Crowdsourcing Ideas Through Candidates

I thought for my final blog post for the year [and decade], I would write about a topic that is – quite frankly – prolific today, in really bad form, and it is being embraced and implemented by far too many companies. I was slow and skeptical to recognize this as a real issue when it was initially surfaced to me in mid-2018. But I have, since then, recognized the crass acceptance and adoption of the theft of ideas from candidates with no intention of considering them as potential hires. According to Dow Jones, employers offer jobs to only 0.4% of their candidates. Has this practice always kind of existed? Yes…but it’s become more pervasive and accepted today. It’s become one of theRead More

The Importance Of Being A Visionary

And The Dangers of Legacy Thinking This summer I committed to my sons that they would have the a busy and fun summer and we made that happen: Surf Camp in Orange County, CA; Space Camp [their first sleep-away camp (as a mom, this week was miserable for me but a blast for them)]; Golf Camp in Austin, Texas ; Tennis Camp in NYC; Golf Camp in Chicago; A last hurrah to summer break in one of our favorite European cities. Because of our travel schedule I decided to take on a lighter work load than my usual schedule and I found myself with some extra time on my hands, which is rare for me. One of the Airbnb’s we were staying atRead More

An “Expert” Opinion*

While the antecedents of the glaringly obvious rise in feelings of personal deservingness/entitlement are difficult to pinpoint, several factors have been proposed for this culture, including a general increase in the standard of living, proliferation of technology and the “instant gratification” such advancements often bring. Most industries are seeing a sharp rise in turnover and people ghosting their employers for several reasons. One of the reasons I hear very frequently [in the last two years especially] is that people truly believe they have mastered their role after an internship or even just short period of time in a role. Though I don’t believe there is much employment monogamy nowadays, I do believe there are some organizations out there that can help people inRead More

Short & Sweet Leadership Guide

In just one week I have been asked to present a learning topic to a fabulous retail organization in NYC [seriously, it’s one of my favorite retailers so I am super excited]. They asked me to present 15 minutes to their creative merchant team. The attention learning span in 2018 dropped from seven minutes to six minutes in formal and informal learning environments. I have actually prepared a six minute talk to share with them to get the most out of our time together – the remainder of the time can be dialog, conversation, which is usually more valuable anyway. But this has lead me to really think about what I can share with people that ask me for guidance [and sometimes thoseRead More

Leadership & Brand Transparency

Recently, I’ve come across two profoundly interesting workplace culture and questionable leadership examples of how social media is forcing organizational transparency and working to shift the balance of power a tiny bit more in a candidate’s/employee’s favor. There is a lot of fear around speaking the truth and spotlighting the bad behavior or clearly poor executive decisions that most of us have encountered and witnessed in a lot of workplaces – regardless of industry. But there are some brave “voices” that are no longer willing to tolerate the despotic and gnarly culture too many organizations and “executives” dole out and that the masses passively accept. A Bold & Fearless LinkedIn Post Two weeks ago I was scrolling through my LinkedIn feed and cameRead More

Hooray For Curious Minds

Hooray For Curious Minds! If you’re anything like me, you were glued to the Michael Cohen congressional hearing on Wednesday. It was fascinating and salacious. It was both the most interesting and worst of today’s politics. One thing really stood out to me and it was that there were stories and situations that Mr. Cohen offered to the committee that absolutely begged for follow up questions but those questions were never asked by most of the congressional representatives. This lack of curiosity is fascinating to me and it absolutely made me recollect a few experiences I have had surfacing or escalating questionable or outright diabolical people, behavior, and/or practices to various corporate bodies and it has – essentially – fallen on deaf, disinterestedRead More

Genuinely Fabulous Leaders Are Humble Leaders

Genuinely Fabulous Leaders Are Humble Leaders A ProSocial & Collaborative Leadership Quality A few weeks ago I shared a story about an interaction with a VP of Strategic Planning that was so profoundly bizarre and unpleasant it has consistently popped into my mind as it relates to how toxic that person’s leadership style must be with their team and how damaging they are to the culture of their company. In my first and only meeting with this person they spent 18 of our 25 minutes together detailing how important and revered they are and have been in all of their roles. It was an introduction I have never heard the like of before – it was filled with hubris and a flagrant disinterestRead More

Use Common Sense & Be A Kind Person

Use Common Sense & Be A Kind Person It continues to be evident as I work with so many diverse and unique people/groups that far too many issues of miscommunication start with all the labels we assign and adopt for ourselves. We label what kind of leader we are. We label what kind of learner we are. We label what kind of parent we are. We label what kind of shopper we are. We have a harmful obsession with labeling ourselves with nicely packaged ideas of what and who we are. We assign labels for ourselves so that others can understand the fundamentals of our behavior. Why is it that in contemporary culture, we appear to have such a strong desire to dissectRead More

Emotional Terrorists In The Workplace

Emotional Terrorists are everywhere in the workplace. There is no hierarchy to emotional terrorism – although most of us have worked with/for a boss that wields their authority in a not-so-nice way. A manager can be a jerk to their colleagues or their people and a subordinate can be a bully to peers as well as upward to organizational leadership and business partners. Regardless of the position they hold, they inflict a tremendous amount of damage and chaos into the environment and hurt the brand – usually on a large scale. The good news, though…surviving these emotional terrorists is a craft, not a science. People are either good or bad at it. If they are bad at dealing with these toxic people, theyRead More

Go Ahead, Underestimate Me.

In late-November I was contacted by a recruiter for an exciting opportunity with Tory Burch for a truly fabulous role. I love Tory Burch and have been a very committed client and brand ambassador of theirs since 2013. I had a delightful interview with the Senior Vice President of this organization and a few days later emailed the recruiter for feedback and follow-up. The recruiter called me later that day and told me that the SVP loved our conversation, loved my energy and vision, he communicated to the in-house recruiter that I was “impressive” but his concern was that I lacked luxury retail experience and that is “very important to him”. Fair enough – in any of my traditional roles that is absolutelyRead More

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

I Declined An Offer For My Dream Job. Here’s Why… In early Fall 2018 I was contacted by Dyson – a company that I – as a consumer – loved. 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. 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 with nine people over the course of approximately five weeks, I knew I could help elevate engagement through learning & development, retention, and customer experience. However, there wereRead 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