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	<title>My CEO Life &#187; People</title>
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	<link>http://myceolife.com</link>
	<description>Real Business, Real Problems, Real Solutions</description>
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		<title>eBay Using Social Media to Plan for the Future</title>
		<link>http://myceolife.com/2010/05/ebay-using-social-media-to-plan-for-the-future/</link>
		<comments>http://myceolife.com/2010/05/ebay-using-social-media-to-plan-for-the-future/#comments</comments>
		<pubDate>Thu, 13 May 2010 14:10:57 +0000</pubDate>
		<dc:creator></dc:creator>
				<category><![CDATA[People]]></category>
		<category><![CDATA[eBay]]></category>
		<category><![CDATA[linkedin]]></category>
		<category><![CDATA[recruiting]]></category>
		<category><![CDATA[top management]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=499</guid>
		<description><![CDATA[I had a great chat today with the Head of eBay Talent Management based out of Ireland.  His role is to conduct a global search for top talent and to find out if they would be interested in working for EBay in the future.  At any point in time he has a number of live executive searches he is conducting.

What is intersting is that he found me via linkedin.  He reached out, contacted me and we had a chat.  While i am not interested in changing jobs at the moment, i know people that would be suitable and i will the eBay guy in touch with them.

This is a great example of a company that is forward planning.  eBay is using social networking to its advantage and it is appears to be delivering storng results.  More companies should take this approach.  Your target market is out there and they are using linkedin.  It is just a case of being systematic and organised in building contacts and developing networks.


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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Firing People the Right Way</title>
		<link>http://myceolife.com/2010/03/firing-people-the-right-way/</link>
		<comments>http://myceolife.com/2010/03/firing-people-the-right-way/#comments</comments>
		<pubDate>Fri, 26 Mar 2010 09:20:13 +0000</pubDate>
		<dc:creator></dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>
		<category><![CDATA[Firing people]]></category>
		<category><![CDATA[letting people go]]></category>
		<category><![CDATA[Redundancy]]></category>
		<category><![CDATA[Retrenchment]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=482</guid>
		<description><![CDATA[The cold hard reality of life for all businesses is that, from time to time, people need to be let go.

Recently i chatted with one person that was made redundant.  Her description of the process was "I was notified I was being made redundant, and immediately frog-marched out of the building. I wasn't even given the opportunity to collect my wedding photos off my desk. It was all rather disrespectful."

The above is an example of a company that is not approaching the letting go of people in the right manner.  How should companies handle this most difficult of times?


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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>If Someone Resigns &#8211; Accept It!</title>
		<link>http://myceolife.com/2009/04/if-some-one-resigns-accept-it/</link>
		<comments>http://myceolife.com/2009/04/if-some-one-resigns-accept-it/#comments</comments>
		<pubDate>Tue, 28 Apr 2009 22:37:30 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=417</guid>
		<description><![CDATA[Have you ever had the situation where someone who reports to you resigns and you try to talk them out of it?  I certainly have and i have also tried to talk them out of it ... often successfully.  However, is this the right strategy or should you just accept the resignation and move on?



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		<slash:comments>8</slash:comments>
		</item>
		<item>
		<title>Letting People Go &#8211; the Do&#8217;s and Dont&#8217;s</title>
		<link>http://myceolife.com/2008/11/letting-people-go-the-dos-and-donts/</link>
		<comments>http://myceolife.com/2008/11/letting-people-go-the-dos-and-donts/#comments</comments>
		<pubDate>Wed, 26 Nov 2008 16:02:05 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>
		<category><![CDATA[Firing]]></category>
		<category><![CDATA[Redundancy]]></category>
		<category><![CDATA[Termination]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=372</guid>
		<description><![CDATA[In tough economic conditions, every business goes through a review of operations and for many of them, they will have to let some people go.  I have recently gone through this with my new business and there are some salient lessons that can be learned in downsizing.


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		<slash:comments>2</slash:comments>
		</item>
		<item>
		<title>The Rise of the Worker Bee &#8211; Politician Mutation</title>
		<link>http://myceolife.com/2008/09/the-rise-of-the-worker-bee-politician-mutation/</link>
		<comments>http://myceolife.com/2008/09/the-rise-of-the-worker-bee-politician-mutation/#comments</comments>
		<pubDate>Fri, 05 Sep 2008 08:37:58 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[Leadership]]></category>
		<category><![CDATA[People]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=255</guid>
		<description><![CDATA[A few days ago i wrote an article on different types of people in an organisation - the worker bees, the survivors, the aspirants and the politicians.  The article stirred some debate and one reader, Alain from Luxembourg, idetified a 5th type - the worker bee - politician mutant.

