X The site uses only technical cookies. Through the site are installed third-party cookies (technical and profiling). By closing the banner, the user accepts the use of all cookies. For more information, also with regard to deactivation, it is possible to consult the complete cookie policy.
<< | < Page 9 of 12 > | >>

In the following video Zappos CEO explains how his company lost over 100 million dollars by not having a structured hiring process:

Every company should develop a structured hiring process. A wrong hire can cost the company hundreds of thousands, if not millions. 

Paolo Ruggeri

The e-book version of the book THE NEW LEADERS, a Leadership Manual for the Third Millenium Manager, has reached number one position on I-Tunes among e-books sold in Bulgaria. 

The e-book in Bulgarian is available here: 


The e-book in English is available here: 


Paolo Ruggeri

I-Profile is a system that helps companies putting the right man on the right place. 

Today the value of a business idea is influenced directly by the quality of the people you get in the team. 

Use the evaluation tools provided by I-PROFILE to know who are the people you're hiring. By adding good, high potential people to your team, you make sure your company will keep expanding and being profitable. 

Available in Europe, the United States and Asia.

Paolo Ruggeri


After being published in the USA, the promotion and distribution of The New Leaders, Paolo's best seller on people management, continues. 

The New Leaders has been translated and published in Bulgaria and it is available on the app store, here: 




Here are some tips if you want to hire a sales rep in China or you would like to become more effective at managing an existing one:

1) Health: travelling in china is not that easy, you can easily spend 5 hours with different transports means such as plane, train and taxi, then few hours of meeting and move to an hotel for the night. Next day is another trip! Your salesperson needs to be used to this kind of life or needs to be strong enough to survive it. 

2) Reliability: most of the sales rep are easy to recruit, means also that they are easy to go. Check up on their reliability and their tendency to stick with a company. 

3) Past experience: the fact of really checking and verifying past work experience will provide you with a good view on what you can expect working with him/her. 

4) Salary package: be really clear about the bonuses and how they will be managed, try to get a long term commitment from the person you are hiring. 

5) Follow up: at the beginning of the collaboration do a daily personal follow up, and then adjust the timing accordingly. 

6) Pleaser or fighter?: you have to choose which one you need, “pleaser” is the one who is good at developing new relationships and maintaining them but usually doesn't "ask for the order". A “fighter” is better at negotiating and closing but would generally need to have leads from the company and be guided on some details of the sale. 

7) Reporting: ask from your sales rep a weekly report describing the customers he visited, what he/she did, next steps, and program for next week. 

8) KPI: keep an open statistic to understand where he/she is going and how to help. 

9) Women: never underestimate the capabilities of chinese women. Often they are really top choice for a sales position. 

China is full of really good salespeople. By following the above tips and using some effective testing tools to understand personality, you can avoid some of the costly mistakes I did in the past. 

Greets from Jakarta 

Leonardo Gon

Yesterday I gave a presentation to the franchisee's of Granite Transformations. Attached you'll find the slides of the General Session presentation as well as the Break Out Session on Hiring.

I described how emotion can affect business and later on, in the break out session, together with Colby Wickman and Mike Mallory I went over how to immediately implement a process to improve HR in the company. 

During the two days of the convention I was inspired by the values driving the Granite Transformations people: people driven by values, by passion, by faith, a really incredible group. I was inspired myself by the fantastic presentations.

I want to thank Paul Lane, Andrea di Giuseppe and Mark Johnson for the invitation.

Slides are attached. 

Paolo Ruggeri

download slidesDownload Presentation

Yesterday I had a pleasure to speak at the Trend Sales Conference in Long Beach, California. 

I have gone over six basic points or strategies that need to be executed in order to be a successul consultant: 

1) Don't blame, be proactive 
2) Become a coach: praise and help them win 
3) Embrace their personal goals
4) Act as if you were a shareholder of the company 
5) Exchange in abundance 
6) Praise 

Slides attached. 

