Integrity senior managers not to face

Respondents were asked open-ended question: "Please name the three main qualities of the top manager?" The survey showed that the main qualities of top managers are professionalism, competence and intelligence. They reported 22%, 18% and 16% respectively. Interviewees believe that this top-manager in the first place should be able to "clearly and precisely outline the tasks and organize work to solve them", "apply their knowledge in practice", as well as have an analytical mind and a broad outlook.

16% of respondents said purposefulness and strategicthinking. According to survey participants, qualified manager characterizes the focus on results, and the ability to calculate the evolution of the situation a few steps forward.

Top Manager - one of the most important figures in the company, and therefore it is not surprising that the person holding this position should possess such qualities as responsibility and determination. They pointed out by 15% of respondents.

Ability to persuade, ie the presence of leadership skills, 12% of respondents believe it necessary for the top manager.

According to 11% of the respondents, fruitful work on the position of top manager is not possible without the presence of his such qualities as resistance to nerve overload.

Communication skills, charisma and integrity indicated 10% of respondents.

This top manager has a creative approach to its tasks, have the innovative thinking - say 7% of directors of Russian enterprises.

6% of respondents believe that a good manager must first "believe in what they do."

More 6% of respondents above the other qualities of top managers appreciate the desire for self-improvement.

Qualities such as organization, diplomacy and the ability to work in a team, scored 5% of respondents' votes.

Otherwise characterize this top manager 75% of respondents. According to some of them, for a manager is important presentable appearance and "the links in the business circles." Others believe that a top manager should be able to pursue his own and at the same time to listen to subordinates, and to recognize their own mistakes. According to the third, high-level manager has to be attentive to detail, initiative, realistic and faithful to the ideas of the company, which employs.

Difficult to answer the question on the proposed 5% of respondents.

Equipment of the interview or interviews

If you hired the worker failed, the blame for this only you. So, you could not recognize it at the time of the interview. We give practical techniques of interviewing, which will help you to use an adequate type of questions, the desired style of communication and will provide an opportunity to gather as much information about the candidate.

Many articles on the topics of the interviews are geared to the needs of workers. Potential applicants are given a lot of practical advice, discuss techniques to conduct interviews, etc. Nevertheless, the question of the interview is important, and for the second side -. Potential employers. Interview techniques must possess not only the employees of HR, HR-managers, senior management, but also the heads of other linear and structural divisions of the company. Practice consultants career shows, if the experts from the personnel department are trained, the heads of various line departments such training usually do not have, although they are often connected to the process of conducting interviews with those candidates, which can then be their subordinates.

Why is it so important interview?

Human Resources Department is responsible for the search and selection of professionals, verifies the data summaries, if necessary, collect additional information about the candidate, and others. If all goes well, then followed with these candidates met the manager in the department of which he will work. It is important to give very clearly aware of the fact that you, as the head of the department, to work closely with the people you recruit. That's why you have to be professional in conducting an interview with a possible employee. Another reason lies in the fact that the decision you make reflects your managerial skills. Whatever the choice (good or bad), it reflects directly on you. After all, the person you hired will communicate not only with you but with your boss, peers, your subordinates and clients of your company.

Preparing for the interview

Before the interview the candidates, you should prepare a few general questions. Sure you take some time to carefully study the resume of each candidate. This will help you prepare the questions that directly relate to working life of each candidate, such as:

 What do you like most when you work in a company X?

 What do you like least about when you worked for the company X?

 Tell me about your superiors in the company X.

How to behave during an interview?

Your own behavior during the interview is just as important as the behavior of the candidates themselves. You need to ensure that your interlocutors feel free enough in a conversation that will help you achieve a more honest answers from them. However, if you do not belong to the type of managers who can operate and communicate with their subordinates relaxed, you should not resist your usual style of behavior. Do not forget only the following: a decision on how a potential candidate meets the proposed place of work depends not only on how he makes, but also on you personally. And the fact the suitability of this candidate for this position, you must find it during an interview with him. It is very important to be polite and attentive. Poorly, when you make your interlocutor waiting for you at the reception or when you are in a conversation with him and then start to talk on the phone or answer calls. After all, this person with whom you are talking, perhaps, will work for you. And it is possible that you will ever be to work for him - because the modern world is so volatile.

The art of the interview

The key to the competent conducting interviews is to gather information. And nothing is more important than the ability to show flexibility in the formulation of questions. You must keep the interview process very professionally, smoothly and comfortably. In any one situation, a certain style of the interview can be quite appropriate, but at the same time in different circumstances it may lead to the fact that you will get the wrong information or, worse yet, none at all needed information. The following offers 12 ways to help you to adequately respond to the changing environment, use the style you want and get the most relevant information.

