Leadership to everyone their responsibility

Each week, the press presents advice, anecdotes and reflections for leaders, entrepreneurs and managers.

Gesture

Precious accountability

For the past year, Rose Buddha has seen its turnover grow by 450 % and its number of employees go from 5 to 20.Sell "soft" clothes in this telework era falls time."We are among the lucky ones," admits Madeleine Arcand, co -founder of Rose Buddha."Our clothes are comfortable, made in Canada and eco -responsible."Despite the hiring urgency in the face of such marked growth, Madeleine Arcand opted for patience, to avoid bad alloys.She held poles to friends and acquaintances."We have approached people with the same values as us," she explains.But above all, we made sure that we would hire people who could manage alone.It means that instead of spending my day managing problems, I manage my business and my growth plans.This is the right recipe for us.We do not launch offers on Jobboom.We wonder whoever we want.»»

Madeleine Arcand believes that responsibility for her employees is one of the keys to the success of the company."However, you have to keep an eye open," she said.We cannot have blind confidence, especially for a position like that of finances. Je ne ferai pas de cas d’une publication sur Facebook avec une faute d’orthographe, mais je veux savoir d’où vient la facture de 100 000 $ !»»

The quote

You have to be demanding, but know that everything is not at the same level.There are priority things on which you should never abdicate, but there are lots of things that must be accepted.[…] In my head, there is a form of pyramid of priorities.

Nathalie Palladitcheff, president and head of the management of Ivanhoé Cambridge, in the program Balado Brave

Source: Balado Brave

> Écoutez le balado Brave avec Nathalie Palladitcheff

The number

10

This is the number of minutes that Rania Llewellyn says to someone who wants to talk to her, present himself or make good impression ... as was her case, at the very beginning of a career, when she wanted to attract the'CAUTION OF A SCOTIA Bank leader in the hope of winning a job."I said to him:" The Scotia bank is the most international Bank in Canada.I am international.I was born in Kuwait and I lived in Egypt.This is the only bank where I want to work.” Je me suis rendu compte que si on ne parle pas, qu’on ne force pas les choses, on ne sera pas entendu»», a raconté la présidente et cheffe de la direction de la Banque Laurentienne lors d’une entrevue au Globe and Mail.Her bravery earned her, later, a 10 -minute interview with the manager ... to whom she dared to say that she saw herself in her place in 10 years."I will never forget this moment.This is the reason why I give 10 minutes of my time to anyone who approaches me.»»

Source: The Globe and Mail

Inspiration

Parents in mind

Now that Dialogue has entered the Toronto Stock Exchange, its CEO and co -founder Cherif Habib feels that he must carry out the boat thinking of all shareholders."We are now a Quebec flagship, a little in the same category as Lightspeed and Nuvei.[…] My parents are now shareholders in Dialogue.I am delighted and I will work very hard to make sure they get a good performance.»»

The thing

Listening to Z

Josh Feldman, Vice-President, Leadership Student Experiences, of the Hillel International college, gives his stuff to managers and managers to fully understand employees of the Z generation (that born after 1997) and get along with them:

-Give them a good salary.We must invest in the edge of their careers, equip them so that they grow up.That's what they want.

-make them participate in all levels of the organization.CEOs should consult them for strategic decisions, listen to what they have to say and be transparent with them.

-Offer them well-being programs.Many suffer from anxiety and stress.This generation is less closed on questions surrounding mental health.

- Be open to diversity in all its forms.Name your young employees as they wish, respect their identity, their kind.

Source: Quartz at work

Diversity

Less advantaged

In Great Britain, people from diversity are more likely ... to be refused a job, a salary increase and a promotion without valid reasons, shows a study of the grouping of Trades Union Congress unions.A third of them say that their steps have been unjustly stopped, compared to 19 % of white job researchers.With regard to a salary increase, refusal percentages are 29 % in people from diversity against 22 % in whites.As for promotions, 28 % bite dust, compared to 21 %.

Source: The Herald