disciplined: A trader must have to be disciplined no matter how bad their trading day is going. They should always see their mistakes as a chance to learn and should become emotional so that they take more risks to recover they are lost. No matter how worse the situation becomes, traders should always stick to their plan and mindset and follow their rules of trading.
  • Risk management: Suppose there is a trader who is master of a break out trading and he might find all the positions where break out occurs and there is another trader who can sometimes find break out positions. So once they both find out a breakout and open position from the same place and after some time the trader who was not professional in break out trading was happy because his take profit level is touched and he got his profit. On the other hand, the professional break out trader was in a tensed mood because he did not use any take profit level and keep his trade open, and as a result market was going against him after rising to a certain level. So this happened because he did not follow any risk management rule though he is professional in break out trading. So always follow a proper risk management rule if you want to say alive in a good way in this market.

Trading can be considered a wild horse that is very hard to handle but it is now impossible to control it. If you have a strong mindset to make a career from it and you follow the rules then you will just become a winning trader in the near future.

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78 Remote Work/Telecommuting/Freelancing Statistics & Trends Thu, 10 Sep 2020 01:42:33 +0000 Going to the office is fast becoming a thing of the past for a large percentage of the world’s population. Interestingly, the available data indicates working remotely or outside the office, is becoming the norm in many professions.

A combination of new technology, changing attitudes about work, and labor shortages in some fields are making remote work more accessible than ever before. Both employers and employees are embracing remote work because of its benefits.

Lower costs, increased efficiency, higher productivity, greater employee satisfaction, higher morale, and reduced stress are just a few of the benefits from remote work. Given those benefits, employers of all shapes and sizes are embracing remote work.

78 Surprising Trends & Statistics in Remote Work

85 Powerful Statistics & Trends in Remote Working / Telecommuting Infographic
78 Powerful Statistics & Trends in Remote Working / Telecommuting Infographic

Here are 78 statistics and commentaries that show the popularity of remote work and offer a glimpse of the growing popularity of remote work.

1. Remote Work is the New Normal

Working remotely is the new normal for many professionals. For instance, 70% of professionals surveyed by office-service provider IWG in 2018 say they work remotely, CNBC reports. Moreover, 53% of the professionals IWG surveyed claim they work remotely at least once a week.

2. 43% of Americans Have Worked Remotely

The number of people working remotely is rising. Four out of 10 American employees were working remotely in 2016. A Gallup poll found 43% of American employees said they worked remotely, CNBC reports. Additionally, the number of Americans working remotely rose from 39% in 2012 to 43% in 2016.

3. Remote Working is the Fastest Growing Workforce

Remote work is one of the fastest-growing areas of the workforce. The number of remote workers in America grew by 140% between 2005 and July 2018, Global Workforce Analytics estimates. Moreover, the number of remote workers grew 10 times faster than traditional employees and self-employed.

4. 40% of Employers Offer Remote Working

Employers are more receptive to work from home and telecommuting than ever before. Global Workforce Analytics estimates 40% of American employers offered some remote work opportunities in 2018.

5. 93% of Employees Not Offered Remote Work

Finding remote work is still a challenge for many employees. Global Workforce Analytics estimates remote work is not an option for 93% of American employees. Only 7% of the employees surveyed were offered remote work opportunities.

6. 50% of USA Workers Could Work From Home

Many more people could work remotely if employers gave them a chance. Global Workforce Analytics estimates 50% of American employees hold jobs that they could perform remotely.

7. 25% of People Occasionally Work From Home

One in four Americans occasionally works remotely. Global Workforce Analytics estimates 20% to 25% of the US workforce telecommutes on a regular basis.

8. 90% Say They Would Like to Telecommute

Most Americans will do remote work if offered the chance. Global Workforce Analytics found 80% to 90% of Americans say they would like to telecommute. Specifically, the average American wants to spend two to three days a week working from home.

9. Office Desks Only Occupied 50% of the Time

Many more people could be working remotely than the data indicates. Global Workforce Analytics estimates that most Fortune 1000 company employees are only at their desks 40% to 50% of their time. In fact, most employees are gone from their desks at least half the time.

10. Remote Workers Earn More

Remote workers earn quite a bit more than average Americans. Global Workforce Analytics estimates 75% of remote American workers earn over $65,000 a year. In contrast, the median yearly salary for the average American was $47,060 a year in the 1st Quarter of 2019, The Balance estimates.

11. Professional Remote Workers Earn Less

However, remote-working professionals could earn slightly less than those who stay in the office. The Balance calculates the average American professional earns $66,820 a year. On the other hand, most remote working professionals earn just $1,820 less than the average American professionals.

12. 60% of Remote Workers Want More Time at Home

Significantly, most remote workers want to increase the amount of remote work they do. Buffer’s The State of Remote Work 2018 study found 60% of remote workers want to increase the amount of remote work they perform. Moreover, only 34% of remote workers were satisfied with the amount of work they perform.

13. 94% of Remote Workers Recommend It to Others

Most remote workers are satisfied with their jobs and situations. The State of Remote Work 2018 found 90% of remote workers want to keep working remotely for the rest of their careers. Additionally, 94% of remote workers surveyed said they recommend remote work for others.

14. 66% of Remote Workers are Full-Time

Nearly two-thirds of remote workers work remotely full time. 70% of those surveyed for The State of Remote Work 2018 Report were full-time remote workers. Interestingly, only 30% of remote workers, less than one-third, spent some time in the office.

15. 43% Say flexibility is the Biggest Benefit

A flexible schedule is the most valued benefit of remote work. 43% of remote workers told Buffer they consider flexible schedule the biggest benefit. Also were popular were spending time with the family (15%), the opportunity to travel (12%), and the work environment (11%).

16. Only 4% People Say Avoiding Office Politics is a Benefit

Remote workers do not hate the office and coworkers as much as commonly believed. Buffer’s State of Remote Work 2018 survey found only 4% of respondents cited avoiding office politics as a reason for telecommuting.

17. 21% of Remote Workers Experience Loneliness

Conversely, most remote workers miss their interactions with coworkers. Notably, 21% of The State of Remote Work 2018 respondents cited loneliness as their “biggest struggle.” Additionally, another 21% of respondents admitted that not being able to collaborate or cooperate with other workers was a “big struggle.”

18. 86% of Home Office Workers are Motivated

Motivation is not a problem for 86% of remote workers. The State of Remote Work 2018 states only 14% of remote workers admit having problems staying motivated. Consequently, most remote workers can easily motivate themselves at home.

19. 78% of Remote Workers Work From Home

Not surprisingly, home is still the most popular office for the world’s remote workers. 78% of The State of Remote Work 2018 respondents listed home as their primary work environment. Other popular workplaces include the office 9% of remote workers still perform most of their labors at the office.

20. Only 5% of Remote Workers Work from a Cafe

The popular stereotype of the remote worker sitting in a coffee shop sipping a late at her laptop is a myth. Only 5% of remote workers told The State of Remote Work 2018 pollsters they work in cafes.

21. Only 7% of Remote Workers Use Coworking Spaces

Coworking spaces are not very popular among remote workers. Just 7% of the telecommuters surveyed for The State of Remote 2018 said they used coworking spaces.

22. 80% Work While They Travel

Over 8 in 10 remote workers work while they travel. 81% of the people surveyed for The State of Remote Work 2018 said they worked while they traveled. However, less than 50% of the telecommuters surveyed say they spent more than 4% of their time traveling. Consequently, most remote workers rarely leave home.

23. Only 28% of Remote Workers are Freelancers

Most remote workers are not freelancers. Instead, The State of Remote Work 2018 found 58% of remote workers were employees of one company. In fact, only 28% of the remote workers surveyed were freelancers. However, 45% of those with regular jobs admitted to freelancing on the side.

24. 63% of Employers Offer Working from Home

Employers are becoming more receptive to remote work. Upwork’s 2018 Future Workforce report claims 63% of American employers offer some sort of remote work option.

25. 82% of PwC Employees Work From Home

Some companies are more receptive than others. For example, Dorothy Hisgrove, the Chief People Officer at PwC Australia, claims 82% of her employees occasionally work remotely, The Harvard Business Review reports.

26. 32% of People Quit Because of No Remote Working

More people are quitting their jobs because of their inability to work remotely. Flexjobs estimates that 32% of professionals, nearly one third, admit they quit a position because of a “lack of flexibility” in 2017.

Interestingly, the number of people who quit jobs because of a lack of flexibility is growing. Only 13% of respondents admitted to quitting jobs because of a lack of flexibility in 2013. Thus, the number of people switching jobs for more flexibility grew by 17% in just four years.

27. More Women Prefer Remote Working

Women are far more receptive to remote work than men. Flexjobs claims that companies with female CEOs were four times more likely to offer remote work opportunities than those with men at the helm.

28. 60% of Telecommuters Work a Fixed Scheduled

Most remote workers work fixed hours. A Talent LMS survey finds that 60% of telecommuters work a fixed schedule. Thus, many remote employers still follow a standard nine to five shift.

29. 67% of Remote Workers Want More Training

Remote workers do not think they are getting enough training. 67% of remote workers told Talent LMS they would like to get more training.

30. 70% of Remote Workers Get Training

However, most companies do offer training for remote workers. Talent LMS reports 70% of remote workers receive direct training from their employers.

31. 50% of Telecommuters Take Online Courses

Telecommuters do want to learn, however. 50% of remote workers take online courses, 22% use their phones to learn, and 13% attend webinars, TalentLMS estimates.

32. 31% of Remote Workers Have a Home Office

Less than one-third of remote workers have a home office. Just 31% of telecommuters say they own a home office According to Talent LMS.

33. 16% of People Work From the Bedroom

The living room is the second most popular space for working from home. 27% of remote workers say they work from the living room. Other popular locations include the bedroom (16%), the dining room (13%), and the kitchen (10%).

34. 25% of Staff Work With The TV On

Oddly, 25% of remote workers, or one fourth, admit they work with the television on. Conversely, another 21% of telecommuters say they prefer to work in complete silence.

35. Remote Worker Onboarding is Important

Not welcoming new remote employees into an organization could be a big mistake. Only 20% of those who were not welcomed by supervisors told TalentLMS they were satisfied with their positions. However, 41% of those welcomed onboard claimed to be satisfied.

36. 52% User Communications Apps

Just over half, or 52%, of remote workers, say they use communication apps frequently in their work.

[Related Article: 39 Golden Rules for Success In Remote Working]

37. Skype & Zooms Are The Most Used Communication Tools

Skype is the most popular communication app used by 27% of TalentLMS respondents.

38. Top 10 Remote Working Roles

The ten most popular work from home positions in America are accountant, engineer, instructor, writer, consultant, program manager, project manager, customer service representative, business development manager, and account executive, Flexjobs claims.

39. A Job By any Other Name

There is no set title or name for remote positions. Popular descriptions of the role include; “”remote job”, “”telecommuting job,”” and “”virtual job.”” Flexjobs

40. The Best WFH Companies

The top work from home company in the United States is the machine-learning firm Appen, Forbes contributor Alexandra Talty reports. Appen provides high-quality training for machine learning, including language services.

Other top work from home companies in the United States include; Lionbridge, VIPKID, Liveops, Working Solutions, Amazon, TTEC (Teletech), Kelly Services, Concentrix, and UnitedHealthGroup, Talty reveals.

Well-known companies that offer work from home opportunities include Intuit, Williams-Sonoma, Aetna (now part of CVS Health), Dell, Robert Half International, Hilton, Anthem Inc., SAP, Amgen, ADP, Human, Red Hat, Wells Fargo, Gartner, VMWare, Salesforce, JPMorgan Chase, Carlson Wagonlit Travel, Kaplan, Cisco Systems, Houghton Mifflin Harcourt, Xerox, The Hartford, Phillips, GitHub (now part of Microsoft), General Dynamics, Lenovo, American Express, Johnson & Johnson, and Rackspace.

41. Only a Few Government Agencies Offer Remote Work

A few government agencies are providing work from home opportunities. The US Department of Commerce, the Commonwealth of Virginia, and the State of Washington are on Talty’s list of top 100 remote working organizations.

42. 69% of Millennial Managers Allow Remote Working

Younger managers are more receptive to remote workers. Specifically, 69% of Millennial Managers (those under 38) and 59% of Generation X managers (those under 52) allow remote work on their teams, Yahoo Finance estimates.

However, the vast majority of managers will accept and support employers who work remotely. Yahoo Finance reports 58% of Baby Boomer (those over 53) managers allow team members to work remotely.

43. By 2028 73% of Firms Will Allow Remote Work

Working remotely will become the norm within a decade. Gallup predicts 73% of employers, two-thirds, will have some remote employees by 2028.

44. 90% of People Believe Remote Work Improves Morale

The vast majority of people want more remote work and telecommuting opportunities. The Staples Workforce Survey found 90% of employees believe more flexible work arrangements and schedules increase worker morale.

45. 67% Would Quit If Work Arrangements Were Less Flexible

Many employees now value the opportunity to work flexibly more than their jobs. In fact, 67% of employees told Staples they would consider leaving their job if work arrangements become less flexible.

46. Office Workers Only Work 32% of the Time

Interestingly, most employees could spend over two-thirds of their time away from the office. Workers told Staples they only spend 32% of their time working at the office. Thus, the average worker could reduce her workload by two-thirds and still get just as done. Consequently, the office may not be needed for productivity.

47. Only 27% of Millennials Spend 100% of Time in the Office

Younger people are even less likely to spend time at the office. Staples calculates only 27% of American Millennials (those under 38) spend all their work time in a traditional office.

48. 62% Lack the Ability to Work Remotely

Incredibly, 62% of Americans could still lack the ability to work remotely. In November 2017, Staples estimated that only 38% of American employees had the ability to work remotely.

49. 6 Million Americans Work from Coworking Spaces

More Americans than ever are seeking alternatives to traditional workspaces. For instance, Staples estimates 6 million American office workers were using coworking spaces in 2017.

[Related Article: 26 Proven Advantages of Telecommuting For Employers]

50. One Office Interruption Costs 23 Minute of Productivity

Interruptions at work are far more costly than you might think. It takes the average officer worker 23 minutes to recover from a minor interruption, The Motley Fool claims.

