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20 Famously Successful People Sum Up Their Work Advice

20 Famously Successful People Sum Up Their Work Advice

We all admire people who’ve succeeded in their field – successful people who we all admire. We want to be like them, be as rich as them.  Sometimes, we want to be them.  We want to know what they know, what they did, so we can reach that pinnacle where they are standing.

Here are 20 people sharing what they did to succeed:

1. Warren Buffet, Investor

“I don’t try to jump over 7-foot hurdles; I look for 1-foot hurdles that I can step over.”

The Oracle from Omaha is the 4th richest man in the world and probably the best investor of the century.  Buffet is actually known for his meticulous and deliberate analysis of any business he is interested in.

2. Oprah Winfrey, Media Mogul and Businesswoman

“Whatever your goal, you can get there if you’re willing to work.”

Oprah Winfrey, the Queen of All Media, is one of the most successful media personalities in the world.  You can bet she got all her achievements because of her perseverance.

3. Larry Bird, Professional Basketball Player

“I don’t know if I practiced more than anybody, but I sure practiced enough. I still wonder if somebody – somewhere – was practicing more than me.”

Larry Bird played for the Boston Celtics from 1979 – 1992. He is a 12-time NBA All-Star and an MVP for 3 consecutive years. Bird won 3 NBA championships and 2 NBA Finals MVP awards.

4. Tiger Woods, Professional Golfer

“No matter how good you get you can always get better and that’s the exciting part.”

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Tiger Woods is one of the most successful golfers and one of the highest paid athlete in the world. Woods has been the ranked 1 golfer for the most consecutive weeks and for the greatest number of weeks.

5. Stephen King, Author

“If you don’t want to work your ass of, you have no business trying to write well.”

Stephen King is one of the century’s most successful authors, with 54 novels, 200 short stories and 5 non-fiction books under his belt.  Over 350 million copies of his books have sold worldwide, many of them adapted into film and television movies.

6. Vince Lombardi, American Football Coach

“It’s not whether you get knocked down, it’s whether you get up.”

Vince Lombardi is one of the most successful NFL coaches in history, leading the Green Bay Packers to five NFL Championships. For him, getting back up is an achievement and a vital key to winning.

7.  Bill Gates, Businessman

“Never took a day off in my 20s. Not me.”

Bill Gates, founder of Microsoft, is one of the richest people in the world, has been since 1995. His work ethic while building Microsoft one of the reasons the company is a leader in computer technology.

8.  Twyla Tharp, Ballet Dancer and Choreographer

“Be aware of what distract you and give it up for a while.”

Twyla Tharp is a successful American ballet dancer and choreographer.  She has been awarded with 2 Emmys, a Tony, 19 honorary doctorates and various other awards, recognizing her achievements in dance.

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9. Larry Page, Computer Scientist

“Always deliver more than expected.”

Larry Page is an engineer and computer scientist who co-founded Google.  He is currently Google’s CEO.

10. Mark Cuban, Businessman and Investor

“Work like there is someone working 24 hours a day to take it all away from you.”

Mark Cuban is known as the current owner of NBA’s Dallas Mavericks.  He is a businessman and investor, who cashed in early on the first tech boom.

11. Jack Welch, Former CEO of General Electric

“Be candid with everyone.”

Jack Welch was the CEO and Chairman of the Board of General Electric from 1981 to 2001.  During his tenure, he increased GE’s market value from $12million to $280 billion today.

12. Stan Lee, Comic Book Writer, Editor and Publisher

“I try not to do anything that’s too close to what I’ve done before. And the nice thing is we have a big universe here. It’s filled with new ideas.”

Stan Lee is a comic book writer, editor, publisher, and former President and Chairman of Marvel Comics.  He co-created many of Marvel and DC Comics’ biggest characters like Spider-Man, Iron Man, Thor, X-Men, Silver Surfer and many more.

13.   Wayne Gretzky, Professional Ice Hockey Player

“I wasn’t naturally gifted in terms of size and speed; everything I did in hockey I worked for…”

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Wayne Gretzky is a former professional ice hockey player and is considered the greatest hockey player ever.  He leads in the NHL in number of assists and point-scoring, and is the only player to have over 200 points in one season.

14. Neil Gaiman, Author

“As an author, I’ve never forgotten how to daydream.”

Neil Gaiman is an English author of novels, comic books, graphic novels and short stories.  He has been the recipient of many awards including the Newbery and Carnegie medals.

15.  Donald Trump, Businessman

“…listen to your gut, no matter how good something sounds on paper.”

Donald Trump is a successful businessman, investor and celebrity. He is the chairman of The Trump Organization and he built his money on real estate, hospitality and entertainment.

