tag:blogger.com,1999:blog-75146834867753230802024-03-13T11:29:36.209-05:00The Career ShamanDiscover. Develop. Achieve.Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.comBlogger21125tag:blogger.com,1999:blog-7514683486775323080.post-23244160808575967052010-06-23T06:51:00.000-05:002010-06-23T06:51:35.902-05:00How to Reapply After a RejectionI was recently interviewed for an article published yesterday on TheLadders.com, outlining steps to take to get your resume noticed, even if it was previously eliminated from consideration.<br /><br /><a href="http://www.theladders.com/career-advice/how-to-reapply-after-rejection">How to Reapply After a Rejection</a>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-47077405588313387362010-05-11T22:37:00.000-05:002010-05-11T22:37:01.278-05:00'The Talent of Nurses! Nurses Week Spotlight Interview'<a href="http://archive.constantcontact.com/fs028/1102673008889/archive/1103384961376.html">'The Talent of Nurses! Nurses Week Spotlight Interview'</a>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-51866372569743858672010-05-10T16:07:00.005-05:002010-05-10T20:15:30.727-05:00Interview UThere is only one goal in any job search - <span style="font-style:italic;">to get offered the job.</span> The choice to accept is up to you - but only if you get an offer. What can you do to make sure that you <span style="font-style:italic;">will </span>get the offer, and get to choose whether or not to take the job? The answer is in how well you know yourself, and how well you have prepared to share "you" in the interview process.<br /><br />When most people prepare to interview, the first thing they do is look for books or research online for the best/right/smart answers to tough interview questions. Big. Mistake. To be able to answer questions about anything, the most important step is to know your subject matter. And when it comes to interviewing, you need to be a subject matter expert.<br /><br />The only way to truly prepare for the interview process is through self-examination. You should have an honest understanding of your strengths, and be able to clearly articulate how those strengths will be of value a<span style="font-style:italic;">nd can fulfill a need</span> for your prospective employer. And, you also need to be honest with yourself about those areas that are still under construction, and be prepared to articulate a clear plan to meet your own growth and development needs.<br /><br />Once you are a subject matter expert on you, your next step is to thoroughly research the organization with which you will be interviewing. Use every tool at your disposal, i.e., the organization's own website, the job posting, Google, news searches, blog searches, and LinkedIn. Get a keen understanding of the culture and communications style of the organization, and frame your presentation of you by highlighting those areas of commonality that you share with the organization. By presenting yourself within their context of understanding, you will demonstrate your "fit" with the culture and mores of the organization.<br /><br />In the course of the interview, you will be asked to articulate your abilities and cultural fit for the position through only four possible types of questions:<br /><span style="font-weight:bold;">1. Personal Challenge Questions</span> - These are those questions that offer the interviewee no clue as to what answers the interviewer is seeking. They are abrupt, and seem to be designed to expose your shortcomings and/or uncertainties. These are the questions that will allow you to demonstrate that you are, in fact, a subject matter expert! Examples: "Tell me about yourself." "What are your strengths?" "What are your weaknesses?" "Why should we hire you?"<br /><span style="font-weight:bold;">2. The Abstract Calculation</span> - These questions are nonsensical, in that they have no actual answer, but are utilized to demonstrate to the interviewer how the interviewee will respond under pressure, and their problem-solving style and abilities. Example questions: "How many baseballs are there in the United States right now?" "How many band-aids are used in Texas each day?" "How many jelly beans does it take to fill a five-gallon jar?"<br /><span style="font-weight:bold;">3. Behavioral Interview</span> - These questions are presented in a format that requires the interviewee to reflect and look back on their past experiences, and describe examples of their behaviors that demonstrate specific outcomes. Examples of behavioral questions are: "Tell me about a time when you had to overcome challenges to achieve your goal." "Tell me about a time when you were recognized for providing service excellence to a customer above and beyond what was expected in your job description." "Tell me about a time when you did not achieve your goal, and how you handled the situation."<br /><span style="font-weight:bold;">4. Situational Interview</span> - These questions are real-time. They present complex situations to the interviewee, and ask the interviewee to describe how they would respond and resolve the situation. These type of questions also tend to reveal the values and stress demeanor of the interviewee. An example of these type of questions is: "It is after midnight, your patient is not responding to prescribed treatment, and their physician has made it known that they do not want to be disturbed during the night except in an emergency situation. Although they are not in an emergent state, you believe that the patient will respond immediately to a different course of treatment. Will you call the physician now, or wait until morning? When you do call the physician, how will you present the patient's status to convince the physician of the need for the differing course of treatment?"<br /><br />Are you a subject matter expert on you? Are you prepared for any or all of the four types of interview questions? Are you prepared for your next offer?Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-7136564627109048512010-03-23T20:03:00.005-05:002010-03-23T22:42:30.752-05:00Creating Rapport - It's Key To Your Professional SuccessAs any good recruiter will tell you, when it comes down to a hiring manager choosing which candidate to offer their position, the hiring manager will not always select the most experienced, best educated or most credentialed candidate. They will, however, always select the candidate that they connected with - the one with which the hiring manager felt the best rapport.