51. Distractions Cost 2 Hours Per Day

Being alone and away from the office could make you far more productive. For instance, The Motley Fool claims employers estimate the average employee loses one to two hours of productivity each day because of coworker distractions. Therefore, allowing working from home and working remotely could make companies more productive.

52. 35% of Time Is Spent in Meetings

Meetings are one of the greatest threats to worker productivity. Specifically, middle managers spent 35% of their time at work in meetings. In addition, the average upper management executive spends 50% of her time in meetings, The Muse claims. Consequently, being away from the office during meetings is one of the biggest benefits of remote work.

53. Only 50% of Employees Know Their Goals

Communication between management and employees is the hardest challenge facing remote and in-the-office workers. Gallup estimates that only 50% of employees know what their managers expect of them.  Consequently, many remote workers do not understand what their role in the organization is. Additionally, telecommuters can have a hard time expanding their roles and meeting unfilled needs in the organization.

54. Managers Need Frequent One on One Meeting With Staff

Managers need to have frequent conversations, will all workers, including remote employees, for an organization to succeed. Gallup notes: “A flexible culture requires frequent manager conversations about an employee’s short-term and long-term goals.”

55. Gig Workers are the Faster Growing Area of Remote Work

Short-term freelance positions, or gigs, are one of the fastest-growing areas of remote work. Pew Research estimates 24% of Americans made money from the platform economy in 2018.

56. 8% of Americans Earned Money With Online Platforms

Platforms such as Upwork; and Amazon’s Mechanical Turk, are becoming one of the most popular ways to find remote work. Pew Research estimates 8% of American adults earned money by doing a job or task they found on an online platform in 2018.

57. Uber & Lyft Are The Least Popular Remote Jobs

Ride-hailing services like Uber and Lyft are still among the least popular of remote jobs. Pew Research estimates only 2% of Americans drove for ride-hailing apps in 2018.

58. 16% Aged 18 to 29 Use Digital Platforms to Work

Younger people are more likely to use digital platforms to seek work. Pew estimates that 16% of Americans aged 18 to 29 were using digital platforms to seek work or gigs in 2018.

59. 22% Making over $30,000 Per Year Seek Work On Digital Platforms

Higher-income and middle-class people are more likely to seek remote work through platforms. Pew calculates 22% of Americans making over $30,000 a year are more likely to seek work through digital platforms.

60. 56% of Gig Workers Admit Gig Work is Essential Earnings

The gig economy is now vital to many Americans” financial survival. Pew Research finds that 56% of gig economy workers admit gig work is essential, or important, to their financial survival. Moreover, 49% of gig workers admit digital tasks are essential, or important, to their financial survival.

61. 68% of Gig Workers Have Regular Jobs

More full-time workers are doing remote side hustles than is commonly believed. Pew found that 44% of gig economy workers admit they are employed full time. In addition, 34% of gig economy workers are part-time employees.

In fact, over two-thirds of gig economy workers have a regular job. Pew found only 32% of gig workers said they were not employed.

62. 68% of Gig Workers Call Themselves “Independent Contractors.”

Interestingly, over one-fourth of Americans now view online platforms like Uber and Upwork as their “boss.” In particular, 26% of gig workers tell Pew they consider themselves to be “employees” of gig platforms. However, 68% of gig workers call themselves “independent contractors.” Therefore, many people are confused about their employment status.

63. 86.5 Million People Could Be Freelancing by 2028

Over half the population could be working remotely by 2028. Statista predicts that 50.9% of the US workforce, or 86.5 million people, could be freelancing in 2028. Thus, over half the population will do gig work in less than ten years.

64. There are 56.7 Million Freelancers in the United States

There are now 56.7 million freelancers in the United States Quartz reports. Moreover, the number of freelancers in America grew by 3.7 million between 2013 and 2018, the Freelancers Union and Upwork estimate.

65. 70% of Freelancers Train Online

Freelancers could be better trained than the rest of the workforce; 70% of full-time freelancers participated in online skills training. However, only 49% of full-time employees engage in such training. Thus, freelancers have a serious advantage over those in the office.

66. Freelancers Better Trained Than Full-time Workers

Interestingly, freelancers have a more positive view of learning than full-time workers. In fact, 93% of freelancers tell Upwork they value skills-training and on-the-job education over a college degree. Thus, freelancers could be more willing to learn and easier to train than full-time workers. That could give freelancers an edge over regular employees in finding work in new or growing fields.

67. American Freelancers Are Far Harder Workers

American freelancers are far harder workers than most people give them credit for. In fact, Upwork estimates American freelancers worked 1.07 billion hours a week in 2018, up from 998 million hours a week in 2016.

68. 61% of Freelancers Freelance By Choice

More and more remote workers are choosing to go freelance. 61% of freelancers told Upwork they were freelancing by choice in 2018. That number grew from 53% in 2014.

69. 42% of Freelancers Say They Value Flexibility

Like remote workers, freelancers say flexibility is one of their favorite perks. In fact, 42% of freelancers tell Upwork that freelancing “gives them more flexibility than a traditional employer.” Consequently, traditional employers will need to offer more flexibility to lure freelancers back into the fold.

70. 64% of Freelancers Find Work Online

The amount of work available to freelancers is increasing. Notably, 64% of freelancers told Upwork they found work online in 2018. However, only 42% of freelancers found work online in 2014.

Consequently, employers will need to make greater efforts to satisfy remote workers to keep them on board. Since remote work is getting easier to find, more and more workers could make the transition to freelancing.

Conversely, some employers will use the fear of workers going freelance as an excuse to curtail remote working. Some employers could limit remote work by highly skilled or productive employees, for instance.

71. American Business Is Reliant on Freelancers

American business is becoming more reliant on freelancers. In fact, US freelancers put in 1.07 billion hours of work a week in 2018; in contrast to 998 million hours of work a week in 2014, Upwork calculates.

72. 51% of Freelancers Say They Will Never Go Back To Regular Jobs

Getting freelancers to go full time is getting harder. Upwork finds 51% of freelancers admit “no amount of money” will get them to return to a traditional nine-to-five job.

73. 77% of Freelancers Say They Have a Better Work/Life Balance

Freelancing provides a high level of job satisfaction. For instance, 77% of freelancers tell Upwork they have a “better work/life balance” than those working in the office.

74. 84% of Freelancers Rate Lifestyle Higher Than Income

Lifestyle matters most to freelancers. Notably, 84% of full-time freelancers gave lifestyle a higher priority than income, Upwork claims. However, only 64% of traditional workers prioritize lifestyle.

75. 63% of Freelancers Feel Anxious

Freelancers are likely to worry about their future. Particularly, 63% of freelancers tell Upwork they feel anxious about all the time and tasks they have to manage.

76. 53% of Freelancers are Politically Active

Freelancers are more likely to be engaged in their community and country than full-time workers. Notably, Upwork found 53% of freelancers described themselves as “politically active, “compared to 34% of traditional employees.

77. 77% of Freelancers Are Optimistic About Gig Work

Most freelancers are becoming more optimistic about the future of independent contracting. To elaborate, 77% of freelancers were optimistic about the future of gig work in 2014. That number jumped to 87% in 2018.

Therefore, it will be harder than ever for employers to get freelancers to sign on as full-time workers at some point in the future. A likely outcome is that many employers will simply stop offering full-time work to contractors.

78. 57% of CEOs Say Remote Work Helps Reduce Attrition

57% of CEOs report that digital technologies are helping to reduce attrition rates and improve employee retention.

78 Remote Work Statistics & Trends Summary

These statistics provide an interesting glimpse of the future of work and business everybody needs to consider. In fact, we can make a few generalizations about the workplace of the future with the data presented.

First, the workplace of the future is not likely to be an office or physical building. Instead, many more people will work remotely, or digitally, and never see their coworkers or employers.

Second, under those circumstances, more and more organizations will forgo the expense of building brick and mortar offices and have everybody working remotely. Third, some employers will require remote work because it is cheaper and more productive.

Fourth, the distinctions between freelancers and full-time employers will disappear. Some organizations could offer freelancers the same benefits as full-time employees to retain their services. For instance, they are offering freelancers health insurance or paid vacations. In addition, many organizations will offer all workers the possibility to go freelance.

The main lesson we can learn from the data is that everybody needs to learn to work remotely. The statistics show that remote work is the future of employment, so everybody needs to get used to it.

[Related Article: GetResponse Email Marketing Software – Review Winner]

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Planning Ahead: Making Decisions And Budgeting Your End-Of-Life Care Sun, 06 Sep 2020 16:37:58 +0000 Despite recognizing the importance of end-of-life planning, only 21 percent of Americans have actually prepared their estate, according to a recent survey by the National Funeral Directors Association. As with a midlife career change, the final step of life is as big a step as any, and thus requires careful planning and deliberation. If you’re feeling lost on how to start on the right path, here are three simple tips to help you budget for your end-of-life plan.

Plaaning for Retirement

Taking Stock of Your Finances

As with any phase of life, getting your financial bearings is an essential part of end-of-life budgeting. First, gather all your financial documents and keep them in one place for easy reference. To get this done quickly, enlist the help of your extended family to gather up any documents relevant to your personal finances that you may have left in their care.

After this is done, take stock of all of your financial details. This includes your spending, income sources, savings, and debts. Take all of your property holdings and investments into account as well. Having this information readily available will be an immense help to you and to anyone helping you manage your financial affairs when the situation arises.

Financially Preparing For Long-Term Care And Final Expenses 

The term “long-term care” is going to take on a whole new relevance. What once was an investment you took for your elderly loved ones now applies directly to you. Your health and mobility levels are going to be primary factors on how much you must spend in that regard. To help prepare for this expense, look into local authority funding, and claim all pensions and allowances that you may be eligible for.

If you’re wondering exactly how much does final expense insurance cost,  one thing to keep in mind is that final expense insurance is more costly once you’ve reached the age of 60. It is best to start planning ahead of time. You can also set up a savings account specifically for final expenses. However, it may be less convenient than purchasing a plan from a provider.

Planning The Distribution of Your Estate

This primarily entails writing a notarized will. Note, however, that this document is sensitive to technical mistakes. So, it’s best to get professional help in making a last will and testament. Also, if you had written a will prior to a recent marriage or civil union, you may have nulled the provisions of your will in the process.

Without a will, the government will distribute your assets in a prescribed manner, without regard for your relationships to the recipients. Writing a will with the help of professionals, however, allows you to specify details of the distribution. Doing so will even help you avoid the hefty inheritance tax.

As your story draws to a close, you’re meant to have an easy, peaceful time recounting memories and taking stock of all the good things in life. Ensuring that your affairs are fully in order allows for this, and will leave you with the satisfying feeling of closure during the most precious chapter of your life.

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The Best Time To Send Marketing Email: The Truth Sat, 22 Aug 2020 15:07:41 +0000 There is so much talk from email marketing guru’s about the best time to deliver email marketing messages.  But the simple fact is that there IS NO SINGLE BEST TIME To Send Email.

The Best Time To Send Marketing Emails
The Best Time To Send Marketing Emails

The Best Time To Send Marketing Emails?

The best time to deliver an email is when the person is most likely to be awake, engaged, and ready to open the message, read it, and take action. This best time of day to send email is completely dependent on the individual person, their time-zone, and sleeping habits.

Some folks are night people; some are early risers.  Some work nightshift, some do email at work?

The single best time to deliver email is when that individual person usually reads their email.

Delivering email at the right time for every person cannot be done by a human, that is when artificial intelligence, or at least machine learning kicks in to do the job. Here are the email marketing companies delivering email at the perfect time for individuals.

Top 5 Email Marketing Companies Sending Emails At The Best Time

1. GetResponse: Perfect Email Timing, Time Zone Delivery

GetResponse A Leader in Email Marketing Automation

Review Winner

GetResponse is simply one of the best email marketing services around, with a complete portfolio of services.

Combining fantastic entry-level pricing with a set of powerful CRM & eCommerce services that will grow with your business and also drive your business forward.


GetResponse Review Summary Likes Dislikes
★ Best In Class Pricing ✘ No Free Tier
★ Excellent Email Deliverability ✘ Spam Check Very Stringent
Intelligent Time of Day Delivery
Time Zone Specific Delivery
Visit GetResponse ★ Fully Integrated Landing Pages & Payment Gateways
★ Dedicated Line To Account Manager


Email Perfect Timing

Perfect timing is a really intelligent way to deliver your emails at the precise moment your customer is most likely to open them.  GetResponse uses algorithms to analyze your contacts opening times.  If your contact is an early riser and usually opens your emails at 5 am, then the algorithm takes account of this information and delivers the future messages at this time.  This means every single contact has the right message at the right time according to their behavior; this is fantastic. GetResponse claims Perfect Timing increases open rates by 23% and click-through rates by 20%, and I do not doubt them.

Email Time Travel

If you operate a business that spans multiple time zones, then this feature is perfect for you.  Suppose you have a special offer that runs from 9 am to 5 pm on a specific day, you can use the Time Travel Feature to time your email’s arrival for exactly 9 am on that day in their timezone.

GetResponse Email Marketing Visualization
GetResponse Advanced Automation Image
GetResponse Advanced Automation Visualizes Complex Automation with Simplicity – Click to Zoom.

Primary Features: AutoFunnel

Only 3 of our tested companies provide a Sales Funnel service.  GetResponse arguably does this better than it’s competitors by having services that cover the entire sales process.

GetResponse Auto Funnels Lead the Industry
GetResponse Auto Funnels Lead the Industry – From Social Acquisition to Lead Pages That Generate Sales

[Related Article: Read the Full Detailed GetResponse Review]

Amazingly AutoFunnel is part of the GetResponse Plus Plan, and for only $179,- per month, you can host 25,000 contacts and get access to the entire portfolio of AutoFunnel related services.

Ease of Use & Customer Ratings

Using as many independent sources as possible, we have rated the services provided.

Our rating on ease of use and design ☆☆☆☆☆
Using the independent ratings from Trustpilot Users – we also filtered out obviously biased ratings. ☆☆
Customer Twitter Sentiment Index ☆☆☆☆☆
Support (Chat, Email, Phone) Chat, Email
Support Times 24/7
Response Time Immediate
Average Ratings of Support Times, Response Times & Accessibility ☆☆☆☆

GetResponse scores highly in both ease of use and their modern approach to design.  Despite the vast and powerful array of features and functions, the service is easy to navigate and use.