Questions requiring short answers (general)

This type of question that is often asked, and which is very often misused. How often have you heard that interviewers ask, for example, a common question is, "Can you work under pressure?". Such a question can only be answered by "yes" or "no", but who gives a negative answer. Thus, the interviewer does not receive any information that could help to evaluate this candidate in comparison with the others. Although such questions - not the most appropriate way to conduct the interview, though they can bring their own benefit. General issues fit in when you want to confirm this or that fact or verify information already received. Example of common questions: "You can start work on Monday?" "So you worked at Xerox company for ten years?".

Matters requiring a detailed answer (open questions)

Logically, this type of questions is the opposite of the first type. Responding to an open question, the candidate will not be able to do a definite answer, so the answer is to be deployed. For example, a question like "How successful it turns out you have to work under pressure?" Is an open question, which suggests that the candidate will give a detailed answer. Experience shows that this type of question is preferable to a general question, he puts the candidate in a situation where he has to tell, to give examples, but you just have to listen. Such questions usually begin with words such as "I'd love to hear about how you ..." "It is interesting to know ..." "Could you tell me ...".

Questions about previous experience

Such a method has recently become be a separate style of interviewing. Questions about previous experience based on the assumption that the actions committed in the past, may determine future actions. That is, it is believed that people will work at the new place of work as well as he had worked in previous jobs. These questions are open in their logical structure, but the center of attention in them are examples from the past experience of the candidate. Usually these questions begin with phrases such as "Tell me about how you ..." "Give me an example of how ..." "And when you held the office ...". Ask such questions should be at the very beginning of the interview to the candidate immediately understood what is required of the details of his past experience. In this case, he will not be tempted to introduce your interviewer confused during the interview. Questions about previous experience create the right setting for the candidate.

Questions about the weaknesses of the candidate

The interview process is often tempted to believe that if a candidate is strong in any one area, it means, in other areas it can show excellent results. However, not always the case. At a time when the head of the candidate begins to shine a halo and a choir of angels singing the praises of his virtues, begins to drown out even the phone calls made by your secretary, it's time to cross your fingers and wake up from the tempting of bliss - it's time to try to draw attention to the weaknesses of the candidate. In this case, well try the next question: "Well, everything is fine. Well, can you think of any case from the practice when you were on top? "Or" Well, now, could you give me an example of what to do would not be proud of? ".

Disclosure of the negative traits of the candidate

Seeing that the candidate has some weaknesses, you can be satisfied with this discovery and to continue the interview on. But it may be a situation when a candidate answer will cause you anxiety and you find important to reveal the negative aspects of your interlocutor. For example, the candidate told you about the case of one of his earlier works, when it is for a specific purpose deemed necessary to bypass his immediate superior. Here you, as a manager, you will have a good think about the fact that if such behavior is characteristic of the man, it is unlikely that it will be reasonable - to invite him to work in your team. Accordingly, you will need to make an effort to delve deeper into the negative traits of the candidate. You can use a phrase like "That's interesting, do you know. Let's talk about those cases in your practice when you had ... ". Further discussion on this topic will help you identify negative traits and, perhaps, save you from a bad employee. On the other hand, it may be that this particular negative situation was the only exception in the practice of the candidate and that about it and do not worry.

reflective questions

Reflective questions - a great way to move from one topic to another. They help you in control of the conversation, regardless of how talkative interviewee. If, for example, the candidate begins to pelt you with unnecessary information about their previous work, it is easy flow of speech can be interrupted by a reflexive question that will allow you to switch to another subject. To do this, you need only one phrase that is added to a proposal, the spoken you - "do not you (well)?". For example, "Time we do not have a lot, and I think it would be nice to go to the next question, is not it?". The answer candidate (reflex) will consent to allow the conversation to move forward in the direction you want.