<br /><br />Creating rapport starts at the first impression. When meeting someone for the first time, especially in an interview situation, most of us become too nervous to think beyond our own role in the interview, i.e., firm handshake, eye contact, genuine smile, listening carefully, selling our talents as we answer questions. But to create rapport, you have to <span style="font-style:italic;">pay attention to the other person</span>. What is <span style="font-style:italic;">their</span> emotional state? What motivates <span style="font-style:italic;">them</span>? <br /><br />In my coaching practice, I often teach mirroring techniques to help my clients gain understanding of others with whom they interact. For instance, someone who is very direct in their communication style might come across as abrupt to another whose style is to take a softer, more considered approach. When utilizing mirroring techniques, you exhibit a reflective communication style, meaning that you adapt your communication style to reflect harmoniously that of the other person. So that person with a very direct communication style, when interacting with someone with a softer, more considered style, would slow down, listen carefully, and adopt a more considerate approach. By doing this, you are creating immediate understanding and rapport with the other person. Since your communication styles are now compatible, the other person will be focused on <span style="font-style:italic;">what</span> your are saying, rather than your communication style.<br /><br />Creating rapport begins with your very first encounter with another person, whether in person or in writing. Becoming aware of your own style, the way you prefer to function, is the first step in gaining understanding of the preferences of others, which is the first step in creating rapport. So be aware. Seek out opportunities to practice mirroring techniques. See how your ability to reflect the preferred style of another helps you create rapport with them. <br /><br />How could you utilize this talent to become the preferred candidate in an interview opportunity?<br /><br />How could you utilize creating rapport to better demonstrate your effectiveness to your manager?<br /><br />How would creating rapport help you to better motivate and lead your team?Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-59768828859230097012010-03-03T22:46:00.005-06:002010-03-03T23:16:59.294-06:00Leadership Performance Management: Reviewing the ReviewerFor a lot of companies, Q1 is performance review time. Given the economic hurdles of the last few years, most employees are hoping that their efforts will be acknowledged by their managers, even if they can't be rewarded with the substantial raises and bonuses of years past. But what if the manager is the one in the review hot seat? And what if that manager has exhibited some serious performance gaps during the last 12 months? How do you provide constructive performance feedback to a performance manager?<br /><br />When giving feedback to someone in a leadership role, make sure that you have all of the facts and data to back up performance conclusions. Acknowledge positive performance; never allow negative performance issues to completely overshadow positive contributions. Don't allow the person being reviewed to become focused on the fact they are receiving negative feedback. Rather, impart the data and the resulting conclusion, and then guide them to focus on probable resolutions to their performance gaps. Have them offer a reasonable timeline and reporting mechanism for chosen resolutions. As a final close, communicate the expected performance standards for their role, acknowledge those they have performed well, and restate the areas targeted for improvement along with their performance plan, timeline and reporting mechanism.<br /><br />We coach managers to take CARE when giving bad news: be Confident in their message; exhibit Authenticity and speak the truth to their audience; have all the facts in their Rationale; and always have Empathy for their audience. By taking CARE when imparting poor performance feedback, the reviewer will empower the employee to understand the feedback, and create a performance improvement plan of action. The CARE method applies, even when reviewing the reviewer.Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-70165475700792773012010-02-19T17:04:00.000-06:002010-02-19T17:04:41.029-06:00'Creating a Motivated Workforce'<a href="http://archive.constantcontact.com/fs028/1102673008889/archive/1103066535833.html">'Creating a Motivated Workforce'</a>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-50066260329344681372010-02-18T22:33:00.004-06:002010-02-18T23:30:10.923-06:00Party On, Dude!Ten years before he became famous as cool-black-duster-wearing Neo in <span style="font-style:italic;">The Matrix</span>, Keanu Reeves took us on <span style="font-style:italic;">Bill & Ted's Excellent Adventure</span>, where he gave us two enduring rules of life:<br /><br />1. Be Excellent To Each Other<br /><br />and<br /><br />2. Party On, Dude!<br /><br />Recently, I was enrolling in a great new online program, and during the enrollment process was asked to agree with their 5-point terms of service. The first four points dealt with their rules of business conduct, but the fifth and final point really grabbed me: 5. Be excellent to each other. Not, 5. Obey these rules or we will refuse you service, nor 5. Obey these rules and be nice to each other. No, their final term of service for their customers was to be EXCELLENT to each other.<br /><br />We have weathered the recession, and are now trying to recover our economic strength. In order to succeed, our companies need to be strong and profitable. And our companies are only as strong as their employees. Now is the time for employers and employees to work together, and be proud of the work they do. And, don't forget Rule #2: Party On, Dude! Let's have some fun again!<br /><br />What one thing can you do differently, starting right now, to be <span style="font-style:italic;">excellent</span> to those around you?Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-72612126484860418422010-02-02T22:45:00.006-06:002010-02-03T11:42:45.114-06:00It's All In Your Mind - Answers RevealedIn our last post, we posed Dr. Shane Frederick's three-question Cognitive Reflection Test, and promised the answers. Here they are:<br /><br />1) A bat and a ball cost $1.10 in total. The bat costs $1.00 more than the ball. How much does the ball cost? _$1.05____ cents<br /><br />(2) If it takes 5 machines 5 minutes to make 5 widgets, how long would it take 100 machines to make 100 widgets? _5___ minutes<br /><br />(3) In a lake, there is a patch of lily pads. Every day, the patch doubles in size. If it takes 48 days for the patch to cover the entire lake, how long would it take for the patch to cover half of the lake? __47___ days<br /><br />According to Dr. Frederick, those who are able to correctly answer all three questions are the most brilliant among us. Well, I will confess, I correctly responded to number 2 immediately, and came up with the answer to number 3 only after drawing it out on paper. However, I do not think this is in any way indicative of a lack of brilliance on my part. I simply have no interest in baseball.<br /><br />I think the real test of one's cognitive reflection, or critical thinking skills, is not necessarily related to their IQ (sorry, Dr. Frederick). The real indicator is <span style="font-style:italic;">how</span> someone looks at a problem, not just coming up with the correct mathmatical answer. To be a true critical thinker, you have to be able to suspend your own opinions and biases, and look at a problem from every possible angle - step out of your own shoes, walk across the room and see it in a completely different light. Those of us who are able to do this consistently are the truly brilliant among us, for they will see not just answers, but possibilities.Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-91555395420706414242010-01-20T11:26:00.004-06:002010-01-20T15:06:43.808-06:00It's All In Your MindWith the economy picking up a bit, a lot of our coaching work over the last few months has been Interview Coaching. The feedback we are hearing from our clients indicates that a lot of companies out there are utilizing interview techniques that reveal more about a candidate's ability to think on their feet than about their work experience. Candidates are experiencing "critical thinking assessment" questions, which reveal the way a candidate problem-solves and responds under pressure. <br /><br />Some of these questions don't really have a definitive answer. For example, one candidate interviewing at a major oil company in Houston was asked "If you filled a two gallon jar with jelly beans and put a softball in as well, how many jelly beans will it take to fill up the jar." Obviously, the interviewer was not looking for a definitive number from the candidate. Rather, they wanted to see how the candidate would respond under pressure, and what critical thinking tools would be revealed as they tried to solve the problem.<br /><br />Other employers are using Shane Frederick's<a href="http://mba.yale.edu/faculty/profiles/frederick.shtml"></a> Cognitive Reflection Test (CRT). Although the test only has three questions, Dr. Frederick's research proves that how a person answers can be a strong indicator of both their intelligence and their critical thinking skills. Let's see how you do:<br /><br />(1) A bat and a ball cost $1.10 in total. The bat costs $1.00 more than the ball. How much does the ball cost? _____ cents<br /><br />(2) If it takes 5 machines 5 minutes to make 5 widgets, how long would it take 100 machines to make 100 widgets? _____ minutes<br /><br />(3) In a lake, there is a patch of lily pads. Every day, the patch doubles in size. If it takes 48 days for the patch to cover the entire lake, how long would it take for the patch to cover half of the lake? _____ days<br /><br />Post your responses. We will reveal the answers in the next blog post. Winners will be entered in a drawing for a free coaching session!Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-9718605056700681502010-01-06T11:02:00.001-06:002010-01-06T11:02:35.298-06:00Are You Resume Ready?<div xmlns='http://www.w3.org/1999/xhtml'><p><object height='350' width='425'><param value='http://youtube.com/v/QEfMKJnjAT8' name='movie'/><embed height='350' width='425' type='application/x-shockwave-flash' src='http://youtube.com/v/QEfMKJnjAT8'/></object></p><p>Is your resume current and updated?<br /><br />Does your resume clearly present your talents, experience and accomplishments?<br /><br />Will your resume get you an interview for the job you want?<br /><br />In today's highly competitive job market, you should be able to answer a resounding "Yes!" to each of these questions. With four generations of qualified workers sometimes competing for the same position, and most companies utilizing web-based application systems, the right resume can make all the difference when it comes to getting the all-important interview opportunity - even one within your current organization!<br /><br />2010 is the year to advance your career! Are you resume ready? We are offering a 20% Discount on custom resume services during the month of January!<br /><br />Email CareerShaman@talent-innovations.com for a FREE resume consultation. </p></div>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-38866523080198363222009-12-02T09:56:00.006-06:002009-12-02T14:10:37.305-06:00Which Way Is Up?This time of year is all about budgets and strategic planning. Usually, you can look back over the previous 12 months to guide you through both of these processes. However, the economic roller-coaster that was this past year is not exactly a guide we want to follow into 2010.<br /><br />For most of the managers I coach, this year's planning process has been more difficult than ever before. They haven't yet recovered from the downturns of the last 12 months, and now they are supposed to strategically map out a plan for upward growth over the next 12 months? How? Where? Which way is up?<br /><br />My advice to them is simple: Stop planning; start making good decisions. To be a good manager, you must develop good decision-making skills.<br /><br />The economic situation we have endured over the last year is a direct result of poor decision-making. According to Thomas H. Davenport in a recent Harvard Business Review article, "In recent years decision makers in both the public and private sectors have made an astounding number of poor calls. For example, the decisions to invade Iraq, not to comply with global warming treaties, to ignore Darfur, are all likely to be recorded as injudicious in history books. And how about the decisions to invest in and securitize subprime mortgage loans, or to hedge risk with credit default swaps? Those were spread across a number of companies, but single organizations, too, made bad decisions. Tenneco, once a large conglomerate, chose poorly when buying businesses and now consists of only one auto parts business. General Motors made terrible decisions about which cars to bring to market. Time Warner erred in buying AOL, and Yahoo in deciding not to sell itself to Microsoft.