GetResponse Summary

GetResponse offers a fully integrated service with practically every feature you can imagine.  Surprisingly they can compete effectively at both ends of the price spectrum, offering industry-leading low prices for Startups and SMB’s but also offering a full spectrum Pro service for the enterprise.  Whichever tier of service you choose, you can be sure GetResponse will grow with and help grow your business.

Try a GetResponse Free Trial

2. ActiveCampaign: Intelligent Timing Delivery – Globally For Every Individual Person

Active Campaign

Review Winner

ActiveCampaign is simply one of the best email marketing services according to our testing.

Combining high-quality analytics, landing pages, full payment gateways, and multi-platform customer journey tracking.

They are a class act.


ActiveCampaign Review Summary Likes Dislikes
Intelligent Timing Delivery ✘ Higher Than Average Pricing
★ Excellent Email Deliverability
★ Full Suite of CRM Features
★ Sales Funnels
Visit ActiveCampaign ★ Fully Integrated Landing Pages & Payment Gateways
★ Dedicated Line To Account Manager


ActiveCampaign Email Marketing & Automation Features

Out of all the email marketing companies we tested, ActiveCampaign offers the full suite of email marketing and automation features.

Like all of the services reviewed, they offer a huge selection of pre-designed email templates and a good selection of high-quality images for use in your email campaigns.  The email design process is also fully drag-and-drop, making crafting your message a breeze.

Special Feature: Customer Experience Automation (CXA)

Customer Experience Automation (CXA) is the ability for automation to customize itself to every individual customer—so you can get better results from the same amount of work. When you create next-gen automation, you create a single simple flow. Machine learning and other dynamic features turn that flow into hundreds of unique experiences–created fresh for every person. Our automation accomplishes this in a few ways:

Email Timing & Predictive Sending

  • Timing: Create unique pauses and send times so that every message arrives at the perfect moment.
  • Predictive Sending: this product is a major step to providing automation that helps you give every customer a truly unique experience.
    • Send automation emails at the most impactful time for each individual.
    • Truly optimized send times at the contact level vs. account level
    • Available in Professional and Enterprise plans
  • Routing: Send people through the unique sequence that makes sense for them.
  • Content: Customize every message for each person who sees it.

Customer Experience Automation (CXA) Video

YouTube Video

Reporting & Analytics

ActiveCampaign has a solid set of basic and advanced reporting and analytics.  You will have the ability to analyze and improve your campaigns with reporting that allows you to compare desktop versus mobile, regional performance, or even global performance.  The reporting features even map the individual to their location on a map and uncovers open rates, click rates.  This can be invaluable if you are planning a roadshow, conference, or any regional activity as you can visualize and target your clients in that area. In addition, they even have a timeline view where you can replay the opens and clicks as they happened. Very nice.

[Related Post – Compare All Email Marketing Services Side By Side]

Of course, you can also see list growth, unsubscribes, and even social shares.  Finally and importantly, A/B Testing, the ability to test the email performance with different subject lines and content, is included even with the Basic starter package.

Visit ActiveCampaign

[Related Article: Active Campaign Pipelines Details in Our Full Review]

Ease of Use & Customer Ratings

Using as many independent sources as possible, we have rated the services provided.

Our rating on ease of use and design ☆☆☆☆
Using the independent ratings from Trustpilot Users – we also filtered out obviously biased ratings. ☆☆☆☆
Customer Twitter Sentiment Index ☆☆☆☆☆
Support (Chat, Email, Phone) Chat, Email
Support Times 10/5
Response Time Immediate
Average Ratings of Support Times, Response Times & Accessibility ☆☆☆☆☆

ActiveCampaign scores highly in customer service and customer satisfaction.  Despite the vast and powerful array of features and functions, the service is easy to navigate and use.

ActiveCampaign Review Summary

ActiveCampaign offers an almost complete set of tools, and what it does not provide natively is covered with 250+ integrations.  Its customers are extremely happy and are willing to pay a little more to get the highest levels of customer service and personal support.  Innovation in AI and Machine learning is allowing great features to bubble to the surface, such as predictive sending and predictive win probability reporting.

Visit ActiveCampaign

3. SendX: Time Zone & Intelligent Email Timing Delivery Automation

SendX Email Service

Review Winner

SendX is one of the newest email marketing services existing for just a few years, but this enables it to do things differently.

SendX’s focus on email deliverability, customer service, and marketing automation all at the best price point make it a solid choice for startups & small to medium businesses.

Packed full of great features like one-click resend to unopened and automated geo-targeted timezone deliverability and best open time deliverability make it a worthy winner.

SendX Review Summary Likes Dislikes
The Lowest Price ✘ No CRM
Excellent Email Deliverability + Smart Deliverability + Geo-Targeted Deliverability + Push Notifications ✘ No Funnels
★ 24/7 Phone & Chat Support
★ Excellent Customer Satisfaction Ratings
Visit SendX ★ 50+ email Templates +1/2 Million Stock Photos
★ Good Automation, Segmentation & Tagging


SendX Pricing

When it comes to pricing, SendX is the leader.  They are actually the lowest cost service provider in 4 of the 5 categories, meaning if you have, or plan to have more than 500 contacts, then SendX is the best choice.

Competitor Pricing Table – All Email Marketing Services

Value RatingsSendX Email ServiceGet Response Email Marketing ServiceBenchmark EmailAWeber Email Marketing ServiceConstant Contact Email ServicesConvertKit Email & Sales ServicesMailchimp Email ServiceActive Campaign Email ServicesiContact Email Marketing ServiceOntraport Email & CRM ServicesMailJet Email ServiceSendinBlue Email Service
Free-TierNoNoYesNoNoNoYesNoNoNo6K/m - $09K/m - $0
500$7.49$15$13$19$17$25$15$9$30$7930K/m - $9.6540K/m - $25
2,500$15$25$30$29$38$49$50$39$50$14760K/m - $18.9560K/m - $39
10,000$39$65$76$69$81$119$99$111$110$297150K/m - $69120K/m - $67
25,000$112$145$144$149$191$166$219$179$199$497450K/m - $230350K/m - $173
50,0000$172$250$237$392$295$316$299$239$379$599=< 125K
Unlimited$2,999$99 per extra 100K
Cost per Contact (cents)0.390.650.740.690.81111.110.672.97NANA
Visit SendX ServicesVisit GetResponseVisit BenchmarkVisit AWeber ServicesVisit ConstantContactVisit ConvertKitVisit MailchimpVisit ActiveCampaignVisit iContact ServicesVisit OntraportVisit MailJet ServicesVisit SendinBlue

Unlike most email service providers, SendX does not offer complicated tiers of service.  There is simply one service & price, and this includes:

  • Email Marketing Automation
  • Unlimited Email Sends
  • Segmentation, Tagging, Autoresponders, Drip Campaigns
  • Signup Forms, Email Templates & Stock Photos
  • Geo-location Timezone Delivery
  • Intelligent Smart Delivery Based On User Open Patterns
  • 1-Click Unopen Resends
  • Multi-User Roles & Teams
  • Free Migrations Service and much more.

What I like about the SendX pricing model is that it is simple and transparent.  There are no hidden charges, and they will even migrate you from another service provider free of charge, this is impressive.

SendX Email Marketing & Automation Features

SendX offers a selection of pre-designed email templates and a good selection of high-quality images for use in your email campaigns.  The email design process is also fully drag-and-drop, making crafting your message a breeze.

In fact, SendX has a collection of 50+ high converting newsletter templates and impressive 1/2 million licensed images, the most of any other provider.  This will ensure your emails will look professional and unique.

SendX Service Overview Video

YouTube Video


Visit SendX for a Free 14 Day Trial


SendX Smart Send – Machine Learning?

We see a very strong trend in the industry towards machine learning to improve email services.  Take for example the excellent new innovations by SendX, which enables you to target each individual contact with an email delivered at the usual time they open emails, so if your contact reads their emails at 6:30 am weekdays, the email will be delivered then, so it is at the top of the inbox  You can also deliver the email at, for example, 9 am, in every timezone.

SendX Smart Send - Delivering Email At The Right Time
SendX Smart Send – Delivering Email At The Right Time

So, SendX is providing innovative uses of AI and machine learning, all at the best price point in the industry.

Surprisingly, not all email newsletter providers offer this service.  To view the other vendors offering this service, check out our Email Service Master Comparison Table.

Ease of Use & Customer Ratings

Using as many independent sources as possible, we have rated the services provided.

Our rating on ease of use and design ☆☆☆☆☆
Using the independent ratings from Trustpilot Users – we also filtered out obviously biased ratings. N/A
Customer Twitter Sentiment Index ☆☆☆☆☆
Support (Chat, Email, Phone) Phone, Chat, Email
Support Times 24/7
Response Time Immediate
Average Ratings of Support Times, Response Times & Accessibility ☆☆☆☆☆


SendX scores highly in customer service and customer satisfaction.  Whatever problem you may be facing the talented and passionate support team is available instantly, the support service is easy to navigate and use.  I asked a question on the website via the chatbot and was then immediately transferred to a human, who helped me out and also offered me a free phone consultation.

SendX Review Summary

SendX’s focus on email deliverability, customer service, and marketing automation all at the best price point make it a solid choice for startups & small to medium businesses.  Packed full of great features like one-click resend to unopened and automated geo-targeted timezone deliverability and best open time deliverability make it a worthy winner.

Visit SendX for a Free 14 Day Trial

4. MailChimp: TimeWarp.

mailchimp logo

MailChimp is one of the older email marketing services, and since its launch in 2001, it made great strides in gaining small business customers across the digital marketing industry.  It became one of the email newsletter behemoths.  As you can see from our article on choosing the best email software, many entrepreneurs still use MailChimp.  But during the thousands of hours of researching and testing email marketing services, we have found MailChimp’s service to be lacking.

MailChimp Review Summary Likes Dislikes
★ Facebook & Instagram Adverts Integrated ✘ Customer Satisfaction
★ RSS to Email ✘ Pricing
★ Email Updated to Facebook ✘ Trustpilot Ratings
★ Abandoned Shopping Cart Followup ✘ Limited Features
Visit Mailchimp Customer Specific Delivery Times
Time Zone Delivery Times


Top of Inbox Delivery Timing?

We see a very strong trend in the industry towards machine learning to improve email services.  Take for example the Top of Inbox Delivery which enables you to target each individual contact with an email delivered at the usual time they open emails, so if your contact reads their emails at 6:30 am weekdays, the email will be delivered then, so it is at the top of the inbox  You can also deliver the email at, for example, 9 am in every timezone.

MailChimp Timewarp Delivery – Nicely Implemented

MailChimp TimeWarp Delivery
MailChimp TimeWarp Delivery

Other vendors also offer this functionality; it is called “Time Travel” by GetResponse. ActiveCampaign and SendX also have similar functionality.

[Related Post – Compare All Email Marketing Services Side By Side]

Lack of Advanced Features

MailChimp is clearly not aiming at enterprise customers.  There is some limited possibility to host multiple accounts to enable better workflow and collaboration in the marketing department.

There is also no mechanism for customer relationship management (CRM).  So if you are part of a larger team, you will want to consider ActiveCampaign or OntraportGetResponse has a great price point and a complete set of features.

Out of all tests, only three software vendors offer a fully integrated site chat function, Mailchimp is not one of them.

Ease of Use & Customer Ratings

Using as many independent sources as possible, we have rated the services provided.

Our rating on ease of use and design ☆☆☆
Using the independent ratings from Trustpilot Users – we also filtered out obviously biased ratings.
Customer Twitter Sentiment Index ☆☆
Support (Chat, Email, Phone) Chat, Email
Support Times 24/7
Response Time Delayed
Average Ratings of Support Times, Response Times & Accessibility

MailChimp has recently raised their prices, which does not impress its customers, but the biggest issues are the levels of customer service and the technical issues with the service availability.

Take a look and the Twitter Sentiment (type MailChimp into the query box), and you can see the negativity and tweets categorized.  You can also look at the Trustpilot scores for MailChimp, with 55% of its own customers rating it Bad.

MailChimp Review Summary

MailChimp offers a free service to host up to 2,000 contacts, which is unique and good for startups with a $0 budget.  But MailChimp is also suffering a host of problems, with unhappy customers, a high price to features ratio, and system availability technical issues. With crushing Trustpilot ratings, can MailChimp pull through?

5. SendinBlue: Smart Send Timing Delivery.

SendinBlue Email Service

SendinBlue offer Send Time Optimization with their Premium package prices at $49 per month.

The service also includes:

  1. Time Zone Specific Delivery
  2. Unlimited Contacts
  3. Email Automation
  4. SMS Send & Personalization
  5. A/B Testing
  6. Site Chat
  7. Sales CRM

Ease of Use & Customer Ratings

Using as many independent sources as possible, we have rated the services provided.

Our rating on ease of use and design ☆☆☆☆
Using the independent ratings from Trustpilot Users – we also filtered out obviously biased ratings. ☆☆☆☆
Customer Twitter Sentiment Index ☆☆
Support (Chat, Email, Phone) Limited
Support Times 10/5
Response Time Delayed
Average Ratings of Support Times, Response Times & Accessibility ☆☆


Visit SendinBlue

Core Email Automation & Intelligent Timing Delivery + Time Zone Delivery

Primary Features eMailGet Response Email Marketing ServiceSendX Email ServiceActive Campaign Email ServicesOntraport Email & CRM ServicesMailchimp Email ServiceSendinBlue Email ServiceAWeber Email Marketing ServiceConvertKit Email & Sales ServicesBenchmark EmailiContact Email Marketing ServiceConstant Contact Email ServicesMailJet Email Service
eMail Templates✔✔✔✔✔✔✔✔✔✔✔✔
eMail Images✔✔✔✔✔✔✔✔✔✔✔✔
Email Forms✔✔✔✔✔✔✔✔✔✔✔✔
Drag & Drop✔✔✔✔✔✔✔✔✔✔✔✔
Tagging & Segmentation✔✔✔✔✔✔✔✔✔✔✔✔
Intelligent Timing Delivery✔✔✔✔✔
Time Zone Delivery✔✔✔
Email Analytics✔✔✔✔✔✔✔✔✔✔✔✔
Power Analytics✔✔✔✔
A/B Testing✔✔✔✔✔✔✔✔✔✔✔✔
SPAM Scoring✔✔✔✔✔✔✔✔✔✔✔✔
Visit the VendorVisit GetResponseVisit SendX ServicesVisit ActiveCampaignVisit OntraportVisit MailchimpVisit SendinBlueVisit AWeber ServicesVisit ConvertKitVisit BenchmarkVisit iContact ServicesVisit ConstantContactVisit MailJet Services
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Top 10 Reasons Why Good Managers Sometimes Make Bad Decisions? Sat, 22 Aug 2020 14:30:20 +0000 Managers and leaders are only human, and humans are not perfect decision-makers, so you can expect a bad decision once in a while.  However, in business, when an otherwise competent manager starts making bad decisions, it can impact their team and the broader company.

