1. Tenders and Credibility
  2. Infinity of the word I’m not supposed to say loud
  3. Good divorce is better than a lousy marriage
  4. However a small line
  5. About the blind texts almost
  6. It is a paradisematic country
  7. The lights divided
  8. The coast of the Semantics
  9. Supplies it with the necessary
  10. Made open likeness
  11. She hasn’t been rewritten
  12. Dragged her into their agency
  13. Had grass morning
  14. Where they abused her
  15. Nothing the copy said could
  16. Heaven it in so upon so life
  17. Said could convince her and
  18. Around and return to its own
  19. Plants are noticed by me
  20. Simple and regular than
  21. Replenish itself
  22. Came from it would have been
  23. Pityful a rethoric ques
  24. If several languages coalesce
  25. When I hear the buzz
  26. Spirit gathered divided
  27. Cattle i green first good
  28. Pronunciation more common
  29. She reached the first hills
  30. To achieve this it would be necessary
  31. I neglect my talents
  32. She packed her seven versalia
  33. Appear she’d also seed
  34. Heaven and earth seem
  35. The blind texts it is an almost
  36. I should be incapable
  37. Evening be whose seasons
  38. Plants are noticed by me
  39. That it might be the mirror
  40. Don’t Walk On Our Grass
  41. Their pronunciation and their most
  42. Unknown plants are noticed
  43. Grammar resulting language
  44. It is a paradisematic country
  45. World among the stalks
  46. Tuesday Morning
  47. A Man Drowned In Memory
  48. Onboarding for New Hires – The time that makes or breaks them
  49. Short-term Hiring – A crisis or an opportunity?
  50. Strategic planning for maximum performance and ROI – How will your employees know, buy in and deliver
  51. Selection Interview – May the Best Candidate Join Your Organisation
  52. Oh, Jenny. Did Five Years Fly By?
  53. Then they are still using her
  54. Could refuse to pay expensive
  55. Could impress upon paper
  56. Morning Thoughts
  57. Her for their projects again
  58. Heaven and earth seem
  59. We Deserve Better
  60. Where it came from it
  61. Constitution
  62. When darkness overspreads
  63. Then she continued her way
  64. Theft on a Grand Scale
  65. My soul is the mirror
  66. Into the belt and made
  67. The breath of that universal love
  68. Your Business Objectives: Set Them, Meet Them, Beat Them
  69. Of Language and Love
  70. Remebering Tumusiime Rushegye
  71. Star and Billy
  72. Being Blocked By @KCCAUG, @KCCAED and the rest of KCCA
  73. Born of a Rock
  74. Anything and Nothing, Really
  75. Hire and Fire – Management Reality; How is staff turnover affecting the workplace
  76. No, I Don’t Believe In You
  77. Tenders
  78. The other day I drove through Zziru
  79. Advertising Wife
  80. Somewhat Strange
  81. Beware of this when you hire your next ad guru
  82. Creative Director – What Animal Is This?
  83. Advertising Scene in Uganda – Highlights
  84. It’s That Simple
  85. Passion, Motivation, Team Integration – How To Get People to Open Up, Style Up and Step Up
  86. First, Break All the Rules – What the World’s Greatest Managers Do Differently
  87. Business Model Generation
  88. Bold – How to Be Brave in Business and Win
  89. Thus Flied Away Life
  90. Facebook Friend Insist – Turned Bad
  91. I Am Vince
  92. Is Your Latest Recruit Fit For the Job At Hand
  93. Fishermen on Lake Victoria
  94. Unconfused Mind
  95. #CancerUG Alex Mulamba dies
  96. Amama’s Diction and People’s Funny Reactions
  97. #9 vs Obama Challenge
  98. The Ugandan Workforce – A Challenge to Employees and Managers Alike
  99. Sequence of seven in 140 characters
  100. Pesma bezimena – A Poem With No Name
  101. Things I Learnt from Pumpkin
  102. Understanding What Infidelity Does
  103. We are Developing World with Manhattan Prices
  104. In Love, Loving, Loved
  105. The War Is Real
  106. When Montenegro Declared War on Japan
  107. An Update on Mediation at Commercial Court, Closed Today
  108. What Clients Want From an Ad Agency?
  109. Time to rethink the things we do #CancerUG
  110. Rainy Season
  111. Why folding your trouser leg can bring misery of catastrophic proportions
  112. Gypsy-orange
  113. #CancerUG – simple thoughts but let us start
  114. Little Treasures, Rediscovered
  115. I’ll make you a deal.
  116. The days I left in the past
  117. Road to Home
  118. Loved by the Darkness, 1996
  119. A tribute to Rosemary and the legacy her passing has the opportunity to create
  120. Damn it!
  121. When it rains, it kills.
  122. Kao da ne znam – As if I don’t know
  123. The War is Real!
  124. Joan. Gone Too Soon.
  125. The Story With No End
  126. Inspired by Technology – My impressions of entries into 2014 ACIA Awards
  127. To The Pompous Little Dimwit
  128. Blood-green ……. Krvavo zeleno
  129. A message to my stupid girlfriend (or potentially at least half a dozen of them)
  130. Randomness of rain, when I least need it.
  131. Soul
  132. For Kelley
  133. Little Clicking Noises
  134. Walk Alone
  135. It is Grover Washington
  136. Angry
  137. Of The Desert
  138. When I Go To Sleep
  139. Never Fall In Love With A Liar
  140. In The Village Of My Ancestors – by Vasko Popa
Tuesday, September 17, 2019
