How to Overcome Hiring Crisis: Becoming an Employer of Choice

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Addressing the hiring crisis requires a crucial element: becoming an employer of choice. This esteemed category of employers possesses a reputation that entices individuals to seek employment with them due to their exceptional work environment.

To gain further insight into this matter, I had the privilege of interviewing Joanne Vassiliou last 2019, a distinguished professional recruiter from Prestige Human Resources. During our conversation, she emphasized that becoming an employer of choice necessitates investing in the creation of a positive work experience for employees.

Vassiliou elaborated on the desires of employees, highlighting their yearning for attractive benefits, respectful treatment, and ample opportunities for growth and development. She emphasized that contented employees are inclined to leave positive reviews about their employers on prominent platforms such as Google, Indeed, and Glassdoor.

In today’s digital age, reputation is accessible to all, and potential employees actively seek out the opinions of others before considering employment with a particular company. Vassiliou emphasized the significant influence these reviews hold over individuals’ decisions.

Establishing a commendable reputation as an exceptional employer requires time and should be an integral part of any employee attraction strategy. Regardless of a company’s size, careful planning of this vital component is imperative, as neglecting it can severely hinder growth and profitability. Numerous examples illustrating this point were presented in an article published in the esteemed French daily newspaper, La Presse.

By adopting the mindset of an employer of choice, companies can navigate the current hiring crisis successfully. Investing in a positive work experience, fostering employee satisfaction, and actively managing their reputation will undoubtedly position them as desirable employers, attracting top talent and ensuring long-term success.

Better Decisions and Growth- Choosing Teams Over Committees

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Better Decisions and Growth: Choosing Teams Over Committees

Do you want to improve your organization’s performance and innovation? Do you want to avoid using committees that can slow down, limit, and isolate your organization from achieving its full potential? If so, you may want to consider using ad hoc teams instead.

Ad hoc teams are groups of people who are formed temporarily to work on a specific problem or project. They are often cross-functional, meaning they involve people from different departments, levels, or backgrounds. They are also self-managing, meaning they have autonomy and authority to make decisions and take actions.

In this video, I will share with you my perspective on why committees are not a good idea, and how you can use ad hoc teams to drive continuous improvement in your organization.

The drawbacks of committees

Committees are groups of people who are assigned to oversee certain aspects of the organization, such as IT, HR, or finance. They are often used to make decisions or recommendations on various issues or projects.

However, committees have some drawbacks that can hinder the performance and innovation of the organization. Some of these drawbacks are:

  • Committees tend to be slow and inefficient. They often have too many members, too many meetings, too many agendas, and too many opinions. This can lead to delays, conflicts, and compromises that dilute the quality and impact of the decisions.
  • Committees tend to be risk-averse and conservative. They often prefer to stick to the status quo, avoid controversy, and seek consensus. This can limit the creativity and diversity of the solutions and prevent the organization from adapting to changing needs and opportunities.
  • Committees tend to be detached and isolated. They often lack direct contact with the customers, the employees, or the frontline operations. This can reduce their understanding of the real problems and needs of the organization and its stakeholders.

The benefits of ad hoc teams

Ad hoc teams are groups of people who are formed temporarily to work on a specific problem or project. They are often cross-functional, meaning they involve people from different departments, levels, or backgrounds. They are also self-managing, meaning they have autonomy and authority to make decisions and take actions.

Ad hoc teams have some benefits that can enhance the effectiveness and innovation of the organization. Some of these benefits are:

  • Ad hoc teams are fast and agile. They have a clear goal, a defined timeline, and a focused scope. They can quickly gather information, generate ideas, test solutions, and implement changes.
  • Ad hoc teams are creative and diverse. They have a variety of perspectives, skills, and experiences. They can challenge assumptions, explore alternatives, and discover new possibilities.
  • Ad hoc teams are engaged and connected. They have direct contact with the customers.

Conclusion

Using ad hoc teams instead of committees can help you improve your organization’s performance and innovation. Ad hoc teams can leverage the creativity, diversity, engagement, and connection of people across the organization. By using ad hoc teams for continuous improvement projects, you can improve your products, processes, and performance, and ultimately deliver more value to your customers.

How to Overcome Common Constraints and Achieve Your Goals

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How to overcome common constraints and achieve your goals

Achieving goals is a fundamental aspect of personal and professional growth. However, many individuals find themselves struggling to reach their objectives due to common constraints. In this article, we will explore three of these constraints and how to effectively overcome them, enabling you to propel towards your most important goals.