Humans As Decision Makers

Consider the most important decision of all, who shall we marry? It turns out that the critical decision of choosing a life partner is an extremely difficult decision to get right.  According to the CDCs National Center for Health Statistics, 42% of all marriages in the USA result in divorce.  This means that only 58% of the time, we make a good choice in our most important decision.  Even though we have no limit on the time to “test drive,” evaluate and assess a future life partner, we still fail 42% of the time.

It can be argued that people change over time, and therefore partners grow apart, meaning the outcome is unforeseeable, but the counter-argument is that the criteria upon which the decision was made were not as robust as it could be.

In either case, we humans probably get any decision correct 58% of the time.

The Top 10 Reasons Why Good Managers Make Bad Decisions

1. Inexperience

A young manager just starting on their career in management might simply not have enough business and life experience to make a high percentage of good decisions.  Often a mistake of young managers is to say “Yes” to everything which can lead to an over-burdening of the team.  While saying “No” to many requests may lead others to perceive the manager in a negative light.  Always saying “Yes” without question and without prioritizing the requests can lead to overworking your team, forcing poor decision making further down the line.

Inexperience in leading people on a personal level can also lead to bad decisions.  A younger manager that manages more mature workers can run into conflict if they do not show the required levels of self-confidence to stick by their decisions and follow them through. If the young manager is not committed to their decisions, they cannot expect their older team members to follow through either.

2. Personal Life Pressures

Although it is unprofessional to let your personal life interfere with your professional life, it happens all too often.  Consider a manager that is going through a painful split with their partner, discovers that a team member has started dating another co-worker.  The manager stages an intervention with the two employees and stresses that workplace romances are not acceptable in the company.

While workplace romances are frowned upon, it is neither illegal nor legislated against in any ethical code of conduct that I have read.  The manager is making a poor decision; the manager should not get involved in this situation and should rise above it.  However, if the relationship starts to affect performance, this could be a case to intervene.

3. Time Pressure

The life of a manager is often one of being under constant time pressure.  For example:

  • You need to deliver a sales number by the end of the month
  • You need to present your status report at the senior manager’s weekly team meeting
  • You need to stay late to complete your presentations for the next day
  • You need to interview ten candidates for an open position
  • You need to formulate a detailed business case for investment in a new product or service

The role of a manager can be exciting and challenging, but the package comes with time pressure.  If your manager is overwhelmed, they may not be able to dedicate enough time to consider important decisions adequately.

Time Pressure Can Lead To Poor Decision Making
Time Pressure Can Lead To Poor Decision Making

4. Stress & Overwork

Due to time pressure and overwhelming demands on the team, your manager may well be under stress.  Often decisions made under the conditions of stress and overwork are not good decisions.  Many companies now promote a work/life balance.  But while they promote it, most management teams do not actually support it.  You get promoted by delivering results, not having a good work/life balance.  If you, as a manager, can achieve both, you will have a better decision making track record.

On your journey to greatness, it helps to learn from the very best.

I recently signed up for and learned business leadership from Howard Schultz, economics & society from Paul Krugman, and even business strategy from Bob Iger.

Discover your new passion; from making music to design and photography with Masterclass, you can learn from the best.

YouTube Video



5. Senior Leadership Pressure

If you have not been a manager, you may not appreciate that managers are under constant pressure from above.  If you have a great manager, they will protect you from the external pressures so that you can perform.

Common Senior Leadership Pressures That Lead To Poor Decision Making

  • Forcing continual cost reductions even though the business is growing
  • Enforcing a “Fire the underperforming employees” policy
  • Inflating targets to unachievable levels to force an over performance situation
  • Pushing a policy of continual workforce downsizing.  Even though your company meets its revenue, sales, and profit targets, leadership is still reducing the workforce by 10% per year.
  • Constantly reorganizing the company between functional hierarchy (Sales, Product Development, Operations) or business unit hierarchy (Product A, Product B, Product C).

Most senior leaders do not understand the company well enough to optimize the organizational structures, yet they will constantly reorganize to attempt to prove they are doing something of value.

These pressures exert a huge burden on managers, which can lead to poor decision making.

6. Pressure from Individual Team Members

Some teams have larger than life characters that perform important roles and have undue influence within the team.  This is a real-life example from my early career.  I took a freelance I.T. contract with a large pharmaceutical company.  I was 23 years old, and the contract was more money than I could have dreamed of as someone fairly fresh out of university.  There was a guy in the team, let’s call him Dave.  Dave was a tough lad, physically, mentally, and personally, he did not suffer fools gladly and was crushing if any “Newbie” made a mistake.  Even his manager was scared of him.  The team was effectively being run by Dave, and it did not help the manager that Dave was also one of the most talented I.T. guys in the company.

This placed the manager in an awkward position of deference to Dave’s wishes.  If you, as a manager is in this position of managing a tyrant, you either need to befriend and coach them into better work practices or develop someone to take over their work and let them go.

7. No Clear Personal Values

As a manager, you need to have a clearly defined set of personal values; these values will enable you to make better business and team decisions.  In our article on ethical leadership, we discuss the FATHER framework for developing core values.

Fairness – The principle of fairness is core to the way we humans interact and expect to be treated.  By default, we expect to be treated fairly and strive to treat others fairly.  As a leader, you should always treat your team, tribe, or followers fairly.

Accountability – Being accountable for bad decisions or mistakes shows your moral fiber.  We all make mistakes, but also many of us will not admit our mistakes and move on.  Accepting accountability shows you are a strong, well-rounded leader with a character that people will respect and follow.

Trust – Great relationships and great teams are built on trust.  Your team, your family, and your friendships rely on trust to grow and develop meaning.  All high performing teams, whether in the military, football teams, or teams within your company, will have a strong foundation when built on trust.

Honesty – Being able to discuss openly and honestly important issues with those around you is key to the integrity of our relationships.  Honesty feeds into trust directly.  If you cannot be honest with someone, it means you cannot trust them to hear the truth.

Equality – The principle of equality is core to our global human survival and happiness.  There are so many inequities in the world, based largely on the fact that people love to discriminate against others for so many reasons.

Respect – The meaning of respect is to show regard for the wishes, feelings, and rights of others.  You may not agree with the feelings or wishes of other people, but you need to respect that they have those feelings.  You need to be able to appreciate that someone is the way they are for a reason.  A true understanding of humanity means you will learn to respect the differences in us all.  You may not agree with those differences, but you need to ability to consider why those differences exist.

A manager without a strong set of values will make poor decisions again and again.

8. No Solid Decision-Making Process

To keep it simple, there are two major theories/considerations in ethics that are said to compete, duty and utilitarianism.

The duty-based approach establishes right or wrong based on a list of rules such as the biblical rule “thou shalt not kill.”  If you break the rule, you are in breach.  Most company codes of conduct are duty-based.

The utilitarian approach judges a decision to be right or wrong based on the consequences “the greatest good or the least pain.”

This might sound overly complex, so try to use the following decision-making cheat sheet.

Decision Plan Template

What Is My Decision? ______________________
Why have I made this decision? ______________________
Who will help me implement it? ______________________
Who is affected? ______________________
How can I minimize the impact on others? ______________________
What are the steps involved? ______________________
When will I begin the actions? ______________________
When will the actions be completed? ______________________
Post plan review.  Did it work out as expected? ______________________

9. Ego & Power

The age-old phrase “power corrupts” is as true as it is timeless.  While a leader might not have a lot of influence in the world, they certainly wield power over their sub-ordinates.  A manager without a solid foundation of meaningful values will start to make poor decisions when they feel they are in a position of power.  When a manager exudes the aura of being able to walk on water, it will coincide with poor decision making.

10. Lack of Balance Between Emotion & Logic

We, humans, are both logical and emotional animals.  Yet in some areas of our life, we let emotion control our decision making.  For example, when it comes to the choice of partner or choices of friends, we are often, if not entirely, driven by emotion.

A well-balanced manager should be able to make good logical choices that also sit well with them emotionally.  Overly cold and calculating business decision making without consideration for the human aspects and impact of the decision will not be balanced.  Moreover, an overly emotional decision that makes no logical sense is equally destructive.

Why You Might Think A Management Decision Was Bad

Hindsight Bias

As explained in scientific research into managerial decision making the “hindsight bias.”
occurs when people look back on their own judgments and those of others. We typically are not very good at recalling or reconstructing the way an uncertain situation appeared to us before finding out the results of the decision.

Consider this common example.

Your manager is hiring for a new position within the team.  After a long interviewing process asking the best interview questions, the manager hires the most highly qualified person with the best cultural fit for the team.  A few months after the new hire starts, the team starts to realize that the new person is manipulative and politically driven, sowing negative feelings throughout the group.

The problem here is that the manager’s choice was not necessarily a bad decision.  Based on the interviewing, qualifications, and background research on the person, they were the best fit.  It was the best decision based on the information at hand.

The fact that with hindsight it is judged by the team, and probably by the manager also,  that it was a bad choice, should not be held against the managers otherwise solid record of decision making.

As Max Bazerman puts it: In general, individuals should be judged by the process and logic of their decisions, not just on their results. A decision-maker who makes a high-quality decision that does not work out should be rewarded, not punished. Why? Because results are affected by a variety of factors outside the direct control of the decision-maker.

When the hindsight bias leads our knowledge of the result to color our evaluation of the decision maker’s logic, we will make poorer evaluations than we would otherwise.

]]> 2
10 Insightful Examples of Good Business Decision Making Sat, 22 Aug 2020 13:35:21 +0000 Making good decisions in business can ultimately be the difference between your business being a success or a failure.  So I asked business leaders and decision-makers to give us an example of great business decisions they have made, how they made the decisions and what was the outcome.

Read on to learn about the 10 decisions, from team building, hiring and firing to rebranding and relocating.

10 Insightful Examples of Good Business Decision Making
10 Insightful Examples of Good Business Decision Making

10 Examples of Good Business Decision Making

1. How To Build a Team To Deliver Business Results Across The Globe?

As a leader in a Silicon Valley corporation, I was tasked to build a team that would be able to standardize our I.T. outsourcing processes and implement strategic organizational change across a workforce of 20,000 people scattered across the globe in our global delivery centers.

How Did You Make The Decision?

I took a long look at the problem.  Implementing cultural and organizational change across the globe would mean you have two choices.

  1. Build a team in your location and then travel across the world implementing the changes
  2. Build a team across the globe who can implement changes locally.

I went for option 2, and interviewed and hired the best people I could find in the U.S.A, Costa Rica, Bulgaria, Slovakia, India, Malaysia, Philippines and even Australia.

What Was The Outcome of the Decision?

Because the team of 20 people was spread across the globe, I had to work on remote team management best practices, like Skype team meetings, regular one on one coaching sessions and organizing a yearly “face to face” team meeting.

The outcome was better than I could have imagined, we had a great team culture built on trust and achieved outcomes for the business valued at over $100 million.  Many of the team members I consider my friends, even to this day.

Barry D. Moore – Founder

2. Should you keep a client that you can’t give results to?

I was starting my agency and one client was giving us 60% of our revenue, but we weren’t able to deliver the results because the owner was changing & controlling every part of the business in a negative way. We could keep the client, get average results & hurt our reputation or let the client go and keep our reputation intact?

How Did You Make the Decision?

We made a list of the short term positives/negatives and long term positives/negatives. We always strive to give more power to long term impacts of what we did. This really helped us to see that 2-3 years from now, we would have clients paying us a lot of money, but we would regret having hurt our reputation

What Were The Effects of This Decision?

We decided to stop working with the client because our reputation long term would be more important than a few thousand dollöars.

Aristide Basque, Co-Founder of SH1FT Digital

3. When & Whom to Hire?

One of the things that leaders all over the globe struggle with is when and who to hire when they are first starting out. This is a big hurdle because a good leader must be backed by an even better team.

How Was the Decision Made?

I decided to choose to not only look locally for employees but to search for remote workers and digital nomads who could provide a unique set of tools. I wanted to build a team that was culturally diverse so that we could make innovative decisions that would be out-of-the-box to many organizations.

What Was the Effect of the Decision?

Once I began to build my A-Team, we utilized organizational apps like Asana, Slack and our own email client, Mailbird, to ensure that we were on top of all of our projects. We held bi-monthly meetings on Zoom or Skype, and we brainstormed like crazy. If I hadn’t stepped out of the tried-and-true methods of hiring, I wouldn’t have the rock-star team that I have today!

Andrea Loubier CEO of Mailbird a desktop email client for Windows

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4. Making a Big Branding Change

I drastically changed my branding – I went against what was normal in my industry, in fact, my designer commented that “no one will know what hit them”. It was a bold and potentially risky move to make my messaging and look so much at odds with what was expected.

How Did You Make the Decision?

I had done extensive work on figuring out my ideal clients, I really dug into not only who they are, but also their pain points and areas of affinity, such as the other brands they interact with. I took a lot of cues from the interactions I had with previous clients and how they talked about their problems to make sure that my messaging was correct.

But, overall, I just used my gut, I approached this decision as if I was already on the other side at my goal, (charging more with better-suited clients) and went for it. I understood that risk is part of a business and without pushing forward and breaking boundaries, I would be stagnating. When making any big decision, I aim to be in the headspace of the business owner who has already achieved the goal, as on the other side there will be a lot less fear or uncertainty.

