CREATING GREAT PLACES TO WORK | |
Over the past 23 years I have had the privilege of speaking at hundreds of associations and businesses. The first time I spoke I was paid a whopping $50. I've come a long way since then, but the thing that sticks out is the impact a speaker can have on an audience.
One incident stands out. I was just a few minutes away from beginning my speech when I felt this cool draft running down my legs. I ran my hand down my brand new suit leg and found a huge hole in an embarrassing location. Like a flash, I ran up to my room and found my sewing kit. Quickly, with needle and thread, I started sewing up the hole. I then took the elevator back down just before they introduced me to the audience.
This was not the impression I wanted to make, but fortunately no one was the wiser.
Greg Smith
| | UPCOMING WEBINAR Understanding the Role EQ Plays in Performance Today’s hyper-paced, team-oriented and global work environments require strong and effective personal skills. Emotional intelligence is the ability to sense, understand and effectively apply emotions to be more collaborative and productive with others. Emotional Intelligence is often cited as the fundamental difference in superior decision making, performance and employee engagement. More info.
12:00-12:30 February 20 | | What Hiring Managers Wished Job Seekers Knew | | If you’re looking for a job or thinking about looking then you might be wondering how to set yourself apart from other candidates. Here are some inside tips on what hiring managers are looking for and how to land yourself that sought-after position.
1. Personality Is More Important
If you’re qualified for the position and have met all the basic requirements then your personality is more important than anything else. Let’s say you have two candidates who are equally qualified. One is easy going and likable. The other one is not really a people person but has more experience. The hiring manager is going to pick the likable person over the one with a more impressive resume.
2. Don’t Try Too Hard to Impress HR Staff
The critical person for you to impress is the hiring manager. They have all the authority-who to interview, who to hire, what to pay them, etc. The best way to find out who the hiring manager is, one should do a little digging on LinkedIn. Here are some tips to use during your search:
- Try different search terms to find the person you’re looking for such as “manager” or “director” and then the keyword for the position
- After you start reaching out to a few people, it can become easy to lose track of everything. That’s why we recommend using a spreadsheet to keep track of who you reached out to, what their role is, and any other important notes
- Keep in mind that if you’re reaching out to hiring managers then you might jeopardize your current position by being caught
- That’s why it’s best to reach out to the recruiter first. You can use your spreadsheet to keep track of what recruiters companies use
3. You Can Leverage Your Other Offers
If you’re interviewing for a position with few candidates, you can use that to your advantage. It’s ok to be open about other positions you’re interviewing for. If you handle it with respect and just be matter of fact while you present your case then you can use it as leverage to negotiate for a higher offer.
4. Ask Questions During Your Interview
Don’t be afraid to ask questions about the position and the company in fear that they’ll seem too needy. A potential employer likes someone who has enough vested interest in the position that they ask tough questions. Ask things such as where they see the company’s future or what their struggles are with leading their team.
5. Don’t Think You Know Everything
When a recruiter contacts you, it’s wise to be open to at least interviewing for the position. Even if you aren’t looking for another job, it's wise to keep an open mind to what’s out there. You never know what kind of opportunity you might be passing up simply because you think you know more than the recruiter. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved. | | How To Handle It When An Employee Quits | | It’s the day that’s bound to come around eventually. The day one of your favorite employees decides to leave the nest. As you stare at their written notice they just handed you, you try your best to look supportive as they start explaining why they’re leaving.
How To Respond When Your Team Member Quits
It’s inevitable. No matter how good of a leader you are, you’re going to have team members quit. If you’re a good leader you’ve invested time training and molding your team members into high performers. In doing so, as their skills and confidence builds, their desire to continue moving up will grow. Knowing how to respond when they give you their notice is an important leadership skill.
Provide Support And Ask Questions
Your conversation needs to remain supportive and upbeat. Yes, you can share that you’re sad to see them go, but follow that up with some positive questions that show you care. Asking the why, what, where, and when is okay. These can help you find opportunities to potentially keep them on the team. If they don’t wish to talk details, respect that and end the conversation on a note of support. Let them know that their opinion matters to you and that your door is open if they’d like to talk about anything at a later time.
Treat Them The Same
You want to show them that your care for them is not conditional, so treating them the same is vital. If you penalize them during their final days at your company, you could undo the years of time investment and caring that you put into them while they were under your leadership.
In addition, sending someone out the door in a negative way could have far reaching consequences. Not only could your company take a hit with negative employee review, but you should also consider the fact that you may end up working together again in the future. Or who knows, maybe one day they’ll even be your boss.
Celebrate The Win
It may not feel like a win after your favorite employee turns in their keys or ID badge. The truth though is that you’ve done your job right. Leaders cultivate a culture of growth. If your mentorship and training helped another person to grow and further their career, that’s a testament to your leadership skills. You’ve done a great job in helping them in their career and you should celebrate the win. ~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved. | | Employee Surveys Can Reduce Employee Retention | | Employee Retention Surveys | Often times, organizations use surveys to boost staff retention. The term “staff retention” refers to a company’s ability to retain employees. Companies that offer employee surveys tend to have a much higher staff retention rate. Employee surveys give employees the opportunity to express their thoughts and concerns, offer company feedback, and simply be honest with their experience working in that given organization.
| | | Refer a person to one of our DISC certification classes and get either $300 in cash or $350 worth of assessments! Your referral must actually register and pay for the training class. | | Advanced DISC Training Program (2-Day Master Class)
April 21-22 (Atlanta) July 21-22 (Atlanta) Oct 20-21 (Atlanta)
| | | | | | Online DISC Certification Training Webinar | Includes Facilitator Materials
NEW CLASS TIMES February 3, 10, 17, 24 (12-1:30 ET) March 2, 9, 11, 16 (12-1:30 ET) April 13, 20, 27, 29 (12-1:30 ET) | | | | | | DISC Self-Study Training Program | This DISC self-study program allows you to move at your own pace at the comfort of your home or office. This program includes online video recordings, printed materials, password protected website and a reference manual explaining the DISC language.
In addition to the DISC self-study program, we also have Driving Forces and Emotional Intelligence training. | | | | | | Emotional Intelligence (EQ) Training & Certification | Our emotional intelligence training program is delivered by Jennifer C. Zamecki, an Accredited Certified Professional Coach who has a wealth of knowledge and 20 + years of experience using these tools in both large global organizations & small companies. | | | | | | Why We Are the Best Organization for Your Hiring and Talent Management Solutions | | The Navigator Newsletter is the free newsletter from Greg Smith the Lead Navigator, author, speaker and organizational development consultant, along with his team of experts at Chartcourse.com. If you like it, please forward a copy to a friend. | | Copyright © 2019. All Rights Reserved. | | | | | | |
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