<br /><br />Why this decision-making disorder? First, because decisions have generally been viewed as the prerogative of individuals—usually senior executives. The process employed, the information used, the logic relied on, have been left up to them, in something of a black box. Information goes in, decisions come out—and who knows what happens in between? Second, unlike other business processes, decision making has rarely been the focus of systematic analysis inside the firm. Very few organizations have “reengineered” their decisions. Yet there are just as many opportunities to improve decision making as to improve any other process."<br /><br />Leaders, it's time to get out of the "black box". <span style="font-style: italic;">Empower</span> your managers to make decisions, and teach them how to make <span style="font-style: italic;">good</span> decisions. How? Take a look at your current situation. Does your organization employ a <span style="font-style: italic;">process</span> of good decision making with your managers, or, does it look for strategic plans from managers that follow the "black box" decisions handed to them from above? By exploring <span style="font-style: italic;">how</span> decisions are made in your organization, there are some wonderful tools (i.e., MBTI®) for understanding and developing the processes your managers use to make good decisions that will guide your organization onto an upward economic path.<br /><br />What are you currently doing to develop and empower good decision-making skills?Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-6779975258006462472009-11-17T16:53:00.003-06:002009-11-17T16:58:43.439-06:00Think Outside the Suggestion Box<!--StartFragment--> <p class="MsoNormal">How do you create a culture of innovation?<span style="mso-spacerun: yes"> </span>Where do you find those innovative process improvements?<span style="mso-spacerun: yes"> </span>You ask the employees who perform the process for <i style="mso-bidi-font-style:normal">just one thing</i>: what one thing would you do differently that would immediately improve this process or service?<span style="mso-spacerun: yes"> </span>Empower your employees to think creatively about your business.<span style="mso-spacerun: yes"> </span>Thomas Koulopoulos, author of <i style="mso-bidi-font-style:normal">The Innovation Zone</i>, advises “You need to give people the license to take risks and to fail often enough to realize that they will not be punished for doing the right thing even though the outcome might not be what they expected.<span style="mso-spacerun: yes"> </span>Small failures can encourage big successes.”</p> <p class="MsoNormal">At this point, you might be thinking “We are already doing this.<span style="mso-spacerun: yes"> </span>We have a Suggestion Box for our employees on every floor, or, in every department.<span style="mso-spacerun: yes"> </span>We ask our employees for their ideas, and month after month, those suggestion boxes remain empty.”<span style="mso-spacerun: yes"> </span>Exactly.<span style="mso-spacerun: yes"> </span>From the employees’ standpoint, there is no <i style="mso-bidi-font-style:normal">expectation</i> that they generate new ideas; just a box to drop it into on the chance they do have a new idea.<span style="mso-spacerun: yes"> </span>Providing a suggestion box is not the same thing as asking and expecting your employees to think with economic creativity about the work they do.</p> <p class="MsoNormal">Questions:</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">1.<span style="font:7.0pt "Times New Roman""> </span></span></span>Do you think you currently have a culture of employee innovation?</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">2.<span style="font:7.0pt "Times New Roman""> </span></span></span>How do you communicate your expectation of idea generation to your employees?</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">3.<span style="font:7.0pt "Times New Roman""> </span></span></span>What venues/mediums do you have available for employees to bring forth their ideas?</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">4.<span style="font:7.0pt "Times New Roman""> </span></span></span>When an employee generates a viable innovative idea, how do you empower them to implement their idea?</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">5.<span style="font:7.0pt "Times New Roman""> </span></span></span>What rewards and recognition programs do you have in place for employees who successfully generate and implement economically creative ideas?</p> <p class="MsoNormal" style="margin-left:.5in;text-indent:-.25in;mso-list:l0 level1 lfo1"><span style="mso-bidi-font-family:Cambria"><span style="mso-list:Ignore">6.<span style="font:7.0pt "Times New Roman""> </span></span></span>How do you provide feedback and coaching to employees who are generating non-viable ideas? </p> <!--EndFragment-->Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-36677657984680886622009-11-04T00:47:00.003-06:002009-11-04T01:03:29.958-06:00Change One ThingIt seems as though the majority of my coaching practice is focused in the area of Change. I capitalized Change because most organizations and people I work with seem to view Change as some huge, scary thing that will only bring bad news and more work into their world. Over the years, I have realized that we are oddly comforted by the false security found in the troubles and pitfalls we know as opposed to the fearful unknown of what might happen if we made a change.<div><br /></div><div>So break it down. Apply the tried and true KISS method. We don't have to recreate the wheel or forge a new business plan to create a positive transformation. Take a long hard look at whatever obstacle or trouble that is your issue. Ask yourself this: what one thing could I do differently that would bring about a change in the situation. I didn't say completely fix the situation, only change it. Do that one thing. Is the change positive? Keep doing it. Then do the process again. A series of small, incremental changes with positive results can create a remarkable transformation.