What Were The Effects of This Decision?

Exactly what I wanted! It was certainly nerve-wracking when the new branding had launched. But, within a few hours, I had a new inquiry from a client who perfectly fit with my ideal client profile and was on board with my messaging.

The impact overall was that I received fewer inquiries, but they were much better qualified – generally speaking they perfectly met my ideal client profile and were pre-sold on me. So, of the inquiries I did receive, I closed nearly all of the sales meetings and overall had a higher number of clients and income.

Hannah Attewell. Founder of, coaches female entrepreneurs and women in small businesses to identify their goals and take massive action to achieve them. 

5. How to Address Over Servicing of Clients?

Description: The biggest challenge our company has faced is overservicing our clients. On its face, going above-and-beyond for clients seems like a positive: we wanted to do what it took to get results. One year we over serviced client budget by over $90,000, crippling our ability for growth both in time spent doing work we weren’t getting paid for and in not leaving time to tackle essential sales and marketing efforts. We were also giving our clients unrealistic expectations of what results were possible within their budget.

How Did You Make the Decision?

I made the decision to bring on an operations and project manager to optimize our operations and financial processes. She was able to analyze the financials and create projections for growth. It wasn’t until we had a detailed analysis that we reapplied how significantly the trend of overservicing our clients was impacting our business model.

What Were the Effects of The Decision?

We’ve been working over the past year to implement new overage policies, clarify job descriptions, create commission & bonus incentives, and adjust our fees and client communication. These efforts give our clients clearer expectations and empowered our account managers to effectively manage their client’s budgets.

Amber Henrie is a seasoned PR, marketing, and arts professional. CEO & Founder of In The Lights

6. Hiring then Firing My First Employee

Description: I hired my first employee before I opened the doors to my permanent space. It was a great decision until it took longer to open the doors than I expected. Then, I had to decide whether or not to fire that first employee.

How Did You Make the Decision?

It was a difficult decision to make when considering the fact that my employee was one of my best friends. She was also very creative and talented and was doing great work. My decision-making process had to take into consideration the hard, raw facts of keeping the business open or now. So when I sat down and looked at the numbers, it became a very easy decision. I simply didn’t have the cash flow at that time to pay her AND keep the business moving forward.

What Were The Effects of This Decision?

The immediate effect was that I was able to keep building the business. I did get the office space open and I did grow the business and a year later, I am still expanding the space and the business revenue. It actually turned out well for my former employee too! She took the opportunity to start up her own magazine, a dream she had been nurturing but hadn’t pursued. She thanked me later and we’re still great friends!

Kayla Pendleton, Owner/Founder of Her Space – A Co-Working Space for Women

7. Should I Fire an Under-performing Employee?

A good business decision I made was regarding an employee. They had been with me a few months, but there was a period where they would come in late for work and called in sick a few more times than any employer would like.

Now, this employee was competent and seemed fairly passionate about the work they did, however, I think in any conventional company, especially in larger ones, they would have been let go without much fanfare.

How Did You Make The Decision?

I reached out to this employee and had a frank conversation about their recent dip in performance and what issues might have been affecting this (they mentioned personal issues at home). We then put together a plan of action where they improve their performance. After 2 weeks, they didn’t quite meet what we agreed upon, but there was an improvement. I decided to extend that plan 2 more weeks because of that improvement, and that paid off, at the end of the month, they were back on track, and performing better than ever.

What Was the Effect of the Decision?

That employee was, before they experienced some personal difficulties, one of my more active employees in engaging my clients. They had good client retention, and would fairly successfully upgrade them to higher plans or services. This employee went back to being an asset after their personal issues were resolved, or after they committed to not having those issues affect their work. I think it’s easy to dismiss someone who’s under-performing, however, consider the root cause of the problem. If it’s personal issues, and we all have them, I think it’s worth it to consider giving them a bit of time to figure things out.

Dane Kolbaba Founder of Watchdog Pest Control

17 Steps To Making Good Decisions [In Life, Love & Work]

8. How to Implement Delegation?

Especially when it comes to entrepreneurs, there comes a time when it is difficult to let go of the reigns. Once you’ve built a company from the ground floor, there’s a vested interest that is difficult to put into words. So, it can be hard to begin to assign tasks to others when there was once a time when you were doing it all!

How Was the Decision Made?

I decided that the best thing I could do for my company was to delegate. If I was presented with a project or a task that I didn’t feel as if I were 100% the person for the job at hand, then I needed to pass it off to someone who would be more successful, so that I could focus on the things within my own wheelhouse.

What Were the Effects of the Decision?

Once I hired innovative, diverse employees who were fantastic at a handful of different aspects of my business, I began to see teams begin to take shape. I could easily judge who was always the best person for the job, and I began to lose the desire to micro-manage. This not only reduced stress, but it provided many more positive outcomes along the way!

Angela Ash is an expert content writer, editor and marketer, and she works with Flow SEO

9. Hiring My First Employee

Deciding whether to sleep or have someone else complete a task for me.  I was working 12 hours a day with 10 hours of work that easily could have been outsourced. I had never been in a situation where I didn’t want to do the work myself. One day, I needed four things done by the end of the week and realized I didn’t have the time. I found my first WordPress freelancer.

Effect of Decision

I never looked back. I hired three more freelancers and ended up hiring one of them full-time within the first month. I now have five full-time employees.

Will Ellis, Founder of Privacy Australia.

10. Moving City & Downsizing Living Costs

My best business decision was moving out of overpriced New York City in 2016 to the Greater Philadelphia area in Pennsylvania where my rent is a fraction of the cost.  This move allowed me to start and build a growing Philadelphia SEO agency and internet marketing company. The high cost of living in NYC never would have allowed me the time needed to pay my bills from a new venture. Today I have numerous small businesses as clients and a comfortable lifestyle in Pennsylvania.

Ethan M. Segal. Founder and CEO of Segal & Co Digital Marketing


I hope you found these examples of business decision making interesting and thought-provoking. I think they highlight the fact we need to think with more clarity, especially when making decisions that affect people’s lives.

Here are some other interesting articles on decision making you might like.

How The Effects of Decision Making Impact Our Lives: 9 Examples

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32 Great Interview Questions To Ask Candidates & Why! Sat, 22 Aug 2020 12:53:57 +0000 I reached out to scholars, business leaders, entrepreneurs, and hiring managers to find out what are their favorite and most interesting questions they like to ask interviewees. Not only that, but they have also provided the reasoning and thought behind the questions.

Situational, behavioral, and even lines of disruptive questioning are all included. As this article contains a great depth of knowledge, please use the table of contents below to jump to a question that interests you. The downloadable pdf is here.

Great Interview Questions For Candidates
32 Great Interview Questions To Ask Candidates

32 Great Interview Questions To Ask Candidates

1. When is it okay to bend the rules?

For example, when I ask, “When is it okay to bend the rules?” The answer should be “never.” If someone says they would make an exception for a reason, I would go ahead and say to myself; this is probably not someone I should hire. If they say, “Only if the leader allows this,” that would be the only other reason I would consider that applicant. I like to ask situational questions pertaining to a person’s character because I don’t want people coming into the job thinking it is acceptable to bend the rules or be unethical. I want someone that is loyal and trustworthy to my company. This answer is very important because it can directly reveal if they will be honest.

2. What would you do in a difficult work situation?

For my second question, “What would you do in a difficult work situation?”; From the answer, I would expect to learn whether or not they will have patience, wisdom, and leadership skills in handling difficult questions. Some people answer nervously on the spot or might not be able to think of an answer, in which case, I can ask them to give me an example of where this might have happened, so they will be able to answer easier. I can then use that example as substance for making my final decision. Character is so important.

A lot of people can be trained in certain positions at your workplace, so if their degree doesn’t necessarily match what you’re hiring for, that shouldn’t be as big of a deal, depending on how intricate the job is. When hiring, finding someone with good character is like finding gold. Of course, you obviously want to factor in intelligence, as well. However, everything else, as far as job training, usually can fall into place with someone with good character and moral standards.

3. You’re behind schedule & a client or employee needs your help, how do you respond?

Lastly, for my third question, “If you’re falling behind and client or employee needs you to help them with something, how would you respond?”; I would expect to learn how the potential new hire will handle working under pressure, but most importantly, their willingness to put others before themselves. I would hope for them to say they will help someone out no matter what kind of pressure they are under.

I would have to say that these are my three favorite questions to ask. Finding out certain characteristics of the potential new hire beforehand is not always something that is done. However, it’s probably one of the most determining factors for me because it gives me some foresight on what kind of worker they will be.

Aside from being the founder of the calendar productivity tool Calendar, John Rampton is an entrepreneur, investor, and startup enthusiast. 

4. How would you deal with a difficult coworker?

Looking at the big picture, behavioral questions look for examples of things you’ve experienced in the past, while situational questions are seeking examples of how you would do something given a specific scenario.

How would you deal with a difficult coworker?  In this situational question, the interviewer is attempting to find out if you have the ability to diffuse and prevent potential drama among team members. A good answer would be – “I would refrain from engaging in harmful activities such as gossip and negativity and remain positive in all dealings with that individual. If the situation became difficult to manage personally, I would seek advice from my supervisor on what to do specifically.”

5. How do you influence others to work with you?

In this behavioral question, the hiring manager wants to know how collaborative you are and how you influence people to work with you to accomplish common goals. Give examples of what you’ve done and how you were able to get others to go along with your leadership. If you’ve never been a lead on a project, discuss specific team activities or examples from leaders you’ve followed that you would emulate given a chance to lead a team.

Tom McGee Tom McGee, GM/VP Sales & Marketing Division for executive search firm Lucas Group

Start an interview with open questions, then move to more specific questions.
Start an interview with open questions, then move to more specific questions.

6. Tell me about yourself?

As a former hiring manager at two different ‘Fortune’ ranked companies before entering academia and eventually becoming a tenured management professor, I regularly used open-ended questions of this sort at the beginning of an interview. And since there’s really no right answer, it’s generally a low-stress way to relax applicants and get them talking.

But while there may not be any right answers, there are definitely subjects that wise candidates would avoid during an initial interview. For example, if an applicant is recently divorced and is now the primary caregiver for an elderly parent with Alzheimer’s disease or has two pre-school toddlers at home, those would generally be topics to avoid during that first interview. So given that caveat, what is a potential employer really looking for? In a single phrase, hiring managers are searching for organizational fit.

As a general proposition, organizations seek people who can help them grow stronger. Thus, they want folks who will solve problems, not create them.

So as much as possible, I looked for applicants who discussed the relevant transferable skills and related work experience that they could bring to a particular job, a work team, and the overall organization. Further, answering while weaving in the notion of enjoying challenging work and the sense of accomplishment gained for a job well done also earned high marks during my evaluations.

But, on the other hand, I always expected the whole truth: folks who over-embellished important facts were routinely discovered down the line since my organizations (like most, these days) did thorough reference checks and background investigations!

Timothy G. Wiedman, D.B.A., PHR Emeritus Associate Prof. of Management & Human Resources (retired), Doane University

7. How would your previous employer rate you from 1-10?

Our favorite line of questioning is the following:

  1. Will your previous supervisor or boss provide you a reference?
  2. If yes, what would they say about you and your work performance?
  3. How would they rate you on a scale of 1-10?
  4. What, if anything, would they say you could have done to get to a _____ (next highest number)?

This line of questioning has several uses. One, can they even get a reference? If yes, great. If no, why? No usually indicates an issue and definitely something I want to know about before considering hiring someone. I don’t care how many HR policies are in place to prevent me from learning something of substance about this candidate; if they were a rock star, their previous supervisor would want me to know. Bosses like helping their former superstar employees succeed and do well, so there’s really no reason the answer to this question should ever be a no if the candidate is worthy of a second look.

Secondly, probing about what the supervisor would say about their work performance and how they might improve digs into the candidate’s emotional intelligence and ability to take another person’s perspective, which usually translates well on the job in any interpersonal situation. It also challenges them to consider their weaknesses in front of an interviewer whom they’ve typically been trained to only speak of their successes and accomplishments.

This is a tough spot but brings up the chance to learn about the candidate’s values, sense of humility, and how realistic or practical they might be.

It’s really one big question and can elicit a lot of information about their experience, their achievements, and about who and how they are as a person all at once.

Founder and CEO of The Hire Talent, Fletcher Wimbush, has interviewed over 8,000 applicants.

8. What kind of sound do you think describes you?

Our favorite personality question by far is “what kind of sound do you think describes you?” The question immediately stumps most applicants at first, and it’s one where you can’t throw out a canned or rehearsed answer. It’s open-ended enough for applicants to show their personality (words can count as sounds too! One applicant just said “driven.”) but also a strange enough question where people really need to think about their answer.

9. Can you teach me something in 5 minutes?

A more technical interview question we ask is, “teach us something in 5 minutes”. It allows the applicant to demonstrate how quickly they can think on their feet while also giving us some insight into their knowledge base and what’s “at the forefront,” so to speak. We find it’s a much better gauge of professional and personal interest – lots of applicants have taught us some really cool things such as origami or a quick rundown of Gaussian distribution.

Michael Sheen, Hiring Manager: inteliKINECT 

10. What do you value in your work relationships?

No one comes into an interview saying they’re a terrible team player.  This question gets people thinking and talking. I’m looking to see what relationships they choose to talk about as well – managers, peers, clients, etc.  The answer draws out true insight into how they play well with others.

11. How would you explain your career to your mom?

There are two things I’m looking for in this answer:

  1. The ability to take something complex and make it simple.  This is a good measure of their ability to communicate clearly with others.
  2. An understanding of what they view as the core of their work and whether it aligns with the core of the role I’m recruiting for.

Lisa Barrow is the founder of Kada Recruiting, a digital and creative recruitment agency. Also former Director of Client Adoption at

12. What is your ideal culture to work in?

I frequently ask interviewees what their ideal culture to work in is. What I expect to learn from this answer is to see if the potential employee would be an ideal fit within the company.

