People have to be passionate about their work, and they should surround themselves with others who feel the same.

To form a big business, companies need a purpose, one that transcends the traditional financial statements. People have to be passionate about their work, and they should surround themselves with others who feel the same. But how can managers actually encourage passion? Then five ways:

- Let people show their feelings. If you ask people to leave their emotions at the door, you can not take your passion.

- Hire passionate people. One way to find people passionate for your business is to encourage current employees to recommend people you want to work.

- Avive flame. Find many ways to celebrate the joint achievements.

- No star represses its employees. Give autonomy to their people to do the work that most interests them.

- Share the context. Job Functions connect with the broader mission of the company, and remind people why they do what they do.

Do not be fooled by first impression when hiring.

There can be disastrous when hiring managers fall prey to first impressions. But, how can you go beyond the surface during a brief interview? The key is to focus on behaviors rather than attributes. For example, if the respondent has described himself as someone who "team player", do you recognize other people when talking about his work? Look beyond what the candidate says and focus on how you say it. Observe nonverbal cues that show contempt, superiority and disrespect: make eye contact when talking with someone else but not when you are listening, for example. Another telling question: ask the candidate to describe CoWorker less pleases. Listen if you reduce that person to a label of a word (eg "difficult" or "manager micro") or if it reveals a more complex view of the situation (eg "do not agree on how to do the job because we were formed differently).

Responding to a request for salary increase.

One of his direct reports will just ask for a raise. Whether you are in charge of the finances of your team or organization it is a difficult situation. How should you respond? His first reaction, regardless of whether the employee thinks the increase deserves to be curious. Say something like, "Tell me more", indicating that it is not ruling out the order and gives more information about the motives of the person. Stay neutral and explain that will address the issue. Say something like "Thanks for making me notice this. I want to consider carefully. I will give an answer in two weeks. " To help you make your decision, consider how important the person for you, for your team and for the company, and talk to your boss and Human Resources to determine whether the current salary of the person is right.

Prepare for difficult situations business and would practice a sport.

A fundamental principle of training in professional sports is to prepare people in the most realistic contexts possible. For example, a coach can wet balls during practice to prepare the team for a rainy day game. You can apply similar thinking to business situations. For example, you could rehearse your presentation with potential investors from colleagues who has asked to be acribillen difficult questions. You could create situations where an investor is late to the meeting, or where an investor is pressing him to finish the presentation. It could make the practice sessions and in an environment that reproduces what will probably find in the real world, either a noisy cafeteria or conference room very heated. It sensitized with the real challenges that face, will become more adaptable and have greater chance of success.

Do not control your goals too.

Having goals is a good thing, but the current trend of self-monitored, either as timers or Toggl followers as Fitbit fitness, means we are constantly evaluating; sales we do, the hours we work or the kilometers run. Excessive monitoring can become tiring and cause us to lose sight of the really important aspect. Avoid this trap by adopting a more humane approach:

- Assess. If you are constantly measuring and feeling uneasy about the things you really want to do, it's time to relax.

- Re-evaluate why. Think if you are monitoring habits because they serve or because he thinks that is what you should do.

- Disappoint people. Do not feel overwhelmed by all the things that people expect me to do and be. Get rid of some of them.

- Be brave. Stop watching your own value as a scorecard.

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