Paolo Ruggeri

download slidesDownload Presentation

Yesterday I delivered a presentation to several managers and business owners in Lugano. 

I covered HR, how to hire and motivate people. 

Slides are attached, although in Italian... 

Paolo Ruggeri

download slidesDownload Presentation

Sometimes in China you can be surprised by the total "unprogrammed" attitude of many people.

One example is the planner (agenda). At the beginning of the year I was looking for a planner like we are used to in the West.... No way! 

I visited many shops in Beijing and Shanghai and I wasn't able to find one with the dates printed on each page. I was able to find only the planner full of "Memo pages" where on top of the page you can write yourself the date and then there’s a clean page to write on! The first idea that came to my mind was “you cannot write the future”. In fact these Planners are usable only for the past and the present.

Another instance happened when I asked a customer to set an appointment one month in advance. He looked at me like an alien… “Mr. Gon, in one month from now anything can happen… how can I give you an appointment so ahead in the future?”

I had to "adapt". So now when I'm "around", I give some calls to ask appointments with short notice like the next morning or the next few hours... and, surprisingly, it works!

Therefore I always have some “spare appointments” wherever I go... I have learned “to go with the flow!” …even though I am still searching for a planner like the one I used in Europe. I am still and stubbornly a manager that wants to PLAN!

Ciao from Suzhou 

Leonardo Gon

This is a letter we just received from an executive about the book The New Leaders, a Leadership Manual for the third millenium manager: 

Dear Mr. Ruggeri, I was remiss for not sending this note upon receipt of your book The New Leaders. I thouroughly enjoyed reading it. It provides helpful insights in leadership. 

It is wonderful to read about your success in this book. Your two presentations at our International Meeting and Global Meeting were very well received. Everyone was impressed with the content and your delivery. 

Warm regards

For more information about The book The New Leaders http://www.paoloruggeri.net/pagine.asp?idp=93 



We often blame it on our employee's, yet the company mirrors the manager: if as a company we are underperforming, there is a problem at the top.

Paolo Ruggeri

Today I visited a really great company: Minimotor Srl of Reggio Emilia, Italy www.minimotor.com . I was impressed by the attention they pay to quality and to even the smallest of the details. No wonder they keep growing and they are the market leader in their niche.

Great products, great people, great passion. Their people are really good and they strive to provide real value to their customers.

I gave a presentation to their foreign distributors on how to develop leadership in a competitive marketplace. 

The slides of the presentation are attached. 

Many thanks to Andrea Franceschini and to the Franceschini Familiy for the invitation. 

Paolo Ruggeri  

download slidesDownload Presentation

Here is a short e-mail I have just received from a customer in the United States regarding the Human Talent Analysis:  

"Hi Paolo,

I have to tell you this Test is amazing...Everything you have pointed out is what i have been seeing over the years. I'm absolutely amazed on how this test works.

Amazing tool to have.

I'll also have my installer that I would like to take it as soon as he has the time...(we are busy-good news).As soon as he does I will contact you again.

Im extremely grateful of your help.

Thank you have a great weekend

The Human Talent Analysis helps manager and business owners in understanding whether they have the right person in the right place and how to better manage their staff and employees. 

Paolo Ruggeri


You'll find attached the paoloruggeri.net Newsletter of March 2013. In this newsletter we publish an excerpt from the sixth chapter of the book “The New Leaders”, where Paolo Ruggeri explains that, in order to achieve good results in the management and motivation of their staff, managers have to learn to manage their time in a different and more effective manner.

Download it by right clicking on Download Presentation.

download slidesDownload Presentation

The workplace is changing. While in the majority of the European Countries an intense debate is going on as to how to protect and create more full time jobs, a survey by Elance indicates that 65% of people who tried it, is happier working as a freelance...

The corporation as we always knew it, is at its end. Work as we always knew it is at its end. The majority of the factories will be in Asia while in the West we will have to learn how to thrive with the work of knowledge, experience and emotions. 