13. What would you change if you could go back?

I also like to ask candidates about a particular action they took in the past that he or she would change if they could go back. The reason I ask this question is that I am interested in finding out a person’s experiences. While a resume will often boast the candidate’s achievements, I prefer to discover the potential employee’s grit in overcoming diversity and challenges.

Steven Azizi Business Owner – Miracle Mile Law Group 

14. What isn’t on your resumé?

What isn’t on your resumé that is important for me to know?

My favorite question for interviewees: What isn’t on your resumé that you feel is important for me to know?

The goal here is to find any synergies that might be overlooked if a candidate has tailored their resumé to the position. For a smaller company, this can be incredibly helpful because you might need generalists to help the company grow at first. I asked this during our most recent round of hiring, and it provided extraordinarily helpful information on two occasions.

One candidate pointed out that they had a passion for video editing, and had been practicing on their own for the past several months. While this wasn’t directly related to the position, the management team had recently expressed interest in expanding our video marketing capabilities, and that skill could be very valuable to the team. Another candidate prefaced their response with “I know this is going to sound cliché, but…” and described that they were a hard worker. They were right – it did sound cliché at first, but after considering the tone of our interview up to that point (and the fact that they were the only candidate that made that claim), it left a lasting positive impression.

Tony Mastri – Hiring Manager, MARION GroupTwitter

15. What is the worst conflict you’ve managed?

What’s the worst conflict you’ve managed between two subordinates? How did you resolve it?

A great candidate will actively work to manage through conflict on their teams. If they’re able to find a way to mitigate negative feelings or behaviors, they do, and if they can’t, they assist team members in coping to the best of their ability. The right candidate isn’t afraid to enlist the help of their boss in monitoring and improving team dynamics and can provide thoughtful input to help resolve the situation.

Dealing With Conflict Questions Help You Understand A Candidates Charachter
Dealing With Conflict Questions Help You Understand A Candidates Character: kabaldesch0 / Pixabay

16. How you run meetings?

How you run meetings? Has it changed in recent years?

A great candidate will have a basket of tools and tricks that they have developed over time to help accomplish the work at hand. No one tool is right for every purpose or need, so the candidate should show that they are open to experiment over time and seek to learn from others what works best to achieve desired outcomes.

Marc Cenedella, CEO at Ladders, a leading job search site. 

17. Why did you leave your last job?

One question I’ve really enjoyed asking over the years is less skills/experience focused and more critical thinking related.

One mean question I liked asking was, “Why did you leave your last position?”. I like to ask that as the last question. Then I ask if they can provide me a list of references.

What I expect to learn is whether they were truthful with their original answers. Usually, I can tell this just by reading facial signals and body language.

A lot of people have a tough time being truthful about how they left their last job. Personally, whether they were fired or quit isn’t that important; what is important is that they are truthful while applying with me.

If they lied about how they left their last job, it would usually be detectable when you ask for references. If the applicant happens to lie and also has a good poker face, the truth usually comes out when references are provided late or incomplete, which would indicate an attempt to hide something.

Rudeth Shaughnessy, Retired HR Professional & Volunteer Director at Copy My Resume

18. What are you passionate about?

My favorite interview question to ask a candidate is, Other than your family, what are you passionate about? Whether it’s their Sunday night bowling league or their sons Boy Scout group, they need to be passionate about something. If the candidate is not passionate about anything, he/she will not be passionate about working for my company.

Gene Caballero Co-Founder – YourGreenPal.comTwitter

19. What was the color of the receptionist’s shirt?

As simple as this question may seem, over 60% of candidates fail this question. The main aim of the question is to test a candidate’s attention to detail. In the nervousness leading to an interview, candidates tend to be surprisingly oblivious to their surroundings.

As any Candidate selected by my firm would very likely handle delicate engineering apparatuses, it is pertinent that they are able to pay attention to minute details.

20. Describe how to make a paper plane with just words?

Though not technically a question, this instruction reveals how well a
candidate can describe just about anything to either a fellow professional or a layman. This is a skill that also comes in handy for sales executives and installers of our products.

When answering this question, a candidate must display the ability to explain complex procedures using simple sentences.

Joe Flanagan is the Lead Project Engineer and hiring manager at Tacuna Systems

21. If you could write your own job description, what would it say?

After six years of recruiting, I’ve realized that the best interview questions are not the initial question posed, but the follow-up questions after you receive an initial response from the interviewee. Why you may ask? The follow-up questions allow me to peel the layers back and see the person’s true colors. This is where you’re able to genuinely identify the interviewee’s skill alignment and culture alignment.

One of my favorite questions is “If you could write your own job description, what would it

As the interviewee responds, I make sure to follow up and ask:

  • Why does that matter to you?
  • Tell me more about your interest in contributing to those functions?
  • What makes you feel confident that you would be an asset in the way you just outlined your ideal job?

I have found that these questions get the interviewee out of ‘interview mode’ and lend them to honestly reflect on their skills and desires. It is important to consider what their responses mean about them as an individual: work ethic, core motivating factors, where they get their satisfaction, natural leadership tendencies, and many more hard skills and soft skills.

Ashley Irvin is the Growth Talent Manager of Remedy Review 

22. Tell me about a time you failed to reach your goal?

I like to ask questions that uncover people with high potential, which is very important for our line of work.

What this question does is show whether the candidate is working from a victim mentality (which most people tend to do) or whether they will do whatever needs to be done to keep going, even when things seem incredibly challenging.

Some examples of poor answers:

  • It wasn’t my fault
  • I had to quit because family/life/job got in the way.
  • I couldn’t do it because of XYZ…

All of these answers to me say that given enough obstacles, the person will quit before even attempting to find a new path.

Good answers are:

  • Although I hit the wall, I still kept trying to find a solution.
  • Everyone told me it couldn’t be done, but I kept on going.
  • I don’t give up easily, and I am certain I will find a solution one day.

What I’m really looking for when I ask this question is to see if the person is visibly uncomfortable, but they never resort to blaming other elements for the failure. This is a great indicator of high potential. These individuals also frequently never admit defeat, but rather see the ‘failure’ as a temporary obstacle that will be resolved at some point in the future.

23. When did you make a bad decision?

Tell me about the time when you had to make an independent decision, which ended up being the wrong one getting you in hot water with the boss?

This question tells me a lot about the candidate’s ego and whether they take responsibility for their actions or if they become really defensive.

Poor answers to this question include vague situations like: 

Oh yes I made independent decisions all the time, and some were right, some were wrong, but I can’t remember exact details right this moment > Candidate has clearly never made any independent decisions. 

I made a decision to start working with a new client, but I made a mistake and didn’t sign Terms and Conditions before accepting the work, which caused a lot of problems. I had a stern talk down from the manager, and since then, I insist that I am made aware of when I’m doing something wrong – because I don’t know it otherwise > This particular answer simply shifts the blame onto someone else rather than taking responsibility for own actions.

Good answers: 

I once had to take over the department while my manager was dealing with a personal issue. I was dealing with a lot of responsibility and made a huge accounting mistake. I realized the mistake and owned up to it. When the boss returned, I accepted the harsh criticism because it was my mistake after all. But since then, I’ve made sure to triple check everything to ensure the mistake never happens again.

The boss wanted me to create a brand new website for the company. While I was working on it, I decided to get a new web hosting service, but I didn’t communicate this to the rest of the IT department to create a backup of the old site just in case. This resulted in the old website being taken offline, so we were left without a web presence for a whole month. I got a lot of criticism and blame for this, but it was my responsibility to inform everyone which I didn’t do. Since then I implemented a workflow software into the company that avoids these sort of mistakes happening even when people are not around to have a chat –
they get a notification about the task, and everyone is aware of what’s happening. >Both of these answers speak to the person’s lack of ego and willingness to admit their mistake and implement changes to prevent issues from happening in the future.

Deeyana Angelo, Managing Director of Blahtech and Market Stalkers

24. A disruptive line of questioning

  • How much is eight times nine?
  • Can you write cursive?
  • How long can you go without checking your cell phone?
  • Name a state you have never visited?
  • Name three cities located in that state?

As a behavioral and marketing psychologist, my approach is totally different from the ‘same old – same old ones from HR. Plus, many hiring managers have never been formally trained to interview qualified applicants.

Do the above questions and tasks appear easy? They aren’t. Try them yourself. Ask a coworker, one of your best employees, your spouse, even a neighbor, etc., to imagine they are a job applicant for any position of their choice. Administer the questions above to see how well they fare. The results may surprise you.

Would you hire a person who checks their cell phone every 12 minutes? Not me!

Give the applicant a pen and pad with the following directions, “Using a
minimum of five sentences. Yes, you may use more than five. Why do you want
this job?”

I want to see how the applicant organizes his/her thoughts, uses grammar and punctuation, etc. as he/she is going to be communicating with clients/customers.

Dr. Elliott B. Jaffa 

25. What are you working on to improve yourself?

Outside of work, what’s a new skill or habit you’re currently working on to improve yourself?

In my experience, people who are self-motivated, proactive, and productive are always doing things to improve their lives. Go-getters are not stagnant and satisfied with the status quo – they are active and enjoy challenging themselves to learn new things, to develop beneficial habits, and achieve goals.

Robin Salter, Owner of two businesses, seasoned freelance writer and CMO of a tech startup called KWIPPED

26. What cause are you passionate about?

What cause are you passionate about, and how do you take action on it?

We want to understand if the candidate is not only a role fit, but if they’re a culture fit. As a social enterprise, we’re not for profit, for purpose, therefore if they aren’t actively passionate about a specific cause, then they will lack the motivation of our bottom line. You can have the strongest salesperson, or the most detail orientated operations manager, but if you don’t find the right culture fit, then we know that they won’t be interested in going the extra mile.

Lauren Ott, Chief Kits Officer: Kits for a Cause

27. What is your dream job?

I personally find that this question has the ability to show what their goals are and what is important to them. Asking this question also has the ability to see if their passions align with the company and the company’s future goals.

28. If you had a million dollars?

If you were given a million dollars to start up a company, what would you do, who would you hire, and how would you make your company different from the competition?

This question allows the interviewee to showcase their abilities for strategic thinking and pushes the interviewee to think on their toes.

Gina Curtis, SHRM-CP, aPHR, Executive Recruiting Manager, JMJ Phillip Group 

29. What fictional character are you, and why?

What fictional character do you feel best represents you, and why?

When new hires answer this question, they are demonstrating quick and analytical thinking, creativity, and the ability to have a little fun. Their answer also provides insight into how they see themselves and their personality.

Claire Shaner manages the HR Software Blog at

30. Tell me about growing up, what was family life like?

I like to ask the candidate’s a few questions that they likely haven’t prepared for; it helps me to see how well they can think on their feet.

For the question “Tell me about growing up, what was family life like?”, I’m looking to see how well they tell a story.

31. Everyone has a vision, what’s yours?

This helps me determine how they see themselves: Do they have goals? What passions will they pursue?

32. How do you read me?

In our business, we need to be perceptive and read people, usually over the phone. How do you read me?

This question helps me understand how well they deal with being ‘put on the spot’ and how perceptive they are. Do they take risks with their answer, “you look like you could be demanding and impatient, etc.” or are they obsequious “you’re really successful and smart”?

Martyn Basset, CEO, and Founder of Martyn Bassett Associates a Recruitment Firm

Great Interview Questions Summary

Well, I hope that was useful, if you liked this article or if you have any great questions of your own you would like to share, please leave a comment below.

Lastly, a huge thank you to all of the esteemed contributors to this article.

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What is a Password Manager & Why You Need One? Sat, 22 Aug 2020 12:15:03 +0000 We all know that passwords are not the perfect security measure as most people’s passwords are weak, easy to crack, and offer little protection. But are Password Managers the right solution to the problem of passwords?

The Problem With Passwords

The problem with passwords is that in the internet age, a password needs to be long, complex, and different for every online service. The problem with complex passwords is that they need to contain a random mix of numbers and letters. The biggest issue is that our brains are not wired to memorize many complex passwords

Hackers love passwords because most passwords are easy to crack. There are dozens of ways for crooks to learn your password and use it to hack your computer, steal your data, and commit identity fraud.

Passwords do not work because most people do not have the time or inclination to change passwords regularly. In addition, many people have a hard time remembering their passwords, and because of this, they choose weak passwords that make hackers’ work easier.

This is why you need a password manager.

What is a password manager?

A password manager is an app that generates and securely stores your login details and passwords for your online services such as shopping and social media. Password managers solve the serious issue of remembering long and complex passwords. They save time, improve security, and reduce the real risk of identity theft.

Password managers solve the serious issue of remembering long and complex passwords.

A password manager stores a password, and replaces can help you change your passwords regularly. Most managers generate long and complicated passwords at random to fool the bad guys.

Password managers solve the two major problems with passwords. The first problem is that many people cannot create complex and hard to guess passwords. Most password managers generate complex random passwords.

The second problem is that many people will not change passwords regularly. Changing passwords thwarts hackers because older passwords are more likely to be in crooks’ hands.

Changing the password makes the hacker’s job harder because he or she cannot steal and use your old passwords. Using a password manager could strengthen your passwords and make them more secure.

Why should you use a Password Manager?

If you use passwords, you need a password manager because you are human.

Most human beings are too lazy and undisciplined to change their passwords fast enough to thwart hackers. In addition, most people are too lazy and unimaginative to create a hard-to-crack password.

A password manager, on the other hand, will automatically create long and random-generated passwords. That will not stop all hackers, but it will make it significantly harder to steal your data.

Most crooks will move on to a new victim if they discover your password is hard to crack. There are millions of potential victims out there, and most criminals would rather search for easy pickings, rather than do the hard work necessary to crack a strong password.

LastPass - Review Winning Password Manager
LastPass – Our Review Winning Password Manager

I have been using Lastpass for the last five years; it has saved me so much time.  Best of all, it is free.

A password manager is only one layer of security. Wealthy or sophisticated criminals will get around managers.

If you want security, the password manager is just one of several security measures you need to use. Other effective security managers include personal identity numbers (PINS), two-factor authentication, encryption, screen locks, and plain-old fashioned common sense.

An example of a common-sense security measure is to not share data such as passwords, PINS, Social Security, or credit card numbers on social media or email. Another sensible security measure is to use devices with strong encryption.