  1. Tenders and Credibility
  2. Infinity of the word I’m not supposed to say loud
  3. Good divorce is better than a lousy marriage
  4. However a small line
  5. About the blind texts almost
  6. It is a paradisematic country
  7. The lights divided
  8. The coast of the Semantics
  9. Supplies it with the necessary
  10. Made open likeness
  11. She hasn’t been rewritten
  12. Dragged her into their agency
  13. Had grass morning
  14. Where they abused her
  15. Nothing the copy said could
  16. Heaven it in so upon so life
  17. Said could convince her and
  18. Around and return to its own
  19. Plants are noticed by me
  20. Simple and regular than
  21. Replenish itself
  22. Came from it would have been
  23. Pityful a rethoric ques
  24. If several languages coalesce
  25. When I hear the buzz
  26. Spirit gathered divided
  27. Cattle i green first good
  28. Pronunciation more common
  29. She reached the first hills
  30. To achieve this it would be necessary
  31. I neglect my talents
  32. She packed her seven versalia
  33. Appear she’d also seed
  34. Heaven and earth seem
  35. The blind texts it is an almost
  36. I should be incapable
  37. Evening be whose seasons
  38. Plants are noticed by me
  39. That it might be the mirror
  40. Don’t Walk On Our Grass
  41. Their pronunciation and their most
  42. Unknown plants are noticed
  43. Grammar resulting language
  44. It is a paradisematic country
  45. World among the stalks
  46. Tuesday Morning
  47. A Man Drowned In Memory
  48. Onboarding for New Hires – The time that makes or breaks them
  49. Short-term Hiring – A crisis or an opportunity?
  50. Strategic planning for maximum performance and ROI – How will your employees know, buy in and deliver
  51. Selection Interview – May the Best Candidate Join Your Organisation
  52. Oh, Jenny. Did Five Years Fly By?
  53. Then they are still using her
  54. Could refuse to pay expensive
  55. Could impress upon paper
  56. Morning Thoughts
  57. Her for their projects again
  58. Heaven and earth seem
  59. We Deserve Better
  60. Where it came from it
  61. Constitution
  62. When darkness overspreads
  63. Then she continued her way
  64. Theft on a Grand Scale
  65. My soul is the mirror
  66. Into the belt and made
  67. The breath of that universal love
  68. Your Business Objectives: Set Them, Meet Them, Beat Them
  69. Of Language and Love
  70. Remebering Tumusiime Rushegye
  71. Star and Billy
  72. Being Blocked By @KCCAUG, @KCCAED and the rest of KCCA
  73. Born of a Rock
  74. Anything and Nothing, Really
  75. Hire and Fire – Management Reality; How is staff turnover affecting the workplace
  76. No, I Don’t Believe In You
  77. Tenders
  78. The other day I drove through Zziru
  79. Advertising Wife
  80. Somewhat Strange
  81. Beware of this when you hire your next ad guru
  82. Creative Director – What Animal Is This?
  83. Advertising Scene in Uganda – Highlights
  84. It’s That Simple
  85. Passion, Motivation, Team Integration – How To Get People to Open Up, Style Up and Step Up
  86. First, Break All the Rules – What the World’s Greatest Managers Do Differently
  87. Business Model Generation
  88. Bold – How to Be Brave in Business and Win
  89. Thus Flied Away Life
  90. Facebook Friend Insist – Turned Bad
  91. I Am Vince
  92. Is Your Latest Recruit Fit For the Job At Hand
  93. Fishermen on Lake Victoria
  94. Unconfused Mind
  95. #CancerUG Alex Mulamba dies
  96. Amama’s Diction and People’s Funny Reactions
  97. #9 vs Obama Challenge
  98. The Ugandan Workforce – A Challenge to Employees and Managers Alike
  99. Sequence of seven in 140 characters
  100. Pesma bezimena – A Poem With No Name
  101. Things I Learnt from Pumpkin
  102. Understanding What Infidelity Does
  103. We are Developing World with Manhattan Prices
  104. In Love, Loving, Loved
  105. The War Is Real
  106. When Montenegro Declared War on Japan
  107. An Update on Mediation at Commercial Court, Closed Today
  108. What Clients Want From an Ad Agency?
  109. Time to rethink the things we do #CancerUG
  110. Rainy Season
  111. Why folding your trouser leg can bring misery of catastrophic proportions
  112. Gypsy-orange
  113. #CancerUG – simple thoughts but let us start
  114. Little Treasures, Rediscovered
  115. I’ll make you a deal.
  116. The days I left in the past
  117. Road to Home
  118. Loved by the Darkness, 1996
  119. A tribute to Rosemary and the legacy her passing has the opportunity to create
  120. Damn it!
  121. When it rains, it kills.
  122. Kao da ne znam – As if I don’t know
  123. The War is Real!
  124. Joan. Gone Too Soon.
  125. The Story With No End
  126. Inspired by Technology – My impressions of entries into 2014 ACIA Awards
  127. To The Pompous Little Dimwit
  128. Blood-green ……. Krvavo zeleno
  129. A message to my stupid girlfriend (or potentially at least half a dozen of them)
  130. Randomness of rain, when I least need it.
  131. Soul
  132. For Kelley
  133. Little Clicking Noises
  134. Walk Alone
  135. It is Grover Washington
  136. Angry
  137. Of The Desert
  138. When I Go To Sleep
  139. Never Fall In Love With A Liar
  140. In The Village Of My Ancestors – by Vasko Popa

