The emphasis on generalists has led telemarketing list to the rise of a generation of restaurant executives, including the CEO of Outback Steakhouse, Chinese food chain PF Chang and Burger King. 2. Exceptional promotion, discerning people Super bosses of course care telemarketing list about track record, but they also give opportunities to people with little industry experience or even a college degree. Marty Staff worked for Ralph Lauren before becoming CEO of Hugo Boss America. Lauren once promoted a runway model to womenswear design director, for no other reason than because she was very savvy about clothes. At healthcare giant HCA Group, Tommy Frist even promoted physiotherapists telemarketing list to executive positions because he saw their brilliance.
Because they don’t hold preconceived telemarketing list stereotypes telemarketing list about talent, super bosses tend to be more accepting of women and minorities. Super bosses will not stick to the traditional interview process. When Ralph Lauren interviewed candidates, they were asked to explain what they were wearing and why. 3. Adapt the position or organization to the talent Super bosses telemarketing list will seize the opportunity to adjust positions and even organizations to accommodate new talent. At Industrial Light & Magic, George Lucas employees don't even have job descriptions. They are assigned to different tasks on different projects according to needs and staff availability.
This is a far cry from traditional HR practices, telemarketing list but it just reflects the super-boss's open and innovative mindset in everything they do. 4. Accept resignation Smart, creative and flexible employees also tend to be faster-paced in the workplace, and some may change jobs quickly. Super bosses have no problem with that. They understand that the quality of talent on their team telemarketing list is more important than stability, and they see turnover as an opportunity to find new stars.