Relying on only a password manager for security is a great way to get hacked. Hackers can penetrate any app, including your password manager.

A password manager is an additional layer of security, not total security. You will need to ensure that your device is not compromised by using anti-virus and antimalware programs and ensure they are up-to-date.

The Benefits of a Password Manager

  • A password manager reduces your risk of losing money
  • A password manager reduces your risk of identity theft
  • They save you time by automatically logging you into websites
  • You save time by never having to request a password reset again
  • They audit your existing passwords and suggest security improvements

What are Safe Passwords?

A safe or strong password is usually long and hard to guess. Random-generated passwords are strongest because they are hard to guess.

The strongest passwords are those that have nothing to do with your personality or lifestyle; if you use your favorite sports team’s name or mascot as your password, for example.

A hacker could guess that password by examining your internet searches. To clarify, the hacker could see what sports teams you search for news about.

Easy-to-guess passwords include your name, your children’s names, or your pet’s names. Or the name of your high school and the date you graduated from it. Hackers can learn those things by running internet searches on you.

Shorter passwords, meanwhile, are easy for algorithms to identify. To explain, an algorithm can identify a password through raw computing power. The shorter the password, the easier it is for the algorithm to identify it.

Finally, there is no such thing as a safe password. A determined hacker with sufficient resources will crack any password, eventually. Password managers solve that problem by constantly changing passwords.

How to Use Password Managers

Before you use a password manager, you need to realize that a password manager can be a security threat.

The danger from password managers is that they can store all of your vital data in one place. A hacker who cracks your password manager could steal your credit card numbers, bank account number, passwords, phone number, Social Security number, address, and even your passport number.

Lastpass Video Overview

YouTube Video

You need to limit the data you put into password managers to keep it out of hackers’ hands. It is a good idea to never put bank account, credit card, Social Security, or passport numbers into password managers. Instead, only use the password manager to protect your passwords.

Another good suggestion is to never use a password manager to fill out forms. Instead, fill the forms out the old-fashioned way by typing in the data, or cutting and pasting.

The advantage of filling out forms is that there is no outside app, a password manager, is not storing your financial data or identification numbers. The disadvantage is that it will take more time to fill out forms.

Always remember that criminals know a password manager contains valuable data. That means crooks will target password managers and work hard to crack them. The bad guys can crack any security with time and hard work.

The only reason professional criminals have not cracked a password manager is that they have such high levels of security. However, as we have all seen, anything is hackable if professional cybercriminals try hard enough.

Are Password Managers Safe?

Some password managers contain excellent security measures that add an extra layer of protection for your data.

A fingerprint scanner could keep a crook who steals your phone from stealing your data. Password generators make hacking harder by regularly changing your passwords. Dark Web Scanning could spot nefarious use of your data and catch or deter crooks.

Merely adding security will deter some crooks because they have to work harder to get your data. Stronger encryption can make hacking and data theft harder.

Password managers, in the final analysis, offer an excellent layer of extra security. Adding a password manager can your accounts safe and secure.

The 5 Most Important Features of Password Managers

  • Generating Strong Passwords
  • Storing the Passwords Safely
  • Automatically Filling Passwords for You
  • Accessing your Passwords on your Smartphone
  • 2 Factor Authentication – Extra Security

How to choose a Good Password Manager

A good password manager offers several strong security features that most of us need.

The most important password manager feature is the random password generator. Changing your password regularly is the best cheap security measure most of us can take.

A second vital security feature is two-factor authentication. Two-factor authentication is important because it adds a second layer of security on top of your passwords. The best two-factor authentication features force you to identify yourself regularly.

Two-factor identification and random password generators combat one of the greatest threats to security: old-fashioned laziness. Most people are too lazy to follow good security procedures, such as changing your passwords or identifying yourself.

Random password generators correct that problem by automatically changing your password for you. The two-factor identification features force you to identify yourself regularly.

A good way to think of two-factor identification as a sentry who challenges you when you try to enter a secure area. The sentry asks you to identify yourself, just as the two-factor identification does.

A great additional layer of security is biometric scanning, such as fingerprint scanning. Biometric scanners protect your devices from thieves by making them hard to crack. Thus, you need to have a fingerprint or other scanner on your phone and tablet.

Top 10 Best Password Managers Review & Test
Top 10 Best Password Managers Review & Test

Other measures, such as encryption and dark web scanning, offer higher levels of security. Encryption adds layers of security that make it harder to penetrate your data. Meanwhile, Dark Web Scanning tries to spot the bad guys at work by monitoring their communications.

No Password Manager is foolproof, but Password Managers can keep your data more secure. Understanding Password Managers and how they work can make your data and communications more secure.

LastPass The Best Free Password Manager

LastPass is a popular free password manager that works with the Windows, macOS, Linux, Android, iPhone, and iPad. LastPass also works with the popular Chrome, Firefox, Safari, Internet Explorer, Edge, and Opera Browser Extensions.

Great Work-Life Review Winner
Great Work-Life Review Winner

I have been using LastPass for five years and can say it is simply the best.

The Key Benefits of LastPass

  • Auto Password Generation
  • Automatic password storage
  • Automatic password filling
  • Integrated Password Auditing
  • Appa for all platforms
  • Industry-leading security

A big advantage to LastPass is that it does not lock you out of your accounts if you forget to pay. Some popular pass managers will lock you out of your accounts if you do not pay.

What I love about LastPass are the simplicity and the visual interface, but most of all, I trust LastPass with my most important passwords.

LastPass - Review Winning Password Manager
LastPass – Review Winning Password Manager

LastPass offers a paid premium version that lets you share multiple passwords, memberships, and trusted emergency contacts. Plus, the premium LastPass offers multifactor authentication through YubiKey and a fingerprint scanner.

The YubiKey is an encrypted hardware storage wallet designed to store vital information such as passwords. YubiKey plugs into computers, phones, and other devices.

Lastpass Video Overview

YouTube Video

LastPass offers a $48 plan that lets up to six people store passwords on LastPass. Another feature is a dashboard interface for managing accounts and monitoring security.

Get LastPass it’s Free

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What is Ethical Leadership? Principles & Framework For Leaders Sat, 22 Aug 2020 12:02:49 +0000 There are so many reasons to drive ethical leadership into your team and across your organization, from personal character building to having a high performing, respectful, and motivated team members.  Start today using our 6-point F-A-T-H-E-R framework and watch your career go from strength to strength.

This article will enable you to easily understand the complicated world of ethics and apply these principles to make you a better, more respected leader.  We even include a proven workshop format to enable your team to understand the values and principles of ethics, which will motivate and empower them.

What is Ethical Leadership

Ethical leadership is the art of leading people and making good decisions based on a defined set of values, such as fairness, accountability, trust, honesty, equality, and respect.  In fact, these values form the core foundation of ethical leadership.

Ethics is a way of understanding right from wrong by using a set of values or moral principles.  By establishing a set of values for yourself and for your company, you can practice ethical leadership.

Ethical Leadership Principles: FATHER Framework™

Six key Values Form the Principles for Ethical Leadership.

The F-A-T-H-E-R Framework.  Fairness, Accountability, Trust, Honesty, Equality & Respect.


The principle of fairness is core to the way we humans interact and expect to be treated.  By default, we expect to be treated fairly and strive to treat others fairly.  As a leader, you should always treat your team, tribe, or followers fairly.  Showing favoritism or treating people differently in the same situation can breed contempt among your people.  Fairness is also related to the way to discipline people if they have behaved inappropriately, you need to avoid unequal discipline for the same issue across multiple employees.


Being accountable for bad decisions or mistakes shows your moral fiber.  We all make mistakes, but also many of us will not admit our mistakes and move on.  It is human nature to blame others, blame situations, or even blame the gods.  But accepting accountability shows you are a strong, well-rounded leader with a character that people will respect and follow.


Great relationships and great teams are built on trust.  If you cannot completely trust your partner, your relationship will eventually fail.  If you cannot trust the integrity of your team, your team will ultimately fail and tear itself apart.  Your team, your family, and your friendships rely on trust to grow and develop meaning.  All high performing teams, whether in the military, football teams, or teams within your company, will have a strong foundation of trust.


Being able to discuss openly and honestly important issues with those around you is key to the integrity of our relationships.  Honesty feeds into trust directly.  If you cannot be honest with someone, it means you cannot trust them to hear the truth, or at least your version of the truth.


The principle of equality is core to our global human survival and happiness.  There are so many inequities in the world, based largely on the fact that people love to discriminate against others for so many reasons.  Be it color, faith, gender, sexuality, height, weight, or even hair color; if you practice discrimination and inequality, you are not a well-rounded person, either intellectually or morally.

I remember my first encounter with the word equality.  As a child growing up in a poor area in central England in the 1970s, my first school was a very mixed race.  I heard other children calling Indians, Pakistani’s, and Jamaican’s racist names.  To me, it was truly strange.  I am a person; they are people; why do others treat people unfairly because of the color of their skin.   All types of discrimination are disgusting, and if you practice it, you will only breed contempt among the people around you, and you will never achieve any kind of true enlightenment.


Respect has many meanings, but the core meaning of respect is to show regard for the wishes, feelings, and rights of others.  You may not agree with the feelings or wishes of other people, but you need to respect that they have those feelings.  You need to be able to appreciate that someone is the way they are for a reason.  A true understanding of humanity means you will learn to respect the differences in us all.  You may not agree with those differences, but you need to ability to consider why those differences exist.

With respect comes admiration, there is something to admire in everyone; it may just take time to find it.  As you build upon your code of ethics or morals, you will find that as you demonstrate your character, more people will come to respect and even admire the way you conduct your business, your choices, and your life.

It’s not about doing the right things, it’s about doing the right things the right way.

So now, you have the FATHER method for easily remembering the rock upon which your values should be built.  Now let’s look at the values of your company.

Understand Your Company’s Values & Code of Conduct

Most large companies have a process and set of stated values, usually referred to as the Standards of Business Conduct (SBC).  Many of the highest caliber companies will also ask their employees to take a training course and test to prove they understand the code of ethics and the process by which to uphold and even escalate any breaches of conduct.  There is much to be admired by operating these processes and having these standards in place.  But in the real world, what is on paper and how people actually behave is usually different.

I worked as a manager and leader for Hewlett Packard for many years, and they had a very solid standard of business conduct.  But in reality, in 2006, the chair of the board Patricia Dunn was in breach of this moral code by initiating unlawful practices by spying on other board members to determine information leaks, also known as the HP Spying Scandal.

If the leaders of an organization flagrantly disrespect the codes of conduct, how do you think the staff will interpret it and behave.

In fact, Mark Hurd, the CEO of the company who was famous for radical redundancies and cost-cutting at the company, including asking all the staff to take a 5% pay cut, also resigned in 2010 after an investigation found that he himself was cheating on his expenses claims.

In fact every year there are on average 4 corporate scandals that lead to complete insolvency of the company.

Just this year the Economist reports that:

“Boeing faces claims that it sold 737 max planes with dangerous software. It says it is “taking actions to fully ensure the safety of the 737 max”. Criminal charges have been filed against Goldman Sachs in Malaysia for its role in arranging $6.5bn of debt for a state-run fund that engaged in fraud. Goldman says it is cooperating with investigators. A jury in California has just found that Monsanto failed to warn a customer that its weed killer could, allegedly, cause cancer. Bayer, a German firm which bought Monsanto in June, says it will appeal the verdict.”

Even corporate leaders do not abide by their codes of conduct, so why should you?

Because you are better than that, you stand for something you have integrity, and real integrity gets you a long way.

As you can see, there are plenty of examples of leadership without any moral guidance.  In fact, research from the Institute of Leadership & Management noted:

  • 63% of managers have been asked to do something contrary to their own ethical code.
  • 43% have been told to behave in direct violation of their organization’s own values statements.
  • 9% have been asked to break the law.

We need more ethical leadership, and it starts with you.

How to Make Good Ethical Leadership Decisions?

To keep it simple, there are two major theories/considerations in ethics that are said to compete, duty and utilitarianism.

The duty-based approach establishes right or wrong based on a list of rules such as the biblical rule “thou shalt not kill.”  If you break the rule, you are in breach.  Most company codes of conduct are duty-based.

The utilitarian approach judges a decision to be right or wrong based on the consequences “the greatest good or the least pain.”

In practice, you can dive into the depths of the branch of philosophy called ethics and find a complicated debate, or you can simply use both duty and utilitarianism to work the best solution for any given situation.

Ethical Decision Making & Principles
Ethical Decision Making & Principles

Types of Ethical Leadership

The Utilitarian “Greater Good” vs. Duty Approach to Solving the Auto Industry Crisis in 2008

The 2007-2010 financial crisis had a huge impact on the auto industry across the globe.  Fear and panic and mass redundancies across the globe had a huge impact on auto sales.  This impact gave the two leading car manufacturing countries the USASA and Germany a very difficult dilemma.  If they did not slash costs and ramp down production, they would go bankrupt.

The American Approach – Duty Based Approach

Because USS workers have very limited employment rights, it was easy for the giants of the USS auto industry to slash and burn huge swathes of its workforce and ramp down production quickly.  Even so, both General Motors & Chrysler needed a government bailout to survive.  The impact of the recession and the labor-force reductions led to ghost towns, huge unemployment levels, poverty, and destitution.

This was a decision based on duty, duty to the shareholder to keep the company going at the expense of everything else.

The German Approach – Utilitarian Based Approach

The German labor market is somewhat more protected, requiring employers to pay a severance package based on the social situation of the employee, meaning, depending on how many years you are with the company and how many children you have you will get a significant payment to help you readjust to new employment.  This was probably a factor in the decision-making process for the German Auto industry leaders, and it led to an entirely different outcome during the auto industry crisis.

Instead of mass redundancies in the auto industry, the German car assemblers decided to ask people to voluntarily move to part-time employment during the recession.  This still achieved the goals of slashing labor costs but did not create the pain of social implosion caused by mass unemployment and the social disintegration of collapsing communities, as witnessed in the ghost towns in the USA.

The workers all absorbed a reduction in income and made cutbacks, but it was for the greater good as they did not lose their homes and employment.