</div><div><br /></div><div><br /></div>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-59639482938309048682009-10-13T23:12:00.005-05:002009-10-13T23:37:19.418-05:00Fortune Cookie Philosophy: 5 Ways to Engage & Retain Through a Down Economy<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://2.bp.blogspot.com/_aSoKFWGVe9M/StVTf1__dZI/AAAAAAAAAAg/-tbCCmxY-u4/s1600-h/x11007996.jpg"><img style="float:right; margin:0 0 10px 10px;cursor:pointer; cursor:hand;width: 170px; height: 113px;" src="http://2.bp.blogspot.com/_aSoKFWGVe9M/StVTf1__dZI/AAAAAAAAAAg/-tbCCmxY-u4/s200/x11007996.jpg" border="0" alt="" id="BLOGGER_PHOTO_ID_5392307935382566290" /></a> <!--StartFragment--> <p class="MsoNormal" style="margin-left:.25in"><b>Today is the tomorrow we worried about yesterday</b> – Some days it seems as if we have been struggling in an uncertain economy forever.<span style="mso-spacerun: yes"> </span>And yet, we all remember the rich returns of just a few short years ago.<span style="mso-spacerun: yes"> </span>What this tells us is that everything changes – what goes up will go down, and what is down will go up.<span style="mso-spacerun: yes"> </span>Once you embrace the reality of change, every day is one day closer to a better tomorrow.<span style="mso-spacerun: yes"> </span>Stop worrying about what might happen tomorrow, and start gathering the tools you will need to succeed tomorrow.<span style="mso-spacerun: yes"> </span>Identify those employees with high performance potential, and start training them now to take on roles of more responsibility when the economy turns around.</p> <p class="MsoNormal" style="margin-left:.25in"><b>Adjust finances, make budgets, to improve your standing</b> – You say you can’t afford to train in a down economy?<span style="mso-spacerun: yes"> </span>If you don’t, your high-potential employees may not be around to train when business improves.<span style="mso-spacerun: yes"> </span>If people aren’t growing they are stagnating, and high-potential employees will seek more fertile ground to plant their roots.<span style="mso-spacerun: yes"> </span>Take a look at your finances.<span style="mso-spacerun: yes"> </span>Odds are, with a little creativity, you can find room in your budget for training and development.<span style="mso-spacerun: yes"> </span>It doesn’t have to be training in the old costly model – big groups, catered lunches and paid speakers.<span style="mso-spacerun: yes"> </span>Get creative.<span style="mso-spacerun: yes"> </span>Use your technology.<span style="mso-spacerun: yes"> </span>There are a lot of training programs that can be quite effectively delivered through less expensive media, such as webinars and teleseminars.</p> <p class="MsoNormal" style="margin-left:.25in"><b>Your skill will accomplish what the force of many cannot</b> – You can wish and hope and pray, but you cannot keep the down economy away.<span style="mso-spacerun: yes"> </span>What you can do, however, is use this time to train and develop your workforce.<span style="mso-spacerun: yes"> </span>Empower your employees for the future.<span style="mso-spacerun: yes"> </span>Train them.<span style="mso-spacerun: yes"> </span>Engage them.<span style="mso-spacerun: yes"> </span>You will find yourself ready to leap into the economic upswing with a skilled, performance-driven, customer-focused workforce – trained and ready to take your organization to the forefront of the new economy.</p> <p class="MsoNormal" style="margin-left:.25in"><b>He who climbs a ladder must begin at the first step</b> – If you listen to the economic forecasters, you might wonder if the economy is on it’s way back up, or, if it still has a way to go before it hits bottom.<span style="mso-spacerun: yes"> </span>So, what are you going to do?<span style="mso-spacerun: yes"> </span>Do you wait to make sure the economy is rebounding, or, do you take a leap of faith and act as if it is?<span style="mso-spacerun: yes"> </span>Regardless of whether we are in recovery now, or it is coming soon, every organization will have to reclaim some part of their market that was lost during the downturn.<span style="mso-spacerun: yes"> </span>Start now.<span style="mso-spacerun: yes"> </span>Be prepared.<span style="mso-spacerun: yes"> </span>Look internally to your employees and recommit to them.<span style="mso-spacerun: yes"> </span>Those who carried your organization through the downturn are looking for strong leadership to guide them forward and show them how to thrive in the new economy.</p> <p class="MsoNormal" style="margin-left:.25in"><b>Be patient: in time, even an egg will walk </b>– Start now.<span style="mso-spacerun: yes"> </span>Identify your high potential performers.<span style="mso-spacerun: yes"> </span>Find room in your budget to get them the training and development they need.<span style="mso-spacerun: yes"> </span>Show them the future.<span style="mso-spacerun: yes"> </span>Engage them.<span style="mso-spacerun: yes"> </span>Ask them for their ideas to improve performance.<span style="mso-spacerun: yes"> </span>When all around you are still trying to rebound into recovery, your organization will be leaping forward, trained and ready.</p> <!--EndFragment--> <!--EndFragment--> <!--EndFragment-->Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-76244978531006112732009-10-13T12:14:00.000-05:002009-10-13T21:30:55.861-05:00Train To Retain<!--StartFragment--> <p class="MsoNormal">In the current economy, as companies are downsizing to run more and more lean and management becomes more and more stressed, there is a tendency to believe a terrible misconception:<span style="mso-spacerun: yes"> </span>you don’t have to worry about your employees because they are afraid of losing their jobs.<span style="mso-spacerun: yes"> </span>While this may be true in the very short term, unhappy employees will eventually find a way to greener pastures.<span style="mso-spacerun: yes"> </span>The question is: what are you doing now to ensure a vital, productive workforce when the economy rebounds?</p> <p class="MsoNormal">In a struggling economy, non-profit-center departments are the first to feel layoffs and hiring freezes.<span style="mso-spacerun: yes"> </span>In most organizations, this usually means Human Resources.<span style="mso-spacerun: yes"> </span>Those managers who believe they will get top performance from their employees because they are afraid of losing their jobs, are the first to look to Human Resources departments for FTE cuts.