As disheartening as these can be, they can serve as the key needed to usher in success.
Experts maintain that these can actually help the whole team prepare for the eventual fulfillment of their goals.
Being the top manager and owner of small business, the BLR's CEO backs this up after having firsthand experience in observing people in how they deal with taking risks.
Based on his findings, people can be classified into two groups in terms of their willingness to take risks: the inherent risk-takers and the stubborn ones who settles for certainty and nothing else.
The Advantages of Embracing Risks You may think that taking risks to better hr systems is a gamble.
Truth be known, however, that risk and gamble are two different things.
And in no way should risk be confused, let alone interchangeable with gambles.
A gamble usually involves putting something valuable on the line with no logical assessment of the surrounding aspects that can affect one's chances of getting it back with profit.
As proven in most cases, when people engage in it, they put way too much at stake in the hopes of getting so much more in return-more than what can be considered feasible or attainable given the level of control any person can exercise over any circumstances.
A risk, on the hand, requires truthful and logical assessment of the prevailing aspects in an existing circumstance.
Even if the element of chance is still required, the people involved have a better chance of gaining something back in return with more likely attainable profits in realistic figures.
Risk to fail; fail in order to succeed.
Should people fail when taking risks, they do not go home empty-handed.
Although having the courage to do so does not spare them or even reduce their chances of getting frustrated if matters do not go as planned, they earn valuable learning along the way, which raises their chances the next time around.
HR managers benefit from failures because they increase their knowledge without risking public failures that could mar their careers seriously.
Once example worth considering is how they use the information they have gathered to their work.
Being overly optimistic about how directly using this can be advantageous for them or their team without consulting with their managers or supervisors beforehand, only goes to show that they are taking a gamble and not a risk However, if they conduct more thorough investigation, poll their peers, or closely study how their ideas can be helpful to the system of the organization, prior to letting the managers/supervisors in on it, then it shows that they are taking risks.
Even if their managers or supervisors turn down their ideas, they still get kudos for investing their time and effort in studying potentially advantageous ideas to their team.
Only the professionals who are seriously concerned about improving the organization can get the chance to advance their careers.