Putting Your People First for a Successful Future

Not many people know that Steve Jobs was a legendary recruiter. He always believed in quality over quantity. Managing and building a team of “A+” players drove Apple to the pinnacle of the world.  Similarly, super companies like Amazon, Microsoft, Google, and Facebook managed to build teams which stood the test of time. Now, they are the subject of case studies for millions of aspiring entrepreneurs around the world.

It is important for a team and its new recruits to share the same vision and passion towards a fixed goal. A strong binding culture can drive a team better than any other extrinsic incentives. This leads to better communication and free flow of creative ideas. Long-term goals are far more important than short-term thinking.

Every team must have a resilient and objective leader. Someone who can withstand stressful situations and accept responsibility for bad decisions made as well as sharing the accomplishments after a good decision. No one knows everything; a capable leader is one willing to learn. A leader who is learning is an example for everyone. Experience is gained through facing challenges and completing assignments throughout one’s career. Employees should be encouraged to heighten morale even if the journey is filled with various challenges.  Major challenges always come with major rewards.

Employee engagement is crucial to improving organizational performance. Leaders are advised to provide an open platform for employees to freely express themselves without fear of failure. They should understand the importance of separating organizational goals from the shackles of indifference and criticism. Instead, constructive criticism is most welcomed. Having an optimistic approach works better than criticizing your employees. Unfortunately, many organizations are more likely to approach failure negatively, which puts their employer brand and reputation in jeopardy.

Organizational leaders should focus on building talents holistically. As an employee rises through the ranks, more responsibilities are expected of him. Employees who have specific skill sets impact the overall performance of the organization, however, the impact gradually decreases. It is of utmost importance that leaders continue to develop their talent pool, especially with the effects of the Fourth Industrial Revolution. Developing existing talent has a strong influence over employees’ decision to sail on or jump from your ship.

In today’s volatile business climate, adapting to change is crucial. In fact, it is pivotal to business success. Employees must accustom themselves to change and ensure quick transition for better crisis management. A high level of trust underpins change initiatives, reducing fear and improving collaboration.

A company is nothing without their employees. Organizational performance is a shared responsibility between leaders and their employees. It is a collective effort, that every employee should think of the organization as their own.

Excellent management of roles and long-term thinking are the key essence in building a successful company. A company that puts their people first, promotes a sustainable future, drives the company with passion to change, and evolves for the better is destined to nurture great employees and outshine all competitors.

 

By Anthony Raja Devadoss, CPI Board Member and Managing Director & Business Head at PERSOLKELLY Consulting – APAC

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Speaker Lineup for the North American Innovation Conference

With its continued growth in serving clients worldwide, Career Partners International (CPI) is pleased to announce the speaker lineup for the CPI North American Innovation Conference to be hosted in Boston, Massachusetts on October 10th through the 12th.  With over 200 offices in North America, CPI provides world class talent management solutions to thousands of organizations.  At the North American Innovation Conference, the CPI team comes together to define and embrace the strategic future of the industries in which CPI operates.

The North American Innovation conference is focused on furthering innovation in the fast-changing career transition and executive coaching service industry.  Planned speakers include:

Opening Keynote address by Russ Campanello, Executive Vice President Human Resources and Corporate Communications at iRobot Corporation.

Conceptualizing a Global Executive Coaching Practice with Blade Kotelly, Design-Thinking Trainer + Hands-On User Experience Innovator, and Managing Director Blade Kotelly Consulting.

Business Plan Foundations for Building a Global Executive Coaching Practice with Gary P. Cormier, Management/Organizational Development Consultant, and Senior Human Resources Consultant at Faculty of Arts & Sciences at Harvard University.

Sales Growth Strategy to Generate Predictable Revenue with Tim Marken, Managing Partner of Leonidas Strategy Group and an Adjunct Lecturer at Babson College.

Procurement Strategies with Joseph D. Burke, Senior Vice President of Global Strategic Sourcing & Telecom at 21st Century Fox.

CPI has executive coaches with decades of real-world experience, and the ability to deliver these services globally.  The North American Innovation Conference brings the CPI team together to innovate, grow, and perfect these executive coaching service offerings.

The post Speaker Lineup for the North American Innovation Conference appeared first on CPIWorld.

Speaker Lineup for the North American Innovation Conference

With its continued growth in serving clients worldwide, Career Partners International (CPI) is pleased to announce the speaker lineup for the CPI North American Innovation Conference to be hosted in Boston, Massachusetts on October 10th through the 12th.  With over 200 offices in North America, CPI provides world class talent management solutions to thousands of organizations.  At the North American Innovation Conference, the CPI team comes together to define and embrace the strategic future of the industries in which CPI operates.

The North American Innovation conference is focused on furthering innovation in the fast-changing career transition and executive coaching service industry.  Planned speakers include:

Opening Keynote address by Russ Campanello, Executive Vice President Human Resources and Corporate Communications at iRobot Corporation.