<span style="mso-spacerun: yes"> </span>And once they have cut the employee base to bare minimum, the next order of business is to curtail all unnecessary expenses – like development training.<span style="mso-spacerun: yes"> </span>So now these employees are working longer and doing more, all in a stressful and fearful environment.<span style="mso-spacerun: yes"> </span>They are afraid for the future of the jobs they have now, and are not being trained for promotion when things get better.<span style="mso-spacerun: yes"> </span>Wouldn’t you start updating your resume?</p> <p class="MsoNormal">The winners in this topsy-turvy economy we are now experiencing will be those organizations who recognize that in order to be able to leap forward competitively when the market turns upward, they have to be training and preparing their current employees <i style="mso-bidi-font-style: normal">now</i>.<span style="mso-spacerun: yes"> </span>There are cost efficient ways of delivering training, such as webinars and teleseminars, that are just as effective but don’t break the bank.<span style="mso-spacerun: yes"> </span>And employees who are being trained and motivated are far more likely to be engaged in their current roles, and committed to a clearly defined career path.<span style="mso-spacerun: yes"> </span></p> <p class="MsoNormal">What type of training and development are you doing <i>now</i> to prepare and retain your employees for an improving economy?</p> <!--EndFragment-->Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-32455583421115873612009-09-29T23:04:00.003-05:002009-09-29T23:08:34.228-05:00How To Coach Yourself Through Change - Part II - Fortune Cookie Philosophy<a onblur="try {parent.deselectBloggerImageGracefully();} catch(e) {}" href="http://2.bp.blogspot.com/_aSoKFWGVe9M/SsLZbXCkcAI/AAAAAAAAAAY/6Lz_Yr4UwDE/s1600-h/x11007996.jpg"><img style="float:left; margin:0 10px 10px 0;cursor:pointer; cursor:hand;width: 170px; height: 113px;" src="http://2.bp.blogspot.com/_aSoKFWGVe9M/SsLZbXCkcAI/AAAAAAAAAAY/6Lz_Yr4UwDE/s200/x11007996.jpg" border="0" alt=""id="BLOGGER_PHOTO_ID_5387107168353021954" /></a><br /><span style="font-weight:bold;">Fortune Cookie Philosophy: 5 Steps To A Great New You!</span><br /><br /><span style="font-weight:bold;">1. We all have extraordinary coded within us, waiting to be released.</span> – Face the change. Life, career, family – what is it? Define the change. How will it affect you? Turn it around. Turn it into a goal! A BIG one!! Break it down, one step at a time. Set a timeline. (If you’re like my partner, create a color-coded process flowchart!) It is all there, inside of you. Waiting to be released. Why are you holding you back?<br /><br /><span style="font-weight:bold;">2. How can you have a beautiful ending without making beautiful mistakes?</span> – When facing change, you have to be brave. If you are only concerned about doing something right, you will never discover the delight that comes from discovering the unknown, or, the pride you can have from ‘capturing a victory from the jaws of defeat’. You are only holding yourself back. Take small risks. Maybe order Strawberry Citrus Basil Tea instead of plain old iced tea. Next, volunteer to take the lead on that important project at work. Stop playing it safe. Change can bring great opportunity, and in the case of that tea, some really yummy discoveries.<br /><br /><span style="font-weight:bold;">3. May you come to the attention of those in authority.</span> – Wise people know that when they are in doubt, the best thing to do is shut up and listen. But really wise people know that when they have a great idea, they need to speak up. At the right time, and to the right people. Don’t fear change by trying to hide. If you have the answer, if you see an improvement, if you have what may be a good idea – share it with someone who has the power to say ‘yes’. This is the perfect companion to #2. When you come to the attention of those in authority, especially when you are bringing something of value to the table, you are being given a wonderful gift – an opportunity to shine.<br /><br /><span style="font-weight:bold;">4. You are far more influential than you think.</span> – One of the most natural human responses to change is to feel like it is only happening to you. It can make you feel isolated and powerless. But you are not powerless, and there is no reason for you to be alone. Create your own support network! Think of all the people you know – people you have worked with, friends, family, neighbors, etc. Social networking sites like Facebook and LinkedIn make it very easy for you to connect and get the support you need, personally and professionally. Ask for what you need. Someone in your network might know of a great new career opportunity, or they might have a great idea to help you achieve your goals. Use your resources! <br /><br /><span style="font-weight:bold;">5. May you find what you are looking for.</span> – This fortune in only a curse if you focus solely on the goal, and ignore the journey. So while you are on that path of change, working toward your goals, bravely stretching beyond your barriers, make sure to keep yourself centered and open to the joys you encounter along the way. When traveling through change, we achieve growth during the journey. So, pay attention. May you find what you’re looking for!Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-34464005078123577112009-09-29T23:02:00.001-05:002009-09-29T23:03:53.792-05:00How To Coach Yourself Through Change - Part ISeveral years ago, I was yawning my way through one of the world’s most boring lunch meetings, and decided to amuse myself by opening all of the fortune cookies sitting in the middle of the table. I found myself deeply moved by the messages on those little white slips of paper, and in fact, felt that the universe was communicating directly with me (yes, that meeting was really boring). I tucked three of those profound message slips into my wallet, where they joined 4 or 5 others that had spoken to me over the years. In fact, every time I purchase a new wallet, my fortunes are transferred along with my driver’s license and credit cards.<br /><br />I bought a new wallet recently, and in the process of emptying the old to fill up the new, I read through these small white slips of paper for the first time in a long while. As I read, I began laughing when I realized that much of what I do as a coach was summed up in one-liners from fortune cookies:<br /><br /><span style="font-style:italic;">We all have extraordinary coded within us, waiting to be released.