There will be more and more "corporations of single individuals" and, in order to reach your goals, you'll have to learn how to effectively motivate freelancer or people who have loose ties to the company. 

That's, by the way, what we describe in the New Leaders, a Leadership Manual for the Manager of the Third Millenium. 

Paolo Ruggeri


The above concept explains one thing I saw while working in Asia. 

Lately I had a chance to attend many business dealings, some involving contracts worth millions of dollars and others about technical negotiations. Most of these staged Europeans on one side and Asians on the other. I had a chance to see the whole show and perceive both sides from a distance. 

However a light bulb went on in my head the moment I saw business dealings involving Asians dealing with Asians. 

Sometimes in European-Asian negotiations I saw shrewd people obtaining immediate results but they later ended up losing a lot of opportunities as well as having hard times completing the jobs they sold. I saw few dealings where the strongest party obtained an immediate result but even here there were lost opportunities after. 

Oftentimes Europeans and Western people tend to work out of their “efficiency paradigm” and think that they can solve everything in Asia through their management capability. That, alas, isn’t so. Often they end up making big mistakes. 

If you think in an efficient way, you find and localize the problem and then solve it. I noticed that if you follow that rule In Asia, you will end up spending a lot of time going back and forth through the path, spending a lot of energy for one single task. If you adapt to the "local attitude", for sure sometimes things will get a bit messy, but you’ll end up having a lot of opportunities as well . Basically you have to accept the Asian way to go about it and become able to manage within reasonable boundaries. 

Sometimes Chinese people call it "dancing with the dragon". Can you imagine yourself dancing with a dragon? Trying to avoid his nice breath and his big feet? if you adapt to his acting, you will survive and after some practice you might also enjoy! 

Therefore, these are my three most important tips on negotiating with Asian: 

1) Look and feel the whole picture .
2) Follow the flow!
3) Be prepared with everything in hands. 

I am still learning how to become skilled at adapting. 

Ciao from Singapore! 

Leonardo Gon

To the degree we blame our difficulties on external things, our ability to influence our company and make a difference decreases. 

At the beginning we blame the Government, then the market, then our employees and ,if we keep going that route, we end up not even being able to take care of ourselves.

Blame is not the answer. If you blame, you'll keep finding other things to blame and soon you'll feel unable to influence anything. 

Paolo Ruggeri

In the recruitment interview whoever asks questions sells himself. Whoever talks buys the other. 

That is to say: if during the interview it is you doing the talking and describing your company, at the end of the interview you'll think the applicant is really good. 

Paolo Ruggeri

You'll find attached the paoloruggeri.net Newsletter of February 2013.

This month topic is: "Motivation:What Our Employees Want In Order To Give Their Best"

Download it by right clicking on Download Presentation.

Paolo Ruggeri

download slidesDownload Presentation

If you want to know how to hire good people, then you must not undermine the importance of pre-employment tests. 

Personnel profiles are very informative but they do not always necessarily answer all the questions. So, it is vital that pre-employment tests should be conducted. 

Here is a list of ways in which you could test potential employees: 

Online Tests 

Large business organizations do not have the time to invite employees to their premises and conduct written tests. Therefore, they make use of technology and conduct online testing. These tests, like the Human Talent Analysis, are designed specifically for different types of workers and help employers in the hiring process. 

Psychological Tests 

This is a new trend that is quickly gaining prominence. Employers test the emotional intelligence of potential employees; this sort of testing enables employers to assess whether these workers are good at working with other people and how they react in stressful situations. 

Personality Tests 

These tests inform you of the personality traits of your employees. You may ask their likes or dislikes and their preferences in terms of work. 

Building a pre-screening system for your organization
Whatever procedure you decide to follow in your organization, make sure you do have a system in place to understand beforehand what are the unique qualities and what is the potential of the person you are consider for hiring. 

A well structured recruitment process does often make the difference between success and infinite struggle.

Paolo Ruggeri
<< | < Page 9 of 12 > | >>Go to page: 1-2-3-4-5-6-7-8-9-10-11-12