Blade Kotelly, Design-Thinking Trainer + Hands-On User Experience Innovator, and Managing Director Blade Kotelly Consulting.

Gary P. Cormier, Management/Organizational Development Consultant, and Senior Human Resources Consultant at Faculty of Arts & Sciences at Harvard University.

Tim Marken, Managing Partner of Leonidas Strategy Group and an Adjunct Lecturer at Babson College.

Joseph D. Burke, Senior Vice President of Global Strategic Sourcing & Telecom at 21st Century Fox.

CPI has executive coaches with decades of real-world experience, and the ability to deliver these services globally.  The North American Innovation Conference brings the CPI team together to innovate, grow, and perfect these executive coaching service offerings.

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10 Considerations Before Choosing an Executive Coach

What functional backgrounds do most Presidents and CEO’s come from? Today many come from the finance area. In the past, they often moved up from sales and marketing, followed closely by operations. No matter which functional area the CEO comes from, he or she had better have a strong understanding of financial issues.

Cost control, treasury, cash management, financial restructuring, raising capital and banking relationships are just a few of the more important areas of concern a CEO will need to address. But a mastery of the CFO’s role or any other functional role does not guarantee success when ascending to the CEO’s position.

The best route to the CEO role is to have exposure to all functional areas of the company in a meaningful fashion. Staying close to other functional leaders is critical to rounding out your own experience. This involves networking on a regular basis with other functional leaders and with the rest of the management team.

If for example you have no experience in sales and marketing, spend as much time as you can to learn what they are doing, why they are doing it, and how they are executing on their plans. Take advantage of every opportunity to gain new experience outside your comfort zone particularly if it involves exposure to foreign markets. While most people work on improving their technical skills and gaining “real life” experience, don’t forget about your people and management skills and even becoming comfortable with public speaking.

Probably the most utilized assistance people are seeking today to help get them to the next level is an executive coach. Even if you hold the title of CEO, a coach can help hone your skills.  The comments I repeatedly hear from new CEO’s are “It’s lonely at the top. I used to share my thoughts with my peers but now that I’m the CEO, there are certain issues I can’t share with anyone internally.” If you’re considering an executive coach or approaching your boss or the board to retain executive coaching services, here are a few thoughts for your consideration:

  1. When selecting a coach, pay close attention to the process the coach uses and the types of outcomes he/she has had in the past.
  2. Make sure the process includes extensive assessments. It’s important for you to understand your strengths. It’s equally important to know how to navigate around your weaknesses.
  3. Try to choose a coach who has some of the same functional experience you have so he/she can easily identify with some of your issues.
  4. Make sure the coach has experience and understands business strategy.
  5. While a coach needs to be a good communicator, the individual probably needs to be a better listener, capable of challenging your assumptions
  6. Do some research to determine if the coach has been part of the management team and contributed to the visioning of a company.
  7. While you are not looking for a friend, you should feel comfortable enough with your coach to let your guard down and reveal some of your concerns, discomforts and insecurities.
  8. You may not always agree with your coach, but should respect their opinion and give it careful consideration.
  9. Early in the process, establish some outcomes that you both agree on that will make a difference, can be measured, and will benchmark your coaching experience.
  10. A coach is not a psycho-analyst. However, an executive coach will help you become better at whatever you are striving to be, recommend approaches to business situations and personal development, and boost your confidence so you are ready for the next level.

 

By Dan Portes, Chairman and CEO of Management Resource Group, a Career Partners International Firm

The post 10 Considerations Before Choosing an Executive Coach appeared first on CPIWorld.

10 Considerations Before Choosing an Executive Coach

What functional backgrounds do most Presidents and CEO’s come from? Today many come from the finance area. In the past, they often moved up from sales and marketing, followed closely by operations. No matter which functional area the CEO comes from, he or she had better have a strong understanding of financial issues.

Cost control, treasury, cash management, financial restructuring, raising capital and banking relationships are just a few of the more important areas of concern a CEO will need to address. But a mastery of the CFO’s role or any other functional role does not guarantee success when ascending to the CEO’s position.

The best route to the CEO role is to have exposure to all functional areas of the company in a meaningful fashion. Staying close to other functional leaders is critical to rounding out your own experience. This involves networking on a regular basis with other functional leaders and with the rest of the management team.

If for example you have no experience in sales and marketing, spend as much time as you can to learn what they are doing, why they are doing it, and how they are executing on their plans. Take advantage of every opportunity to gain new experience outside your comfort zone particularly if it involves exposure to foreign markets. While most people work on improving their technical skills and gaining “real life” experience, don’t forget about your people and management skills and even becoming comfortable with public speaking.