<br /><br />How can you have a beautiful ending without making beautiful mistakes?<br /><br />You are far more influential than you think.<br /><br />Anything you do, do it well. The last thing you want is to be sorry for what you didn't do.</span><br /><br />Then, I really had a good laugh when I read those three slips of paper from that long ago lunch meeting:<br /><br /><span style="font-style:italic;">May you live in interesting times.<br /><br />May you come to the attention of those in authority.<br /><br />May you find what you are looking for.</span><br /><br />Those three profound messages from the universe – my ancient Chinese secrets – are in fact ancient Chinese curses! After I finally stopped laughing, I realized that I still wanted those “cursed” fortunes in my new wallet. I still believed that I was meant to break open that stack of cookies all those years ago, and that their messages were sent especially for me.<br /><br />We do live in interesting times. There is more change in our world today, every minute of every day, than ever before. All of this change brings one of two things, depending on your point of view – Fear and Opportunity. Each of us has the power within ourselves to decide the path of our response. Will you respond with fear of change? Or, will you embrace it, grow with it, and seize the wonderful new opportunities change brings?Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-65096274979365537712009-09-18T07:19:00.001-05:002009-09-18T07:22:13.328-05:00Why Do You Need A Career Coach?Do you envy people who are truly passionate about their career?<br /><br />Do you wish you were working in a different role or industry?<br /><br />Do you want to grow and move up in your career?<br /><br />So, what can a coach do for you? It’s simple, really. We help you transform your life by helping you solve problems and achieve your goals. The services of Talent Innovations are not one size fits all. Each coaching interaction is customized to achieve the needs and goals of the client. Whatever the level or scope of your career, whether individual or team focused, our career strategies are designed to help you discover you. What are your goals? What do you want to accomplish? When you dream of your best future, what does it look like? We help open the channels to get you there.<br /><br />Our clients fall into one of two categories: employed or unemployed. Our employed clients come to us for one of two reasons. They manage people and need to develop as a leader. Or, they manage people and need to develop their team. Our customized leadership and team development programs are designed to take you and your employees to a new level performance. We are here to coach and guide you and your team through the process, and help you manage the changes brought by growth.<br /><br />Our unemployed clients only come to us for one reason. They want a job. But if they only wanted “a job”, they would have one. What drives our clients to us is a desire for the right job, their dream job. Working with our career strategists, you will discover the path that leads to a career of fulfillment. No more endless job interviews for positions that aren’t right for you. You will develop your strengths and talents to overcome any obstacles in your path. We will help you find the right career opportunities and prepare you to be a stand-out candidate. A career coach won’t get you a job. We help you get your dream job.Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-79490731201287928942009-08-30T22:38:00.003-05:002009-08-31T07:52:32.748-05:00Embracing ChangeI heard from an old friend recently, who let me know that the company her husband works for was closing, and that he would be without a job by October. Her husband, Dan, is 53, and has worked for this company for over 25 years. In fact, he has never done any other type of work in his professional career. They were not worried, however. In fact, my friend told me that Dan was so excited, he could hardly wait for October!<div><br /></div><div>How could this be? I coach people through this process every day, and very rarely hear this reaction. What makes Dan different? Only two things, his attitude and his approach to the situation. </div><div><br /></div><div>You see, Dan works for a company in the automotive industry. He knew that, eventually, the odds were he would lose his job. He knew <i>he</i> had no control over that decision, and that it had nothing to do with the quality of <i>his</i> work. He could only control <i>how</i> he responded when it did finally happen. So, what did Dan do? He started making a list of all of the things he enjoyed, all of the things he was good at doing, and all of the things that were of interest to him. Dan then researched and found actual job roles in his geographical area that corresponded with his interests list. That potential jobs list now includes everything from an EPA water and soil testing specialist to a hot dog vendor! </div><div><br /></div><div>When he went to work in his current job more than 25 years ago, it was an easy decision; good company, good pay, good benefits. However, Dan is now able to <i>choose </i>his next career. Where he works, whether for someone else or in his own business, and what he does, it's all up to him. By embracing the changes coming into his life rather than fearing them, Dan has transformed his own reality. He is not being downsized! Rather, he is being given the greatest opportunity of his life. He knows that it is within his power to make his next job his dream job.