I Declined An Offer For My Dream Job. Here’s Why…

I Declined An Offer For My Dream Job. Here’s Why… Between September and October, 2018 I was contacted by a company that I – as a consumer – love! The role they were seeking to fill was fabulous and I was really excited, energized, and flattered that they contacted me to discuss this opportunity. This company is a “luxury & tech” driven organization that operates in home care, personal care/beauty, and environmental care space. They have been around for approximately 27 years. The role had been vacant for eight months and according to the executives in the organization, the field was struggling with selling and product knowledge – especially to consumers falling outside the economic description of a “deep-resource” customer. After speaking withRead More

Stop Tolerating Mediocrity Already

Stop Tolerating Mediocrity Already Frequently, when I meet with an organization for dialogs around a consulting project I assess a few things before either accepting or declining the adventure. One of the things I assess is – if recognition [especially around top performance] is or is not a priority with the organization or if they aren’t open to treating their top performers with special considerations…I won’t accept the project. Great people with great attitudes who are highly-productive in the workplace are few and far between. If an organization has a cavalier attitude towards recognition, reward, and/or results there isn’t a lot I can help them with. They will lose their top talent, ultimately, and fade away from relevance in today’s world. A fewRead More

Mature Talent Strategies

Why Mature Talent Strategies Are Necessary Organizations with the most mature talent acquisition functions perform 30% better on business outcomes and are 160% more likely to achieve higher recruiting performance results than organizations with primarily reactive recruiting processes, according to Robin Erickson, vice president and talent acquisition research leader at Bersin by Deloitte. Bersin by Deloitte found that companies with high-maturity talent acquisition functions exhibit 18% higher revenue and 30% greater profitability compared to companies with low-maturity talent acquisition performance. These numbers are real and true reflections of organizations that are investing in a mature and appropriate talent strategy for their business. So, why is it that so many organizations treat their talent acquisition program and candidates so capriciously? Talent acquisition is aRead More

Supporting Creatives In The Workplace

Supporting Creatives In The Workplace The creative genius is “both more primitive and more cultured, more destructive and more constructive, occasionally crazier and yet adamantly saner, than the average person.” – Frank X. Barron As a Learning & Development leader, I am frequently asked how I am able to cater to the various learning styles of people. When I ask the person who surfaced the question to clarify – they usually mean the VARK system of learning. VARK stands for “Visual, Auditory, Reading, and Kinesthetic”. This system is thought to have had something to do with the self-esteem movement of the late ‘80s and early ‘90s. So lots of people have clung to their original assignment that they are a certain type ofRead More

Teaching People How To Treat You

Teaching People How To Treat You About three months ago I was consulting with a retail organization and the VP of Stores asked me to visit with him. He wasn’t a person I was directly working with on that project so it was a little unusual but he explained to me that they’d recently promoted two people to District Manager level roles who were having a difficult time assimilating into their new position with their teams. He asked me if I could spend two days with these two new DM’s to identify the issue(s) they were having and give them some guidance. “Yay!”, I said. I missed being in the field, with customers and the hard working people who drive the business. SoRead More

Silent Signs You Are On A Great Path At Work

Silent Signs You Are On A Great Path At Work It is a tenet of legitimately great leadership that we need to be actively interested and invested in the growth and career path of people we are lucky enough to lead – especially our high-performers and those who show they are high-potential. However, it is not unusual – unfortunately – if you are very strong, ambitious, and competent for some newer leadership or leadership whose priorities are a little blurry to instead invest time and energy in poor performers or “fixing” toxic employees and leave some of the better people to their own devices. Should it be this way? No, but the reality is most leaders and organization still function this way. It’sRead More

When Verbal “Tee-Ups” Are Given – Beware!

When Verbal “Tee-Ups” Are Given – Beware! Recently I had very interesting interactions with two strangers. One person contacted me through LinkedIn and the other person contacted me through Twitter. I tend to get a lot of emails and direct messages and I make it a point, unless it clearly is someone who wants to sell me something, to respond to all messages. One person started with LinkedIn message and then started texting – no problem…my cell number is clearly listed on my LinkedIn headline. But they kept telling me how honest they were in the midst of their communication. “I am honest, “I will be honest”, “Just trying to be honest”. Oy vey…it was too much and my mind’s warning alarm wentRead More

Poisonous Leadership Practices

Poisonous Leadership Practices I was catching up with a friend of mine the other night and we covered a variety of topics during our conversation. We got to the topic of work and I asked how things were going. She mentioned that her new[ish] boss was “weird” but she was waiting for a friend who was planning on recruiting her to another organization. I asked her what “weird” meant. In this context, weird means not accessible, tone-deaf to the needs of anyone that manager didn’t hire, they are profoundly wishy-washy when it comes to approving time off of work, they definitely promote a culture of favorites, and are – in general – a zero-charisma communicator during interactions. Unfortunately, this isn’t the only timeRead More

