Manager, Leader, Boss, Chief, Head Honcho, CEO, Supervisor, Owner, Vice President, Executive, Vice President… Being in charge at work means something different to everyone, but it’s clear that to get dynamic, sustained results, there are a few simple things you can do to gain the trust and loyalty of the team you lead. Read more
“Our first calls for HR Advisory or Talent search are often prompted by growth or crisis,” reports Belinda Morris, President & Founder, Peoplescape Consulting Group.
Start-up entrepreneurs are typically focused on the products and services they are excited about bringing to market, operating on the belief that great ideas are the foundation to a successful business. Real entrepreneurs are rarely deterred by grim statistics, such as Dunn and Bradstreet’s reporting that 3 out of every 4 start-ups fails in the first two years. Read more
Perhaps one of the most telling tools that we have in the leadership toolkit today is getting knowing our teams; understanding what makes each and every person tick and getting to know them as people. How better to do this but through the employee survey. Many employers are utilizing these as a way to determine what is important to their employees, and to implement a strategy for making changes. Read more
Many hats came off to Elon Musk of SpaceX and Tesla fame last week, and he certainly scored points for high Emotional Intelligence in his recent letter to employees about safety management at Tesla. His personal letter to his staff was in response to reports of injury rates at Tesla being 30% higher than the industry averages for 2014 and 2015. The way he demonstrated what sounded like sincere concern and action-focused emphasis, highlighted a rare form of emotional intelligence, that we are not regularly accustomed to see publicly from leaders of his stature. To be sure, his actions and follow-through will be watched to confirm the sincerity of his message of empathy and his personal commitment to listen, investigate and make real changes going forward.
“…No words can express how much I care about your safety and wellbeing. It breaks my heart when someone is injured building cars and trying their best to make Tesla successful.” Read more
We live in a different world from thirty years ago. Instant results, knowledge at our fingertips, and communication at the speed of light…these are all realities in 2017 – not only in our personal lives, but also in our lives at work. Customers, clients, and coworkers expect immediate responses, and we have been programmed (or in some cases re-programmed) to react accordingly. In this fast-paced, technology-driven, instantaneous world, how do business leaders retain top talent and hold on to the good ones before they are stolen away by the next big thing, the newest shiny toy, or the most creative perk you can imagine? We think it’s important to keep a few key ideas in mind when planning how to not only attract those star performers, but even more importantly…how to keep them!
· Employee Engagement & Purpose: Employees not only want to be engaged with their work, they want a company culture that supports great causes, that offers volunteer opportunities, and that gives back in some monetary or giving way. Read more
“People Leaders’ decisions are delimited (surrounded/demarcated, “Peoplescape’s translation”) by internal and external organizational issues; and these decisions involve intensive information sharing.” Caroline Walger, International Journal of Business and Administration Research, Vol I. Issue 17, March 2017
The bar has always been high for HR leaders when it comes to a tolerance for dynamic work environments. Unexpected employee conflicts, sudden staff departures, urgent training needs, mergers and closures, are just some of the fluctuating challenges HR professionals deal with.
In our competitive and rapidly-evolving learning economy, success not only depends on leveraging technology and data to innovate, businesses are increasingly focused on developing adaptive workforces that are sustainable during business transition. Read more
“Checking-in” on employees is a critical piece of the retention puzzle. Landing quality employees is a big win, bigger still is retaining them for the long haul. Good people stay when they feel themselves developing and enhancing their skillset. Updating your performance management strategies, taking time to provide feedback to employees, and making sure the process is beneficial for everyone at the table is a worthwhile venture. In the words of Joey Tribbiani, a simple “how you doin’?” can go a long way! Here’s a quick rundown of ways that you can start implementing effective performance management strategies in your workplace today.
- Setting up a system that everyone in your organization can get on board with is critical. If the CEO refuses to do performance evaluations or check-ins with his team, then there will likely be a trickle-down effect. Create a system that works for your organization – from the C-suite to the entry level.
As recruitment and HR professionals, we are trained to spot the embellishments in a story, to zero in on the candidates whose credentials don’t quite line up, and to ask those uncomfortable questions that often lead to answers none of us are looking forward to hearing. Spotting the white lie, figuring out where the titles, responsibilities or dates have been boosted, and reading between the lines to fully understand how the career path really must have flowed, are all key components to uncovering the true merit of candidates we encounter on the recruitment journey.
Of course, candidates want to present the best picture of themselves. Just like a celebrity won’t show up on the red carpet in less than their best, candidates are unlikely to share the unbridled version of their failed career move. Read more
“Suitability assessments reveal important attributes and values that can otherwise be overlooked in hiring and career development,” explains Belinda Morris, Principal Consultant at Peoplescape Consulting. “In spite of the advantages of suitability assessments (like Harrison and Profiles XT) over general personality assessments, there are only a couple of these on the market, due to a greater level of scientific sophistication required to develop and test these instruments. However, we find suitability assessments so much more accurate in understanding individuals and predicting fit. Mismatches can be very costly and damaging, not only to team members but even to brand credibility and morale.”
Behavioral and aptitude assessment tests have more than gained traction over the last decade. Once viewed as instruments for pre-employment screening, Read more
Behavioral interviewing, which came into fashion in the 1970s, has long been a trusted tool for hiring managers to use when selecting talent for the organization. By using questions that are structured in such a way so that the candidate can “Tell you about a time when…” and so forth, behavioral interviewing has given leaders insight into understanding how candidates think and how they have behaved in the past. Behavioral experts believe that the best way to predict future behavior is past behavior. Behavioral interviewing builds on this premise.
But that’s only one piece of the puzzle.
In order to get as well rounded and complete a picture as possible, it’s crucial that leaders incorporate an interviewing process and style that blends different methodologies and practices into one, instead of solely relying on behavioral interviewing, even when based on specific competencies. Read more