Hello Everyone! Today, we are featuring a short video, sharing tips for workplace adjustment.  Don’t let the wording fool you! 🙂 We are not talking about actual law around ‘workplace adjustment’; rather, we are referring to the cultural adjustment one may go through within the initial 90 days of joining a new organization. The initial 90 days is a critical time of ‘adjustment’ and ‘mutual learning’ between an organization and the newly joined individual. Here, we share some tips we have found work really well for many colleagues. Thank you very much for watching, enjoy!

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The PewResearch Center published a wonderful article in 2010 about Millennials, “Millennials: Confident. Connected. Open to Change.”1 (Full report here.) Now, I know many of the older generation – including my parents 🙂 – sometimes thinks the new generation has lost certain values and are ‘different’ or ‘difficult to understand’ at times. I can appreciate their point of view. In all fairness, the new generation is less traditional, less religious, more diverse, more expressive, and may appear to be ‘always connected’. There are, however, wonderful qualities Millennials share that no one ever talks about and, for the record, I wouldn’t…

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We are starting the week with a million-dollar question: What is the best performance model you ever worked with? Recently one of our clients emailed me, “… I am looking for an innovative way of managing employee performance. Every company that I have ever worked for, had laborious and lousy performance management policies. I have not heard of any company that is happy and has an exemplar PM process…” And you know, he had a fair point. Over my professional career, I’ve worked with companies that had very well-documented, well-processed performance management systems. On the flip side, I’ve worked with organizations…

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Hello Everyone! We have launched our YouTube Channel with a motivational video yesterday. Here is a personal welcome from our Founder, Sesil Pir to our viewers. Please remember to subscribe to be notified of newly posted videos. Thank you and have a wonderful weekend! The Whirling Chief Team

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Innovation is triggered by a thought and a tiny step by an individual; however, it takes an army to go into production. Today, I’d like to introduce you to my army: a lean, mean team of six, taking care of all things Whirling Chief, from A to Z. First is Sebnem Kabadayi, our executive and team assistant, based in Basel, Switzerland, working with me in our offices. Her nickname is ‘klalice,’ which comes from a Turkish word ‘kralice’ with a twisted tongue, meaning ‘the queen.’ She is the queen of everything, all right. Not only does she manage me and…

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We are excited to launch our YouTube Channel with a motivational video on ‘Fulfillment at Workplace’.  Whirling Chief is a platform where a growing circle of business leaders comes to share, learn, and inspire organizations to put people first. Our sole mission is to provide a safe and fun environment, where people can come to learn about a wide range of organizational effectiveness topics. Needless to say, the values of ‘sharing’ and ‘caring for another’ we feel very strongly about at Whirling Chief. We’d like to thank amazing Simon Sinek for being the inspiration voice, Electrik.co for their production, to Simon Marshall for…

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Some of us secretly call those managers who ‘pretend’ to know everything, and who do not bother to acknowledge they might have made a mistake, “King Managers.” Why a king? Because a king is the chief ruler, who has supreme authority. And if you think of it in chess terms, s/he is the most important player. That’s right. Those managers who cannot say, “I’m sorry, I made a bad call,” or, “I don’t know, let’s find out together,” often truly believe they are the ultimate power holders – the most important piece that holds a group together. It is this…

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If you have not yet had the misfortune to work for an ineffective manager, I sincerely hope you do soon. Not because I’m mean. Rather, I’d really like you to experience what it means to have the wrong kind of support. Over the years, I have been fortunate enough to work with some amazing employers and extremely mature direct managers. And I have also been less-than-fortunate to have had one or two ineffective managers for shorter periods of time. For the record, I would not exchange those experiences for anything different. That said, having the wrong kind of support really…

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In our first post on this topic, we presented both our agreements and disagreements with Dr. Charan, and invited folks to comment. The comments received confirmed to us that our colleagues agree there is a push and desire to shift how we do HR and yet, we are unclear about the next steps. From our perspective, as a function it may help to recognize we are a relatively new field of study. In many places, especially developing countries, our field is still not being taught in major universities or, when it is, not in great depth. Many of my colleagues, whom…

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Talking about what HR needs to do differently moving forward, here is a dilemma I struggled with for many years after becoming a manager of Human Resources professionals: What does it mean when clients say only good things about their HR Business Partners? Most of the time it actually means the HR Business Partner is approaching their work with balance and consistent quality – asking the right questions to improve people processes, carrying out both operational and strategic tasks with excellence, supporting talent and leadership development by challenging the status quo, and by offering professional coaching. Then there are other…

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