I've talked to a lot of managers over the years who lament at the "skills-gap." They claim they're just not able to find the qualified candidates they need to fill their jobs.
Welcome to Niedermayer.ca
It's hard to keep pace these days and the pace is getting faster:
- "My business is having problems: Should I invest in more technology? Or do I need to look at my business practices and processes first?"
- "How can I manage my knowledge base to grow my organization?"
- "Where can I get the advice and expertise I need?"
Sometimes a fresh set of eyes and a new perspective can give you a running start--and get you back into the fast lane so you can avoid the speed bumps and potholes and get on with a smooth path to doing what you do best.
This site has a collection of articles, papers, and other information on the topics of Information Technology, Business Process Consulting, Project Management, Knowledge Management, Finance, Education, and Business Management.
This is more than a portfolio site, it is a site that contains knowledge, experience and real solutions to real problems--and perhaps your problems! If you want to know more, please contact us.
Recent News and Blog Entries
It's almost a given now that, if we want to work with people, we need to know their personality traits. Most managers have been to some sort of personality "typing" workshop to help them understand how to get the most from their team members and get along with their own managers. Some of the more popular offerings used in the corporate world and for human resource hiring include the DiSC, and Prevue. A number of other are also popular for both team building and hiring purposes: the Myers-Briggs Type Indicator (MBTI), the 16PF (or 16 personality factor), and the "Big Five" also known as the "Five Factor Model." Not happy with any of these? Not to worry; there are dozens more to choose from.
I've completed many of these for myself and I've even administered and interpreted some of them to my clients during my career as a counselor. Some of their findings I resonate with; others I find to be a stretch. The problem isn't in the testing; it's how we treat people.
I once inherited a project that was 2 years late. The project had languished for so long that can be a challenge to breathe new life into a project that everyone has given up on and tossed into the corner of their "other duties as assigned" pile.
I once finished a engagement with a company that had a difficult time with decision-making. Managers and directors would say to their employees, "I need you to get this this number, or change the system to do this." But they would offer no context on why they needed that number or change.
I've lost count of the number of articles that have come across my feed with titles like, "Reaching out to Millennials", "Understanding your target market", or "What Boomers need." Traditional marketing models are based on carving up the universe of all potential customers into age, race, gender, and income levels. If your product or service can appeal to a large enough subset of this universe with sufficient buying power, then you have a shot at being successful.