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More Than a Quarter of Employees Globally Are Ready to Move on From Their Current Jobs
divide the management-assessment process into three parts: compensation, character, and operations.
Pat Dorsey • The Five Rules for Successful Stock Investing: Morningstar's Guide to Building Wealth and Winning in the Market
hiring needs would expand to include a major role for less skilled professionals and more paraprofessionals, since the increased structuring of familiar engagement types would allow the firm to employ an increasing degree of…
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David H. Maister • Managing The Professional Service Firm
most frequently selected) option—maintaining a firm with diverse practices at various stages of the life-cycle spectrum—is a challenging managerial task. The conflicting economic, behavioral, and managerial requirements of different practice areas are sufficiently great to create severe internal tensions and stress
David H. Maister • Managing The Professional Service Firm
need for senior talent would remain high, the group could accommodate a broader array of talents since it would have the ability to empower an individual by supplementing his or her…
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David H. Maister • Managing The Professional Service Firm
over time, the proportion of juniors to seniors required by the firm in a particular practice area will tend to increase.
David H. Maister • Managing The Professional Service Firm
That’s a great framework for senior versus junior hires. It’s okay to hire junior people for areas where it’s clearly visible to the CEO if it’s working. And any area where it’s hard to understand things quickly and easily, then you should always have senior hires. I think you should call that the Naficy framework.