This can be classified as the utilitarian approach; the decision was effectively for the greater good and the least pain and suffering.  The USASA experienced a jump in inequality and a decline in the fair distribution of wealth.  The German experience was that of social cohesion in a time of difficulty, no poverty, no loss of jobs, no social impact.  Simply people coming together in a time of difficulty.

The outcome after the recession was that the German automakers were able to bounce back quickly as they still maintained their entire staff, meaning Volkswagen jumped to become the largest carmaker in the world.

So now we understand core personal values and two ways of making good ethical decisions, we will now move on to how to be a great ethical leader.

The Most Famous Ethical Leader

Great leaders build their foundations on a set of principles; we have discovered the F-A-T-H-E-R  principles of fairness, accountability, trust, honesty, equality, and respect.  But these principles are a core guideline, but not all-encompassing.  We should delve into the details of one of the greatest moral leaders in history to see what similarities and differences they have to the FATHER principles.

Abraham Lincoln – The Role Model for Ethical Leadership

Abraham Lincoln’s existence on this planet was a true gift for humanity.  His fight for equality and the will to bring people together for the greater good was as astounding today as unimaginable then.

Lincoln's Ethical Leadership & Values
WikiImages / Pixabay

Lincoln on Respect & Trust & Honesty

Lincoln had the capacity to listen to different points of view. He created a climate where Cabinet members were free to disagree without fear of retaliation. At the same time, he knew when to stop the discussion and, after listening to the various opinions, make a final decision.

Lincoln on Accountability

“The path to success and ambition is broad enough for two.”

“When mistakes were made by members of his Cabinet, Lincoln stood up for them said, Kearns Goodwin. When contracts related to the war effort raised serious questions about a member of his administration, Lincoln spoke up and indicated that he and his entire Cabinet were to blame.”

Lincoln on Equality

“In the summer of 1864, said Kearns Goodwin, the war was not going well for the North. Members of his political party came to Lincoln and said that there was no way to win the war, and he might need to compromise on slavery. Lincoln held firm on the issue of slavery and turned away from this advice.”

Lincoln on Respect & Integrity

“With malice toward none, with charity for all, let us strive on to finish the work we are in, to bind up the nation’s wounds, to care for him who shall have borne the battle and for his widow and his orphan, to do all which may achieve and cherish a just and lasting peace among ourselves and with all nations” Source

Live Your Values – Being A Role Model

Now that you have established your moral values, and you uphold your company’s ethical standards, it is time to start building your base of integrity, respect, and ethical leadership.  It all starts with your first team; whether you are a CEO, CIO, CFO, or a manager, you can start your own movement.

There are huge benefits to implementing ethical leaders; one study at  Cornell University found that “ethical leadership was positively and significantly related to employee performance.”

Building Your High-Performance Ethical Team

Whether you inherit an existing team or have the honor to build a new team, you will need to establish ground rules for the team’s interactions and behavior.  So it all starts with communication. I recommend a team workshop.

Workshopping the Teams Value Principles.

For an established team, it is worth holding a dedicated morning or afternoon workshop to cover the F-A-T-H-E-R principles.

Team Ethics Workshop Format

There are six core values in the FATHER framework, so start by splitting the team into six groups and assign a single principle to each team.  Then ask each group to spend 15 minutes to prepare an interpretation of the principle and give a practical example of how the value can be used in the workplace.  Ask each team to present their findings and discuss each one as a group.

Establishing Team Values

After the workshop, you can wrap up by sharing your modus operandi for the team moving forward.  The following list helps relate the values into meaningful behaviors, and please note that when you communicate, you should always use the term “We.”

We do not play politics.

Start by explaining to the team that playing politics with each other is not acceptable behavior, as politics usually involves bending the truth, impeding the progress of others, and generally not supporting each other.

We always treat each other with respect.

There should never be a reason for raised voices, aggressive behavior, rudeness, or foul language; professional respect must be paramount.

We do not talk behind other people’s backs.

Gossiping about other people’s personal life, talking bad about others, and generally creating a negative atmosphere in the team will count heavily against anyone engaging in these activities.

We operate with openness and honesty.

We need to encourage and demand an environment of openness and honesty, and when we are being honest, we will always do it with respect.

We are here to support and trust each other.

When one of us is struggling, we need to be there to help and support them.  My job as a manager and one of your roles as a trusted team member is to help the team be successful, and that means the whole team.

We will manage opportunity, success, and failures fairly.

When we have exciting opportunities, potential promotions, business travel available, they will usually be offered to the whole team.  If you feel you are not having your fair share of these opportunities, talk to me in our one on one sessions.

Individual success Is team success.

Our success as a team will propel all your careers and get us noticed.  Team success means individual success; no one should be left behind.  High performance means success for everyone.

[Related Article: Hiring Ethical People – Great Cultural Fit Interview Questions]

Creating Ethical Cultures In Business Video

YouTube Video


There are many reasons to drive ethical leadership into your team and across your organization, from personal character building to having high performing, respectful, and motivated team members.  Start today using our 6 point FATHER framework and watch your career go from strength to strength.

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How The Effects of Decision Making Impact Our Lives: 9 Examples Sat, 22 Aug 2020 11:05:45 +0000 The effects of good decision making change the world around us.  From deciding not to buy bottled water to combatting slavery and oppression, the values we have shape the decisions we make, and the decisions we make shape the world we live in.

Making good decisions in your life is a critical skill, in our good decision-making guide we cover in detail the many ways we can improve our decision making for better outcomes in life and work.

How Can A Decision Impact Others?

There is always a chain of events associated with everything that we do.  The bigger the decision, the more life-changing the chain of events will be.  If you are in an abusive or disrespectful relationship, making a clear choice to leave will have lasting consequences.  It will impact your mental health and self-esteem.  It will affect your living arrangements, your finances, even your circle of friends.  Some of these events will be positive or negative.  While your finances may take a hit, your self-esteem may get a boost.  Your circle of friends may reduce, but your freedom and independence to make new relationships will increase.

Remember, in every chain of events; you will also have many future decision points upon which to act to positively impact your life.  Map out the chain of events to help you feel more comfortable with the decision.

What most people do not realize is that every major decision leads inexorably to a chain of events we cannot accurately predict.  Those chains of events can be positive or negative.  If we make good decisions, the outcomes should be positive; if we make poor choices, the outcomes can be negative.

Examples of the Effects of Good Decision Making

1. The Effects of Not Overburdening Post WWII Germany With Debt

Learning from the negative after-effects of the post-WWI reparation policy towards Germany, Winston Churchill fought for the treatment of Germany to be fairer in terms of rebuilding and reparation.  The reparations were to be paid in land, intellectual property, forced labor, and cash payments to holocaust victims.  The fact that Germany was not again crushed by debt and therefore forced into perpetual economic slavery allowed the country to rebuild itself.

The decision to also empower all European nations under the Declaration of Liberated Europe created by Winston Churchill, Franklin D. Roosevelt, and Joseph Stalin during the Yalta Conference was a great move, which led to the European Union. It was a promise that allowed the people of Europe “to create democratic institutions of their own choice”. The declaration pledged, “the earliest possible establishment through free elections governments responsive to the will of the people.”

Germany has now grown with France to be the figure-heads of European unity; this has led to nearly 80 years of peace and prosperity.

2. Effects of Marriage and Partnerships Decisions

The Effects of Choosing the Right Partner
The Effects of Choosing the Right Partner

Consider the effects of your decision to stay with or separate from your current partner.  Here is an example of a summary of the good and bad traits of your partner.

Good Traits Bad Traits
Share the same interests Unsure about trustworthiness
Compatible sense of humor Does not want to buy a house
Physically attractive Does not want children
Sexually Compatible Verbally aggressive when drunk
Caring (when sober) Unambitious


If you decide to stay with this person, some of your needs are met, you are compatible sexually, physically, and share the same interests.  However, staying with the person may well unlock the chain of events that leads to separation later as your partner clearly drinks too much and can be aggressive; also, they do not meet your need of wanting a family.  Someone who is unambitious, untrustworthy, and aggressive will not make a good life partner.  The effects of your decision could clearly be strongly negative or positive for your future, depending on your decision.

3. Work & Career Decision Effects

The effects of detailed career planning and goal setting will have a huge impact on your life.  Choosing the career path right for you is one of the most important decisions you will ever take, as it has a huge impact on your happiness, health, and financial standing. This solution can be very easy if you set up career goals beforehand.

Unfortunately, many people do not know how to manage this process by letting luck define their professional future. As a result, most of them are dissatisfied and disenfranchised.

Start by reviewing your education and working history. Which training and job positions were the most satisfying for you? What were your most successful roles? List the activities you have done with pleasure and through which you have the greatest impact on a project or task. Which are your best-developed professional skills?  Assess what skills have helped you get here and achieve professional success. Make a list of your most powerful skills that you enjoy and use with pleasure. Finally, list these personal qualities that help you work well and be successful.

Working in a role, job, or profession that leaves you unmotivated and empty inside can lead to depression, ill health, and a lack of well-being.

4. The Positive Effects of Globalization

Improved trade, lower barriers, and the movement of jobs east have combined to lift over 1 billion people out of poverty.  This is surely a good thing. Using the Utilitarian approach to ethical decision making, globalization has to be viewed as being for the greater good.  Sure, the Western economies are arguably not as rich as they may have been without globalization, but how rich to you need to be.

There is also evidence for and against the negative impact of globalization on the environment and the social fabric.  But as more people are lifted from poverty, they get a chance to rise through Maslows Motivational Model Pyramid, meaning they will strive for more freedom, equality, and environmental responsibility.

A Cambridge University study found that “Development that occurs over a period of time eventually reaches a turning point where environmental degradation begins to fall. This lends support to the hypothesis that economies eventually grow themselves toward a cleaner environment.”

5. The Effects of Abraham Lincoln’s Decision Not To Compromise on Slavery

The Effects of Lincoln's Ethics & Decisions
The Effects of Lincoln’s Ethics & Decisions

Abraham Lincoln’s existence on this planet was a true gift for humanity.  His fight for equality and the will to bring people together for the greater good was as astounding today as unimaginable then.

“In the summer of 1864, the war was not going well for the North. Members of his political party came to Lincoln and said that there was no way to win the war, and he might need to compromise on slavery. Lincoln held firm on the issue of slavery and turned away from this advice.” Source

Lincoln made the decision that all people should be free and did not waiver from this belief.  The impact of his decision set the foundation for the U.S.A. to become the great muti-ethic country and promoter of democracy and equality throughout the world.  Since Lincoln’s time, freedom and democracy have spread throughout the world, the clear difference between the quality of life of those living in freedom and those living under a dictatorship is huge.

However, we should not become too complacent as only 40% of the world population live in free societies, and the last 11 years (according to has seen a set back in human freedom.

  • With populist and nationalist forces making significant gains in democratic states, we have seen the 11th consecutive year of decline in global freedom.
  • There were setbacks in political rights, civil liberties, or both, in a number of countries rated “Free” by the report, including Brazil, the Czech Republic, Denmark, France, Hungary, Poland, Serbia, South Africa, South Korea, Spain, Tunisia, and the United States.
  • Of the 195 countries assessed, 87 (45 percent) were rated Free, 59 (30 percent) Partly Free, and 49 (25 percent) Not Free.

The Consequences of Bad Decision Making

6. Overburdening Post WWI Germany With Debt

After world war 1, the victorious nations decided that Germany should foot the bill for all losses to all countries impacted by the war, despite the protestations of Winston Churchill it was ultimately decided that the reparations should be paid in cash.

“Because she (Germany) was unable to pay, as Churchill had warned, she borrowed money from the United States. Germany then paid this money to Britain, and Britain, in turn, used the money to pay her own war debt to the United States. This, of course, was not a permanent solution as Germany incurred more debt with each loan from the United States. This growing financial obligation not only fostered resentment in Germany but also contributed to the instability of her currency. Demanding full repayment did not lead to Britain’s good, but instead contributed to a “military government crouching for a spring at the Rhine.” Source

This decision led to mass poverty and destitution in Germany, which ultimately led to a fascist uprising, the birth of Nazism, and millions left dead in WWII.

7. World Changing Effect of Not Restricting Leveraging & Borrowing of Money For Stock Investing in 1920’s U.S.A.

The cause of the 1929 Stock Market Crash was an asset and equity bubble driven by the general public’s unrestricted access to credit.  Easy access to credit-fueled a wave of highly speculative and risky investments in the stock market.  Eventually, prices were unsustainably high, and confidence in the market was shattered.  When the bubble burst, millions lost their homes, jobs, and over 4,000 U.S. banks went bankrupt.  The impact of the collapse spread worldwide.

Specifically, the Stock Market Crash started the Great Depression, which led to World War II, the most destructive conflict in human history. In addition, World War II led to the Cold War, which lasted until the 1990s.

Consequently, the Great Stock Market Crash of 1929 shaped the 20th Century. Source: Liberated Stock Trader

8. The Effect of Lack of Financial Markets Oversight in 2007

The U.S. Securities and Exchanges Commission effectively lost control of the oversight of the financial industry in the 2000s, which led to investment banks selling derivatives on highly risky mortgages.  The decision to deregulate markets lead to the financial crisis in 2007.  This affected the global economy and led to the collapse of Lehman Brothers, caused the third worst stock market crash in history with a loss of 38%, and displaced millions of people from their jobs and homes.

9. The Effects of Deciding to Buy Bottled Water

Consider something as simple as buying bottled water.  Buying water in disposable plastic bottles is convenient and cheap from your perspective.  But from the perspective of the greater good, this is literally killing our planet.  We, as a family, have cut our use of plastics down by 90%, for the greater good of the planet and our future generations.  We drive a hybrid car, we minimize long-haul flights, and we use a search engine that plants trees with advertising proceeds.  Every little action helps, if we all considered the greater good, the world would be a better place.

If you need to make a decision that affects others, for example, downsizing a business, consider what decisions would be the best for most of the people, or at least which decisions would negatively impact the fewest people.

Final Thoughts

The effects of good decision making and poor decision making changes the world around us.  From deciding not to buy bottled water to combatting slavery and oppression, the values we have shape the decisions we make, and the decisions we make shape the world we live in.

Do not sit on the fence, build your values, and leave the world in a better place than when you found it.

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