Obstacles To Effective Learning & Development

Obstacles To Effective Learning & Development It still surprises me to learn about the number of companies that opt to deliver learning & development initiatives in either formal- or classroom | seminar-style training knowing that method of information transfer ultimately sabotages the content being shared. We consistently continue to undermine learning and promote forgetting through out-dated, musty models of knowledge sharing. Here are three [out of six] of the greatest impediments to effective programs today: We Need To Minimize Forgetting And Maximize Learning Research on the “forgetting curve” shows that within one hour of formal learning [classroom or seminar style training], people will have forgotten an average of 50% of the information presented. Within 24 hours, they have forgotten an average of 70%Read More

Do You Know How To Lead A Team & Work Within A Team?

Do You Know How To Lead A Team & Work Within A Team? One of the most obtuse questions I am frequently asked by recruiters or hiring managers that contact me is “Do you know how to lead a team?” [or a variation thereof]. Upon hearing this, I take a very deep breath and instantly know the person asking has only glanced at my résumé or my LinkedIn profile – if they have reviewed my background at all. Following a very dramatic mental eye roll, I launch into my description of how I have been designing and developing effective teams for over 20 years [14 of those years I didn’t have company resources or tools for Learning & Development – I had toRead More

Unlocking Your Potential To Be Amazing

Unlocking Your Potential To Be Amazing For the last three summers I have been very lucky to work with a company based in Austin, Texas for an entire month. In 2016 I was thrilled to support this organization with the creation of a learning & development program for the leaders and the support staff at their home office. In Summer 2017 we updated the program and were able to measure the effectiveness of the training and other initiatives on employee engagement [elevated from 61% to 87%], productivity [increased by 11%], retention [improved by 18%], and revenue [increased by 8%]. This summer the project was expanded to the supply chain leadership team and supervisors which I am in the process of designing and writingRead More

Be A Bold & Inspiring Leader

Bold & Inspiring Leadership The other day I wrote an article that outlined Price’s Law Theory which states that “the square root of the number of people in a domain do 50% of the work.” To put this in a simple to understand formula – if you have 100 people in a workplace, 10 of these people produce 50% of the total results while the remaining 50% of the work is shared among 90 people. In a company with 200 employees – 14 of these people produce 50% of the total results leaving 186 people to share the other 50%. And for most companies and leadership – that is totally acceptable. Objectively, however, it is profoundly unacceptable – especially in today’s quickly evolvingRead More

Who Is Doing The Work And Why It’s Important To Know

Who Is Doing The Work And Why It’s Important To Know Derek John de Solla Price was an information scientist, who is credited as the father of scientometrics. He is the genesis and brains behind the “Price’s Law” Theory. Now, usually when I am learning anything that even remotely resembles mathematics or science I feel a tremendous level of anxiety but I find this particular topic relevant, mostly accurate, and profoundly interesting. Mr. Price had a lot of theories about wealth, literature, and productivity. The theory that caught my eye is specifically related to workplace productivity. In this area, Price’s Law states that “the square root of the number of people in a domain do 50% of the work.” What does this actuallyRead More

Being Of Genuine Service To Your Colleagues

Being Of Genuine Service To Your Colleagues It is an unfortunate reality in today’s workplaces that there is a huge impediment that effects forward momentum, workplace relationships, and workplace culture: Hidden Agendas. Most people have them and when you possess one, you are often working in within a selfish silo. You are placing your objectives over that of the organization and your colleagues. You are prioritizing your agenda over the agenda you were hired to drive. Hidden agendas disrupt to business growth and leadership reputations – in an extremely negative way. Today, it can sometimes seem as if most leaders have become exceedingly skilled at learning to work without revealing|communicating their true intention(s). As a result, too many workers are executing objectives ofRead More

For Fabulous Leaders These Things Are Second Nature

For Truly Fabulous Leaders These Things Are Second Nature I recently shared a story about a toxic leader that was allowed to wreak havoc on their people and – ultimately – the customer experience [and profitability] for approximately five years inside a retail organization. The style of “leadership” that was present in this manager was “Transactional Leadership” [or Management-By-Exception], this is where the leader focuses primarily on what is going wrong, rather than encouraging positive behaviors and contribution and recognizing strong performance. This is a very antiquated, awkward, tone-deaf, and unfortunate management style that was/is endorsed in this droll workplace that values compliance and hours worked by employees over innovation, creativity, and customer experience. In today’s world, with so much information about theRead More