Mirror approval (phrases repeat)

This ingenious form of the test, which is applied at the same time, together with the most effective tool, as silence. This method consists in the fact that you repeat or perefraziruete any key statement (statement), and then watched silently for your interlocutor, sometimes nodding and listening to him with obvious interest. Such questions should be used to highlight the essence of your interlocutor answers and find out as much detail as possible. Your task - just repeat the essence of a statement ( "So, if you happen to be late for work for two hours, you then on these two hours delayed at work, to do something that had to do"), then shut up and let candidate to speak in more detail about this phrase.

alternative questions

Choice questions are often abused, as they allow the interviewer to demonstrate their power. The question itself requires that the candidate chose this answer, what would be the lesser evil. For example, "What, in your opinion, it is the lesser evil: embezzlement or fraud." There is, however, a clear boundary between the absurd choice questions and a well-thought-out questions that require active work of thought. For most interviewers this method is useful to see how and how well the candidate is able to take decisions and make choices alternatives. The easiest and most effective way to use this kind of issues is to use real-life situations, which could be carefully considered two completely different approaches.

Reflective questions containing partially correct information

This type of question is used to talk a man who in all and with all agree, to talk to the terminally incompetent people, with eccentric who did not wish to provide information, as well as with those who are quite competent, but terminally notorious. The method is as follows: you need to bring the right kind of statement and ask the candidate to agree with him. It's amazing how much you can learn by using this method. For example, "I have always believed that customer service starts from the moment when he pays the bill. You agree with me?". This example of a reflexive question, containing some correct information, always brings a surprising answer. Try this type of question in your practice, and you can learn a ...

Suggestive questions

In this case, you direct your listener on a specific type of response. Often such issues arise randomly in the course of the interviewer says about the company-specific, where the candidate will work. The interviewer can say with pride that "our company is experiencing rapid growth and our employees have to make every effort to customer service was at the height," and then ask, "How do you know how to deal with stress?". The candidate knows that in order for him to have kept the chances to get the job, he has to answer this question properly, he does. We can not say that it is not recommended to use leading questions. The fact is that, as with general questions, they should be applied in the appropriate setting. The best thing - is to use them to verify any information in order to get the candidate to express their views on any particular topic in more detail. For example: "In our company, there is a rule that the customer is always right. What do you think about this?". But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions. But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions. But this acceptance should be resorted to only when you have already found the candidate convictions affecting certain area. In any case, whatever it was, leading questions should not be used at the beginning of the interview. Also, this type of question should not go along with reflexive questions.

rephrasing the question

Poorly formulated question, no matter how good it is in itself neither was losing its significance and leads to the fact that you can get an incomplete or incorrect information. But correctly formulated question and allows you to receive an accurate response that you can carefully weigh and evaluate true. Let's look at the example of when you need to find out if your potential employee to work under pressure. Many interviewers ask very simple question: "Do you know how to work under pressure?". Although the intention itself is good in itself, but a matter of style selected completely wrong. The reasons for this number (we already talked about them before):

a) the type of question "yes" or "no" requires only a brief response;

b) posed the question thus clearly indicates the candidate, what kind of answer you want to hear from him.

To understand how to properly articulate this question, let's see how it is able to do a reporter in the newspaper. He uses all kinds of questions discussed by us, but he does it in such a way that every question put to them allows him to get an answer with different perspectives on the same problem. The reporter asks who, what, why, when, where and how. In this example, you are doing the same thing, connecting a common issue with some other issues. Note how the right information you can get in response to his questions:

Can you work under pressure? (General question).

 Tell me about when you had to work under pressure (open-ended question).

So, it was difficult to work under time pressure? (Mirror matter).

 How did this situation pressingovaya?

 Who is to blame for the fact that this situation has arisen?

 How could such a situation arise?

 What was the cause of this situation?

Here you are offered 8 different versions of the same question, and each version reveals a different aspect of the candidate's personality, his ability to work. Almost every question can be rephrased accordingly. Indeed, this method leads to the fact that opportunities for questions theoretically limitless - it depends only on you. Remember: Do not just accept the first answer a candidate for any of your questions. You have every right to look more closely at the problem and look for weaknesses. If you feel that you are responsible for something is not enough, try to rephrase your question. At least, as long as you do not ask, you never know.

FAQ pogonyalki

Some clumsy and not very smart people need to be constantly chased. Therefore, if you have to face such a candidate, you can use the following three methods.

If you are not satisfied with the first answer, or, on the contrary, the answer you like so much that you want to hear more, then say: "Please, tell us more about that. It's very interesting, "or" Could you cite some example? ".

You can listen to the answer and then add: "And what you have learned from this example?". This is an excellent method of paraphrasing, that can help you evaluate the candidate's ability to reflection and evaluation, as well as his emotions. In addition, while the candidate will be responsible, you will have enough time to think and plan for the future course of the conversation.