16.  Richard Branson, Businessman and Investor

“As much as you need a strong personality to build a business from scratch, you also must understand the art of delegation. I have to be good at helping people run the individual businesses, and I have to be willing to step back.”

Richard Branson is a businessman, investor and the founder of Virgin Group, a conglomerate that is made up of more than 400 companies.  Branson is the 7th richest citizen of the United Kingdom.

17.  Simon Cowell, Producer and Talent Scout

“The secret of my success is that I make other people money.”

Simon Cowell is a producer, talent scout and celebrity who rose to fame as a judge on talent shows like American Idol and Britain’s Got Talent. Some of the talents under him include One Director and Il Divo. He is one of the richest persons in the British music industry.

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18.  Steve Jobs, Inventor and Entrepreneur

“Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.”

Steve Jobs is an inventor, businessman and the co-founder of Apple, Inc. He was the CEO of Apple, Inc and under his tenure saw the development of the iMac, iTunes, iPod, iPhone and the iPad, some of the most successful devices in the world today.

19.  Madonna, Entertainer

“I’m always looking for something new: a new inspiration, a new philosophy, a new way to look at something, new talent.”

Madonna is one of the most successful artists in the world today. She is a singer, songwriter, actress and businesswoman, known for reinventing herself and her music throughout the years. She has sold more than 300 million records worldwide and is the best-selling female recording artist of all time.

20. Meryl Streep, Actress

“I think the most liberating thing I did early on was to free myself from any concern with my looks as they pertain to my work.”

Meryl Streep is one of the greatest film actors of all time. She is a three-time Academy Award winner, eight-time Golden Globe winner and was awarded the 2010 National Medal of arts and the 2014 Presidential Medal of Freedom.

Featured photo credit: 04222014 – Success Boot Camp Graduation at PCP/US Department of Education via flickr.com

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Published on December 17, 2018

15 Important Interview Questions to Ask Employees During an Interview

15 Important Interview Questions to Ask Employees During an Interview

The importance of asking great questions cannot be overstated. Great questions help you discover new things, diagnose existing problems, and explore how well solutions are working in your life or business. Whether you work with consultants, executives, or entry-level employees, you cannot skip questions.

Now imagine running a company where sustainability and profitability depends on your ability to determine the brightest minds and skills in the industry in a single conversation:

How do you know they’re the perfect fit for you? How do you assess their communication skills? How do you know they won’t cost your team in the long run?

You know it already; ask great questions!

The concept of asking questions isn’t new but there is a great chance that you’re not taking full advantage of it. A Harvard Business Review article refers to questioning as a powerful tool that unlocks value, fuels innovation and performance improvement.[1] As a hiring manager or recruiter, how to you get this information when you’re meeting a candidate for the first time?

Ask great questions, of course.

Without further ado, here are 15 interview questions to ask employees during an interview:

1. “What are your career goals?”

Another version of this question is “What types of problems do you see yourself solving in the future?”

This question is almost never asked and when it is asked, most questions are geared towards knowing how long the employees intends to stay in the company.

Instead of asking leading questions that would steer employees into declaring undying loyalty for the organization, ask what types of problems they hope to solve in the future.

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This does two things:

  1. It reveals the skills and interest in your employees.
  2. It lets you know what types of candidates you are attracting in the first place.

With this, you’re able to trend this data to improve how you market your job opening. And if employee retention is pertinent to you, you can use this information to improve the job function so that future employees can see their future selves in this role.

2. “Why do you think you’re a great fit?”

It is important to go beneath the surface to ask questions that make the candidates speak about themselves in their own words. However, a surprising benefit of asking this question is that you’re able to determine how well-versed a candidate really is with the company’s challenges and goals, in addition to their personal attributes.

Instead of listing off accomplishments, an exceptional employee is able to help you see how these previous accomplishment can translate into helping your organization solve its current business problems.

3. “What do you hope to learn from this role?”

The answers to this question can reveal if there is a job-skill match and if a linear career progression is expected.

As you listen carefully and mind these answers from candidates, you begin to see trends in responses that help you refine how you develop roles, responsibilities, how employees see themselves, and what they want their career to look like.

4. “How do you deal with conflict between colleagues?”

Almost every breakdown in relationship is caused by miscommunication or lack of effective interpersonal skills. But a solid indicator of how well a person communicates is how they manage interpersonal conflict.

Conflict management skills is no longer something required only for corporations who wish to settle million-dollar lawsuits. It’s an essential skill that every worker ought to possess and can make or break an organization.

Tip: Ask for a time when they didn’t get along with a co-worker and how they resolved the conflict.

5. “How did you learn about this position?”

Asking how they learned about the position reveals how the brand is perceived by the outside world. This way, you know if your current employees is your biggest source of referrals for qualified applicants.