Actually, is any of your employees truly, completely fit for the role they are employed to perform?

To answer such questions, as a CEO you must have a system in place in your organization that clearly defines employee roles and provides clarity and guidance through well-written Job Objectives and Job Descriptions. And yes, these are two different things.

Job Objectives provide clarity on why this particular job exists within the organization. They define key performance areas of the job. Usually, Job Objectives are written in collaboration with the employee who is already in the job for enough time to understand the job and its role in the organization.

Job Objectives are the key guidance to the employee. When in doubt about performing any task that is becoming a part of the routine, each employee should review Job Objectives and find a connection. If none, employee should seek guidance because his performance will be affected by performing tasks that are not related to his Job Objectives.

Job Description is a more detailed explanation of various aspects of the job, and how the job interacts with internal and external customers of the organization. Internal customers are colleagues, coworkers, team members, subordinates and superiors. External customers are everyone else outside the company and some companies include here employee’s family and friends, depending on the company’s culture and company’s brand ambition.

In combination, Job Objectives and Job Description are a fantastic tool to explain the employee exactly what to do, and with great clarity why he is doing the job. Any employee would be glad to get Job Objectives and Job Description in the very first week of their existence with the company. This is really the resuly of most people in our workforce wanting to know exactly what they are supposed to do, and what they are not supposed to get involved in. This hugely stems from our collective dire need for dong the right thing in order not to be reprimanded or criticized – which is somewhat (albeit not scientifically diagnosed) our national phobia.

If we play on this fear of criticism correctly, as CEOs we can develop another tool to help employees understand their jobs, as well as perform the tasks required by their roles. It is essential that, together with employees, we develop individual Performance Evaluation Guidelines. To simplify the reasoning: to earn 100% of monthly salary, each employee should perform 100% of what is required. So if we don’t provide guidelines on how to measure this 100% performance, we will not be able to get it out of the employee. Which means the company will be paying the employee based on Employment Contract that is one-sided where employee has no parameters against which to deliver his part.

Obviously, CEOs of complex and large organisations delegate all these tedious activities to their HR departments but it is only prudent to review the output of your HR department periodically. This can be done by requesting an informal meeting with any employee and reviewing their Job Objectives, Job Description and Performance Evaluation Guidelines together, probing for employee’s understanding of the job and requirements. Likewise, any CEO should take time to sit in a few Appraisal sessions, again to get a feel if the HR department is doing it right, if there’s two-way communication, if the employee is satisfied and agreeable to the result of his appraisal – basically to ensure connection is being made and employee provided with a platform for excelling at his job.

But, is the employee in the right job from the start? How do you ensure that? What is the scope of investment required to get the right recruit in the right job, to make that fit right from the start?

Some organisations use head-hunters for senior positions. Others use internal mechanisms for evaluation and recruitments. Sometimes weeks of work are gone on evaluating CVs and applications and thereafter weeks of work are gone on sitting in interviews, engaging numerous key people. And still, your chances to get the right person for the job you have advertised are 50-50.

I’ll list common causes for failure, in no particular order and this is not an exhaustive list, feel free to add your own.

Nepotism and returning favours. Someone had influenced the panel and the job is given to a candidate that comes highly recommended from a person your panel can’t refuse. This is very common and unspoken. You as a CEO are not supposed to know – or – you as a CEO will make this decision on behalf of the panel.

Candidate’s interview preparation. Some candidates spend huge amount of time preparing for interviews, researching answers to common interview questions, tailoring answers to their personality and the job on offer, tailoring their personality to the job on offer. Many candidates will act the role so well, but only on the interview day. The moment they get the job, they will become their old and very different selves.

Roadblocks. This also translates in no genuine interest within the panel to employ a person that’s better than themselves. Senior employees too often fear of the potential of the younger recruits and are prepared to let go of an excellent catch for the company in order to keep their own chair safe from any performance-related attack. Some simply do not want the boat rocked too much, others don’t want anyone to outshine them. So they lay roadblocks for the candidates and always choose a lesser threat.

How to manage wrong recruitment will require a long answer but the short of it would be to hire the best person for the job, without compromising. Use any or all tools available to you to get the right candidate. Sometimes it will go over your budget but if you are convinced, go for it. Because successful organisations are built by great people, nothing less.

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