Probably the best method of getting information - it just sit, take a closer look at your buddy and do not say anything himself. All people feel uncomfortable when there is a pause in the conversation. Recall, for example, some party where you had to be present when, during a conversation, there was silence. Barely a couple of seconds, a few people began talking at the same time. This human weakness can be usefully used at the time of the interview. The caller will think, "But he was silent, then, probably waiting for me to it anything else said. He must be not quite satisfied with my answer. " Even you as the interviewer, initially it will be difficult to cope with the effect of silence during a conversation, but ultimately it is largely justified.

It seems that you are going to fire: how to defuse the situation

That is how the Council has acted in such threatening circumstances in the pages of American magazine USNews & World Report Alison Green, a specialist psychologist on staff.

Put aside their wounded, "I am." Of course, I want to defend themselves against criticism. However, focusing on the idea of ​​protecting or on the idea that your boss - a screwball, or tyrant, or in this case makes a mistake, you can prevent yourself objectively analyze the situation. There are cases when all could be settled, but this did not happen, because the people did not want to listen to criticism, to build a wall on its way. Even if your boss is a tyrannical temperament, you only hurt yourself if you do not listen to the comments with an open mind.

Still further, move your "I" and send it to the manager of the foot, throwing a defensive stance. Tell the boss: you know that you are unhappy and you would like advice in order to improve their performance. It's not about how to protect themselves, even if eventually you will see that the boss is wrong. This step is necessary in order to hear the chief, whether he is right or not, because, even if the boss is objectively wrong, you need to fully hear the answer to select further action.

Whatever you think about the boss evaluation, the reality is that the boss has a good idea of ​​whether you need this job is suitable or not. So, now that you know the opinion of management, it is necessary to answer two questions: whether cope with the fact of what you are asking? and whether you want to do this? There is no reason to move away from an honest answer.

In some cases, the rejection of the defense, sincere attention to the comments of the manager, the recognition that there is some truth can be to them, can help turn the negative trend. There are cases where employees from the very weak performance of the work achieved exceptional success. This should not forget.

In other situations, you may decide that you can not or do not want to do that, as urged by the authorities. If you share the opinion with the boss about the lack of good prospects in this job, there is one relatively non-traditional, but often surprisingly effective, approach to the problem. Go back to the boss with the statement: "Thank you for being honest with me. I will try to improve, but it seems that it is necessary to be realistic about the prospect that it might not work. I wonder if we could consider a smooth transition for both of us in the event of my dismissal? Were not you against the continuation of the work with me at the time, I begin to look for a new place? This will help me, and you will be able to find a replacement, and I will help the successor to read faster with the conditions of work. "

As a rule, managers are no objections to this situation - who wants to dismiss an employee if it can be avoided? Having made such a proposal boss, you increase the chances that's the way it will pass. You will have time to find a new place, you will not need later to explain the reasons for dismissal, and you can to a greater extent than at the end of the other, to control the situation.

But before you get on this path, you need to clearly understand the relationship culture in the company and install your manager as you can hear in response that, he says, "it looks like you are fired, well, we agree." So, proceed with caution.

Regardless of which path you choose, most importantly, be honest with yourself and take everything with an open mind. Do not ignore the warning signs in the hope that you somehow manage to slip through. Take a proactive stance, you know, nothing to be ashamed if you can not overcome something - to solve their problems, not hiding in the bushes.

Foreign at work: the need or a fad?

In extreme cases, when it comes to "deep Ukrainian companies," the authors ad modestly hinting that "the knowledge of English is a plus." It is not surprising that today the aspirations of people who decided to come to grips with the study of language, much more mundane than the goal of Karl Marx learned Russian at the time, to read "War and Peace" in the original ...

Future polyglots pose a very different purpose: to build a career, changing jobs, travel abroad. However, there are many people who are not going to either go abroad or contact with foreigners. Can you talk about that today, in any way can not be without a foreign language? What is in our time a foreign language - an objective necessity, without which success in the modern world is impossible, or not more than a trendy bar or habitual stamp?

Why do it?

According to the Foreign Language Center Director Inga Zubenko, set a goal to learn English, German, French and other languages ​​is tantamount to set a goal to learn to dance in general - polka, break or samba. Unreal as one, and another, and therefore does not work. Some tend to just "talk." The question then arises: what, with whom, where? Possible answers may themselves be different: work or presentation, partners or Malta, hotel or shopping. Despite the fact that the goal is the same - to speak, to teach a different need. Ideally, the effort, time, money should be appropriate for your purpose.