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This also lets you know how effective your current staffing processes are and which channels are worth the effort.

6. “Why are you interested in this position?”

Again, another seemingly basic question. But when you field applications from candidates who are transferring their skills from a different department or industry, you want to know why the change was made.

What led to the aha moment? What was the internal struggle like for them? What stands out to them about this particular position? Very important.

7. “What excites you the MOST about this position?”

After establishing how passionate they are about this position, it’s not unusual that you would want to know what tasks and responsibilities excite them most. With this knowledge, not only are you aware of their sense of ownership, you help nurture these skills by encouraging and facilitating the discovery of hidden potential in your employees.

For example, a hospital nurse might detest inserting intravenous catheters in patients but jump at the task of motivating colleagues and initiating stress-reduction activities on hospital units. An office employee might cringe at the thought of public speaking but excel at creating world-class presentations.

While you can’t exempt your employee from every task in the role because they favor one thing over another, you are more aware of how rich your existing talent pool is in your organization and can utilize your talents effectively.

8. “What do you consider your weakness?”

Why should you ask a candidate what his or her weakness is when all you want is someone perfect?

Admitting a weakness shouldn’t automatically disqualify a candidate. Rather, it reveals to you how self-aware the candidate is.

Self-awareness is essential to personal and professional development, and this is sometimes a precursor to how self-directed a person is regarding their career goals.

There are arguments about the need to abolish the weakness question from interviews because it reduces candidates’ accomplishments. I disagree.

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Asking employees about weaknesses lets you understand your employees better so you can not only create a work environment that is smart, you’re able to design professional development programs that can strengthen these weaknesses.

9. “What will you find challenging about this position?”

Maybe you don’t want to ask the ”weakness question.” Maybe you’re more concerned about the capacity to perform in the current job rather than their job history.

Still, you want to know if you have a creative problem solver and how they feel about potential problems when they arise. You also want to anticipate how your employees will adjust to their roles once they are successfully hired. Self-awareness about one’s ability and limits can be observed by asking this question during an interview.

Note: This question should never be asked with a malicious intent. Exceptional employees come with flaws and this should be expected. They key is knowing whether the successful candidate is willing to be a problem solver.

10. “What additional support will you need during your transition?”

This is a very important question during the interview question because not only is the labor market diverse, the response to this question can be used to develop the orientation process and additional training materials.

As a mentor to newer nurses, this is a question I repeat more than 50 percent of the time during the orientation period. The responses I get provide me with insights into what employees really consider as constraints so that I can make their transition as smooth as possible.

11. “What qualities do you desire in a leader or manager?”

Not everyone desires a manager who provides direction while giving you free rein to make your job your own. At the same time, some employees might prefer a manager who is detail-oriented and provides all the answers.

Knowing this before a candidate is hired can prevent conflict arising from differences in communication or management styles.

12. “What do you do if you don’t agree with your manager’s decisions?”

Conflict not only happens between employees. According to a study of conflict in the Canadian workforce,[2] about 81 percent of people leave the organization as a result of conflict.

The purpose of this question is to determine how adaptable an employee is to different communication styles, what they consider deal breakers, and how they model desired behavior when conflict arises.

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The responses to this question allows you to manage expectations and an indication for leaders to continuously work on their communication and conflict management skills.

13. “What would make this company an amazing place to work?”

Maybe you can’t provide free lunches or paid hours of free time at work like bigger companies. But answers to this question can reveal a lot about what employees think is crucial to well-being.

In a study of nearly 17,000 employees,[3] it was noted that an increase in stress level is directly correlated to workplace injury. While this interview won’t eradicate organizational constraints or stressors, feedback from candidates and employees on what makes a company a great place to work is the perfect place to start.

14. “What other questions do you have for me?”

Although this is a conversation to determine the best fit for your team, company, or organization, the interview goes both ways. Yes, you are also being scrutinized by your interviewee.

The purpose of this question is to create space to answer the candidate’s questions about your organization. You also get to provide insight on processes, expectations, team culture, and information that isn’t readily available on the company website.

15. “Tell me about yourself”

If everything else seems too much, lead with this timeless question. You simply cannot go wrong here.

Sometimes, the best answers come from open-ended queries. This is your best chance to know the candidate’s history, career accomplishments, and get a feel for their career goals all at the same time.

It is less intrusive and leading with this question makes it easier to approach other questions––depending on how sensitive the position is.

The Bottom Line

Conversation is a two-way street. Good questions can give you great insights into the value an employee can bring to your company. But there is an art and science to asking questions.

While you won’t become an expert right off the bat, these questions provide a good foundation to start from if you want to attract and retain top talent in your organization.

More Resources About Job Interview

Featured photo credit: Drew Beamer via unsplash.com

Reference

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