The Importance of MUST Goals

One significant constraint to goal achievement is the failure to set “MUST” goals. Often, people establish numerous goals without the commitment required to accomplish them. A “MUST” goal is precisely what it sounds like – a goal that you obligate yourself to achieve. The key motivation behind a “MUST” goal is the fear of experiencing the negative consequences of not attaining it.

For instance, consider a scenario where your company is barely breaking even, and your goal is to increase sales by 20% to generate profits and sustain growth. Failing to achieve this goal could mean financial losses that jeopardize the existence of your business. In this case, it qualifies as a “MUST” goal.

To overcome this constraint, it is essential to evaluate your goals and identify one that genuinely compels you to take action. If none exist, consider setting new goals that carry the weight of necessity. Utilizing a goal planning form can assist you in clarifying your objectives and devising a strategic plan to attain them.

Breaking Goals Down into Actionable Steps

Another common hindrance to goal achievement is the failure to break down objectives into manageable, actionable steps. Simply setting goals and recording them on paper is insufficient. If a goal is genuinely a “MUST” goal, it should consistently occupy your thoughts and inspire daily or at least weekly actions towards its realization.

To overcome this constraint, consider using a goal planning worksheet that systematically guides you through each aspect of goal setting. This worksheet should result in concrete action steps that keep you engaged and focused on your goals. By translating your goals into actionable items, you make them more attainable and less overwhelming.

Lack of Accountability

The third constraint we often encounter is a lack of accountability. Holding oneself accountable can be challenging, as urgent tasks and daily responsibilities tend to divert attention away from working on “MUST” goals. For example, the urgent needs of current customers or unforeseen problems can distract from proactive efforts to prospect for new business, even if it’s a “MUST” goal.

To mitigate this constraint, it is crucial to address it head-on. The goal planning form should include a section dedicated to identifying obstacles and their corresponding solutions. These solutions can then be transformed into action steps that help navigate around roadblocks.

Furthermore, consider enlisting the support of a “goal buddy” to enhance accountability. This individual could be a colleague, friend, or even a coach. In a mutual arrangement, both you and your buddy hold each other responsible for achieving your respective goals. This added layer of accountability can be a powerful motivator.

In conclusion, achieving your most important goals requires a strategic approach that addresses common constraints head-on. Start by identifying a “MUST” goal that compels you to take action, break it down into daily or weekly action steps, and enlist a trusted “goal buddy” to hold you accountable. By removing these common obstacles, you can propel yourself towards success and realize your most significant aspirations.

Download my goal planning worksheet here.

Cultivating Essential Traits for Great Leadership

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Becoming an excellent leader involves nurturing specific traits. This article explores insights from this video that discusses growing traits, much like a farmer tends to crops. From being kind and empathetic to balancing human virtues and professional skills, we’ll delve into the process of developing these essential qualities.

Cultivating Important Traits: Growing Leadership Skills

Becoming a remarkable leader is like growing seeds to produce a good harvest. Comparing it to filling a glass with water, leadership traits need attention. Crucial traits include kindness, empathy, listening, understanding, achievement, and acceptance. By recognizing and nurturing these traits in ourselves, we set the foundation for personal growth and effective leadership.

The Power of Positive Characteristics

Similar to filling a glass with water, growing traits requires mindful choice. Embracing qualities such as empathy and kindness helps leaders create a positive environment. This conscious approach nurtures respect, care, and collaboration.

Balancing Traits: Recognizing Dual Nature

Leadership traits come in two forms: positive and negative. While positive traits enhance leadership, negative ones like fear and greed hinder progress. Greed, in particular, contributes to societal issues. Recognizing and striving to balance these traits is vital for effective leadership.

Combining Human Qualities and Professional Skills

While technical skills matter, merging them with human qualities amplifies leadership. Successful leaders blend traits like understanding and empathy with professional skills. This mix fosters a workplace culture built on respect, teamwork, and innovation.

Growth Through Self-Improvement

Enhancing leadership involves personal growth. Leaders embark on journeys to develop positive traits and share their experiences. By fostering an environment that values empathy, kindness, and mutual respect, leaders inspire others to do the same.

Conclusion

Cultivating essential traits is fundamental to becoming a strong leader. The metaphor of growing seeds and filling a glass with water encapsulates this journey. By acknowledging the dual nature of traits, embracing positive characteristics, and combining human virtues with professional skills, leaders shape environments of growth, teamwork, and effectiveness. This journey transforms leaders and nurtures organizations into thriving, respectful, and successful entities.

Cultivating Essential Traits for Great Leadership