The goal of most language learners is to build a career. It is clear that for those working in international companies, foreign language (usually English) is a prerequisite for getting a job. But whether useful knowledge of the language staff of the Ukrainian companies?

"Our shops are open in the format b2c (business to customers), and end-users of our products are citizens of Ukraine. As the main language of communication of our clients - Ukrainian and Russian, as we do not focus on the mandatory language skills for our employees. When choosing candidates for various positions, we, first of all, pay attention to the knowledge of the applicant skills that are important for the retail of our size: the ability to find a common language with clients, understanding of the specifics of teamwork, time management skills and self-organization, possession specialized software products ", - said the director of personnel stores ProStor Elena Sychev. However, the expert added, as one of our most important priorities is the continuous development and support staff, all knowledge seekers,

Free English as a measure of capacity

"If an employee can cope with their work without knowing the language, you should not create barriers in the hiring. It's like that when searching the Secretary imperative to put the ability to dance Latin American dances, "- said Natalia Gerasimova, the representative office of the founders' productivity School." However, he does not deny the expert, someone who knows a foreign language, does look more attractive to the employer. "Knowledge of the language at least indicative of a person's ability to achieve this goal, the fact that such employee has the ability and he develops them. Also, it is an indication that an employee can be easily trained and ready to learn. After all, in order to proceed with the implementation of new responsibilities, ability to learn, to absorb new information and put them into practice is necessary ", - said Gerasimov.

Psychologist Oksana Navrotskaya agrees, "In our time, specialists with knowledge of a foreign language are trying to get almost everything - both international companies and companies without foreign partners, even in the distant future. For different reasons. For some employers' knowledge of the language is an indicator of the overall development, for others - a tribute to fashion, and some rightly believe that knowledge behind not wear, so why not take the work of a specialist, who on occasion be able to understand the contents of a fax or e-mail in English? "- she said.

My tongue - my friend?

Generally speaking, the knowledge of a foreign language, of course, increases the cost of the specialist. An analysis of websites publishing different positions in Ukrainian companies, one and the same position with the knowledge of a foreign language and no knowledge thereof involves a completely different wage.

However, according to Director of Personnel Center "My Work" Natalia Stegnienko, knowledge of a foreign language is not always the reason for a high salary. "Peremptorily declare that" no language "specialist is cheaper, it would be wrong. Here is an example of a foreign company, which in April can not find a qualified specialist with knowledge of English. Specialists employed this narrow market, today potential candidates for the position, and no English knowledge earn much more, so the proposal they are not interested ", - said Stegnienko.

According to experts, it all depends on the particular post. "I think we should not talk about the benefits of the knowledge of languages ​​for employees of international companies: it is obvious that candidates who do not speak the language, are not even considered for most positions. If this is the office staff at the level of administrative assistant, assistant, preference will be given also to the candidate who knows the language, even if the application of this knowledge will be very limited. At the same time, if a person is a great expert in his field, it is easy to find a high-paying job, and without knowledge of the language, including, perhaps, in an international company. Simply it will not have prospects. Therefore, we can not say that a specialist with knowledge of the language clearly felt in the labor market better. While ideally need to know English. Not prevent German.

What not to do

Often, foreign language lessons do not give the proper result. Experts note that considerable blame for this lies with the students, who from the very beginning of the wrong approach to the choice of courses. Meanwhile, some teachers teach courses which learning methodology to be applied, what is the reputation of the firm, are not interested in more than a third of prospective students. Most potential customers are concerned first of all the cost and location of the courses. In addition, the most common errors, experts called frivolous approach students allow themselves to absenteeism, failure to comply with homework. In the study there are no miracles language, so if a person has lost the desire to do, no one can guarantee him a decent result.

Interestingly, the opinions of experts about what lessons preferable - group or individual - are diametrically opposed. Some believe that the individual language training is the most effective as a 100% focus on throughout the session strongly stimulates. Others say that learning in a group is much more effective, as students are able to compare their results with the results of colleagues. In addition, the group can easily simulate the atmosphere of a real life, that of individual lessons is almost unreal.

Properly constructed training brings no less pleasure than fitness, fishing or sauna, Zubenko said. However, according to her, it does not mean that the road to the courses is open to all: "Do not go to courses for those who have serious problems with any language, including Russian and Ukrainian. In my head there is different parts of the brain are responsible for different languages ​​- one speech center. " Although the physiological preconditions not learn a language is not present, there may be different boundaries in the study, depending on the specific abilities of the person.

I enjoy hinders career or help?