Read on for more... 


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		<slash:comments>4</slash:comments>
		</item>
		<item>
		<title>Do You Pass the Beer Test?</title>
		<link>http://myceolife.com/2008/09/do-you-pass-the-beer-test/</link>
		<comments>http://myceolife.com/2008/09/do-you-pass-the-beer-test/#comments</comments>
		<pubDate>Thu, 04 Sep 2008 09:43:07 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=246</guid>
		<description><![CDATA[When employing people, it is important that you get on with them. In an interview how often do you ask yourself if this person can pass the beer test?  Read on for more ... 


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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Managing People Across Different Cultures</title>
		<link>http://myceolife.com/2008/08/managing-people-across-different-cultures/</link>
		<comments>http://myceolife.com/2008/08/managing-people-across-different-cultures/#comments</comments>
		<pubDate>Fri, 29 Aug 2008 08:08:23 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=233</guid>
		<description><![CDATA[During my time with the REA Group we grew the business from operating in just one culture - Australia - to one operating across many different cultures - from Australia and New Zealand through to the English and European cultures.  When we started a small office in Shanghai and acquired Squarefoot in Hong Kong, we further enriched the cultural mix.   The challenge was how do you manage a large group of people across different cultures.  Read on to find out more ... 


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		<slash:comments>1</slash:comments>
		</item>
		<item>
		<title>Its All About Focus</title>
		<link>http://myceolife.com/2008/08/its-all-about-focus/</link>
		<comments>http://myceolife.com/2008/08/its-all-about-focus/#comments</comments>
		<pubDate>Wed, 27 Aug 2008 15:07:06 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[People]]></category>
		<category><![CDATA[Tips and Techniques]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=228</guid>
		<description><![CDATA[I had a great meeting with a guy in San Francisco yesterday.  During the meeting we chatted about his current businesses and his aspirations for where he wanted to take them.  What was interesting was the breadth of ideas that he was tackling all at once and it got me to thinking about how important focus is.  

Read on for more ... 


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		<slash:comments>7</slash:comments>
		</item>
		<item>
		<title>Employee Ownership of a Business &#8211; Important to Long Term Success</title>
		<link>http://myceolife.com/2008/08/employee-ownership-of-a-business-important-to-long-term-success/</link>
		<comments>http://myceolife.com/2008/08/employee-ownership-of-a-business-important-to-long-term-success/#comments</comments>
		<pubDate>Sun, 24 Aug 2008 20:44:16 +0000</pubDate>
		<dc:creator></dc:creator>
				<category><![CDATA[People]]></category>
		<category><![CDATA[Options]]></category>
		<category><![CDATA[Shares]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=220</guid>
		<description><![CDATA[I have worked in a number of businesses and i find that employee ownership in the business is important to the long term success of that business.  In talking to employees who have some sort of ownership in a business, they feel more engaged, are more understanding of the challenges of management and tend to go above and beyond far more often.  Now the question is how can employees gain ownership in a business?

Read on to find out more ...


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		<slash:comments>0</slash:comments>
		</item>
		<item>
		<title>Do You Really Know How Happy Your Team Is?</title>
		<link>http://myceolife.com/2008/08/do-you-really-know-how-happy-your-team-is/</link>
		<comments>http://myceolife.com/2008/08/do-you-really-know-how-happy-your-team-is/#comments</comments>
		<pubDate>Sat, 23 Aug 2008 09:21:54 +0000</pubDate>
		<dc:creator>Simon</dc:creator>
				<category><![CDATA[Culture]]></category>
		<category><![CDATA[People]]></category>

		<guid isPermaLink="false">http://myceolife.com/?p=215</guid>
		<description><![CDATA[Business always conducts employee satisfaction surveys in an attempt to find out just how happy their teams are.  Often, when they revew the results, they are looking for downside risks rather than upside positives.  In addition they will spend time reading the comments and trying to work out what the real issues are.  However, the real measure of the temperature of a business is not what people say, but their actions.

Read on to find out how you can get a better grip on what people are really thinking in a business by their actions. 


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		<slash:comments>2</slash:comments>
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