</div><div><br /></div><div>Dan is so excited by the prospect of his new career, he wishes it were October already. </div>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-6778832277928204002009-08-12T11:22:00.001-05:002009-08-12T12:54:34.641-05:00Personal Branding - It's Not Just A ResumeIf you are currently looking for a new career opportunity, whether you are currently employed or not, odds are you are using the same resume that got you into your current position. Let me guess, it is a well written chronology of all your jobs, with detailed descriptions of what you did in each role. It may even have an updated list of keywords to improve the likelihood of your resume being selected in a database search. But does your resume do the most important thing of all - does it represent your personal brand? Does your resume tell the reader <i>who </i>you are, or only <i>what you've done? Is your resume your only identity resource? </i><div><br /></div><div>In today's highly competitive job market, it is paramount that you are represented to hiring companies in the best possible way. When a recruiter or hiring manager reviews your resume, they will spend less than one minute scanning for the required education, skills and experience. Assuming you meet the qualifications for the position, you may be one of hundreds of qualified applicants hoping for an interview opportunity. What will set your resume apart from the others? What will motivate the hiring company to interview you? The common factor in both questions is <i>you.</i> Your resume should be more than just a chronological description of your jobs and responsibilities. Your resume should be a written representation of you, and an extension of all other identity resources. </div><div><br /></div><div>When a hiring company reviews your resume, they should immediately realize two things: one, that you are a qualified candidate for the position, and two, that you are someone they want to know more about. At that point, your resume should also point them to the other identity resource tools you are utilizing to imprint your personal brand, i.e., LinkedIn, Facebook, and professional blogs. The successful job seeker in today's market knows that a well designed resume is but the first step in their campaign to sell their personal brand. </div>Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0tag:blogger.com,1999:blog-7514683486775323080.post-58273051780734334502009-08-06T12:40:00.007-05:002009-08-10T07:56:11.561-05:00So, You've Been Downsized. Now what?<!--StartFragment--> <p class="MsoNormal">It's finally happened to you, the dreaded pink slip. There are many words for downsizing (i.e., restructuring, rightsizing, or de-staffing, to name a few), but the end result remains the same: you are unemployed. No matter the circumstance, it is difficult to cope with the idea that although you did a great job, they simply can't afford to keep you. The emotional process you are dealing with is similar to other types of grieving associated with loss, and may include denial, anger, or sadness. You are, after all, losing something that has been a significant part of your life.</p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">So, what do you do now? You’re overwhelmed, emotionally drained, hurt and confused. But let’s be honest, you can’t control the economy, you cannot predict the future, and you can’t decide who gets laid off.<span style="mso-spacerun: yes"> </span>Being proactive is the only decision you can control. Whether you are a new college graduate or have been with the same company for 25 years, the key to dealing with job uncertainty is to gain a sense of power and control over your career path.<span style="mso-spacerun: yes"> </span>The old adage “when one door closes, another opens” is true, as long as you have the keys to unlock the doors of opportunity in your path. </p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">Still overwhelmed?<span style="mso-spacerun: yes"> </span>Our career transition coaches provide a unique personal learning program designed to provide supportive, targeted assistance for employees at any age or any employment level, who have recently been, or are about to be, affected by organizational and/or job changes.<span style="mso-spacerun: yes"> </span>For organizations that have employees who will require outplacement transition services, we offer a comprehensive and cost-effective program of services designed to assist and guide them in their job search.</p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">Today's displaced professional is likely to have a home computer with Internet access.<span style="mso-spacerun: yes"> </span>Rather than providing office space and equipment, we focus on providing the displaced worker with what you really need -- one-on-one time with a Career Transition Coach who can help you identify your natural gifts and talents, and apply them to a career focus.<span style="mso-spacerun: yes"> </span>We help you identify and overcome the initial emotional responses that naturally occur with significant life changes, and can become barriers that block your innate gifts and talents, and guide you to develop the resources needed to find your next job.</p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">Our Career Transition Services will help displaced employees:</p><p class="MsoNormal"></p><ul><li>Discover your gifts and develop your talents.</li><li>Discover your passion and your best career path.</li><li>Provide you with a customized “personal brand” resume.</li><li>Find the best fit job openings for your talents.</li><li>Assist in your networking efforts to maximize your candidate potential.</li><li>Provide you with a personal image consultation to make certain you are presenting a visual image that matches your “personal brand”.</li><li>Introduce you to recruiters and search firms specializing in your target career focus.</li><li>Successfully navigate the interview process and prepare you to be a stand-out candidate.</li><li>Successfully negotiate future salary offers.</li></ul><p></p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">Just as athletes with exceptional skill and talent rely on the assistance of a coach to help them perform at peak levels, our career coaches can help you identify and refine your talents.<span style="mso-spacerun: yes"> </span>We help you discover what you really want in your work and career, and help you harness your passion into your daily work life.<span style="mso-spacerun: yes"> </span>We help you identify the barriers that block your innate gifts and talents, and guide you to develop the resources needed to find your dream job.</p> <p class="MsoNormal"><o:p> </o:p></p> <p class="MsoNormal">Are you ready?<span style="mso-spacerun: yes"> </span>We coach you through the process of identifying the actions needed for you to successfully develop and grow in the next stage of your career.<span style="mso-spacerun: yes"> </span>We help you discover.<span style="mso-spacerun: yes"> </span>We help you define.<span style="mso-spacerun: yes"> </span>We help you make it happen.</p> <!--EndFragment-->Talent Innovations Grouphttp://www.blogger.com/profile/01377083915135482503noreply@blogger.com0