The most popular types of hobbies: Crafts - 22%, and hunting and fishing - 21%. It is natural that the first characteristic of mostly women, and the second - to men.

Moreover, sociologists have noted that both sexes are fond of books - 20%. Then comes the flower - 16%, sport - 13%, pets - 10%, traveling - 6% and collecting (5%). 3% of our compatriots Sita your passion "sitting" on the Internet, and their number is growing every year. Thus, the figures show that half have a hobby, and a half - not. But the presence of this hobby is reflected in their work? Interfere with human passions of his career, or, conversely, help? These issues will be the subject of our today's article.

To begin with, what is a hobby. Hobbies - is any human passion that brings him pleasure and satisfaction. Moreover, this activity is not related to earnings or acquisition of the status. Most experts believe that for the harmonious development of personality needed hobbies that are not related to work. In his famous book, "The equation of happiness" Professor Manfred Kets de Vries writes that it is a hobby, not connected with professional activity, let you use those abilities, those parts of the brain that are not used during the operation. Hobbies introduce game elements into our lives, and the game is closely related to the creative activity. "No matter what you're into fishing, bird watching, breeding roses or risky things such as downhill skiing on virgin snow. Any hobby brings to life a game element, enhances creativity, makes it possible to correct outlook on life and professional approach, "- says Kets de Vries in his book. Man becomes more innovative and efficient both at work and in personal relationships.

Also interesting is the point of view of experts Testing Center at the Moscow State University "Humanitarian Technologies" on this occasion. The center's director, psychologist Alexei Serebryakov believes that drawing parallels between hobbies and work, two areas can be distinguished. One category of people are looking for in enthusiasm what they lack in the work, and the second, on the contrary, choose hobbies that are inherently close their occupation. Alexei Serebryakov latter category describes how people with the entrepreneurial nature of the warehouse. Moreover, the majority of business interests is another useful side effect: Training. Chess, for example, train memory and the ability to calculate their actions on several moves ahead and extreme sports develop the skill to make quick decisions in critical situation.

According to psychotherapist T.Kaloshinoy of the Institute of Psychotherapy and Clinical Psychology, interests exist in order to switch the brain. And unlike non-creative physical activities - such as cleaning floors that are made "on autopilot", and usually does not eliminate the everyday thoughts - creative hobbies make people think in a different direction: what will be his work, how best to do, and so forth.. T.Kaloshina believes that each person is now necessary work. Boshinstvo people realize this need to work, but this is not enough. Catching up on any one thing, which man is trained and who is able to do good, it closes at a certain clichés. First, he is happy and content, but then begins to feel that he was something missing. A hobby helps to cope with many character flaws,

Very often, a hobby or activity that brings pleasure, help the person to bring his career to a new level.

Consultants call for more time for his hobby and meaningful holiday. They agree that sometimes playing sports, reading or relaxing bath bring much more good than sitting in the office. After work, it is desirable to take an active emotional or intellectual activity is not related to the profession. It is said that in such moments made many scientific discoveries and to find effective solutions to management. It is quite possible that in the classroom a hobby and you will find a successful solution to a complex problem working!

Especially useful to switch on your hobbies, if you want to make a choice between several seemingly interchangeable, options.

Another interesting aspect of the problem: whether to combine a hobby with a profession? According to psychologists, in this case, everything is very individual. For someone to combine a hobby with a profession - the good, and for someone - a very harmful. Indeed, in the course of a lifetime, it is desirable to constantly switch from one activity to the other: it was then that he developed harmoniously. In addition, there is such a thing as a "professional destruction," which is just caused by long-term performance of the same work.

There are also the so-called status, fashion and high-end hobby. However, to call their hobby is hardly correct. It is simply a class that for one reason or another person gives for his hobbies. Such a pastime - just one of the duties of many of today's executives and entrepreneurs, that is, the work. Of course, these lessons very, very help in business and career. But in addition to such a hobby, it is desirable to have the real thing, for the soul.

So hobby - not a hindrance career. As we can see, our hobbies are usually in some way help in the work. And this applies to all: and spetsilistov and managers, and entrepreneurs. So if you are one of those 50% who are not yet have a hobby, poprobuyti find something for everyone. And please note: psychologists advised to choose hobbies that help compensate for weakness. For example, the impatient people who are struggling to bring anything to the end, will be useful to business that requires perseverance and patience - fishing, knitting or something like that. But do not forget the main thing - the chosen activity should deliver a man pleasure. Then it will present a hobby that will help you in your work and career!