Probably the most utilized assistance people are seeking today to help get them to the next level is an executive coach. Even if you hold the title of CEO, a coach can help hone your skills.  The comments I repeatedly hear from new CEO’s are “It’s lonely at the top. I used to share my thoughts with my peers but now that I’m the CEO, there are certain issues I can’t share with anyone internally.” If you’re considering an executive coach or approaching your boss or the board to retain executive coaching services, here are a few thoughts for your consideration:

  1. When selecting a coach, pay close attention to the process the coach uses and the types of outcomes he/she has had in the past.
  2. Make sure the process includes extensive assessments. It’s important for you to understand your strengths. It’s equally important to know how to navigate around your weaknesses.
  3. Try to choose a coach who has some of the same functional experience you have so he/she can easily identify with some of your issues.
  4. Make sure the coach has experience and understands business strategy.
  5. While a coach needs to be a good communicator, the individual probably needs to be a better listener, capable of challenging your assumptions
  6. Do some research to determine if the coach has been part of the management team and contributed to the visioning of a company.
  7. While you are not looking for a friend, you should feel comfortable enough with your coach to let your guard down and reveal some of your concerns, discomforts and insecurities.
  8. You may not always agree with your coach, but should respect their opinion and give it careful consideration.
  9. Early in the process, establish some outcomes that you both agree on that will make a difference, can be measured, and will benchmark your coaching experience.
  10. A coach is not a psycho-analyst. However, an executive coach will help you become better at whatever you are striving to be, recommend approaches to business situations and personal development, and boost your confidence so you are ready for the next level.

 

By Dan Portes, Chairman and CEO of Management Resource Group, a Career Partners International Firm

The post 10 Considerations Before Choosing an Executive Coach appeared first on CPIWorld.

Career Partners International Firm, Advantage Consultores Presents the 5th International HR Conference Barcelona

Join Career Partners International (CPI) at the 5th International HR Conference Barcelona on October 5th, 2018.  Hosted by Advantage Consultores, a CPI Firm, this event aims to bring the best of the region’s HR professionals together to discuss the changing field and what the future holds.  In its 5th year, the event will focus on three broad themes: The Future of Work and Exponential Technologies, Artificial Intelligence (AI) and Humans at Work, and The Truth About Start-ups.

Attendees at this year’s event will be treated to top speakers from Tesla, Telefonica, Vistaprint, Google USA, Alpha moonshots from Telefonica, Silicon Castles, and a panel of disruptive start-ups from all over the world.  Joining the panel will Sophia The Robot, from Hanson Robotics.  Sylvia Taudien, founder of Advantage Consultores and conference organizer, will be interviewing Sophia on how humans and robots will be able to coexist in the future working world.  Sophia will also be available to meet with attendees and address their questions.

“It is crucial to understand the role that artificial intelligence plays in the working world and to stop seeing it as a threat, because it is an opportunity,” says Sylvia Taudien. The human resources sector is not exempt from the automation and robotization of processes; it is here that Sylvia insists, “Both young talent and management must be given the tools to adapt to the labor revolution we are living through.” Having attended an executive training course at the Singularity University in Silicon Valley, she is convinced that “Exponential technologies will be key to facing the big challenges for humanity to work towards a better world.”

The conference will close with a moderated debate, led by Pablo Gonzalez, CEO of Pangea, paneled by young entrepreneurs.  The discussion will focus on a key concern for the millennial generation, the future of their professional lives.  To reserve a seat at this years’ event, visit International HR Conference Barcelona.

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Career Partners International Firm, Advantage Consultores Presents the 5th International HR Conference Barcelona

Join Career Partners International (CPI) at the 5th International HR Conference Barcelona on October 5th, 2018.  Hosted by Advantage Consultores, a CPI Firm, this event aims to bring the best of the region’s HR professionals together to discuss the changing field and what the future holds.  In its 5th year, the event will focus on three broad themes: The Future of Work and Exponential Technologies, Artificial Intelligence (AI) and Humans at Work, and The Truth About Start-ups.

Attendees at this year’s event will be treated to top speakers from Tesla, Telefonica, Vistaprint, Google USA, Alpha moonshots from Telefonica, Silicon Castles, and a panel of disruptive start-ups from all over the world.  Joining the panel will Sophia The Robot, from Hanson Robotics.  Sylvia Taudien, founder of Advantage Consultores and conference organizer, will be interviewing Sophia on how humans and robots will be able to coexist in the future working world.  Sophia will also be available to meet with attendees and address their questions.

“It is crucial to understand the role that artificial intelligence plays in the working world and to stop seeing it as a threat, because it is an opportunity,” says Sylvia Taudien. The human resources sector is not exempt from the automation and robotization of processes; it is here that Sylvia insists, “Both young talent and management must be given the tools to adapt to the labor revolution we are living through.” Having attended an executive training course at the Singularity University in Silicon Valley, she is convinced that “Exponential technologies will be key to facing the big challenges for humanity to work towards a better world.”

The conference will close with a moderated debate, led by Pablo Gonzalez, CEO of Pangea, paneled by young entrepreneurs.  The discussion will focus on a key concern for the millennial generation, the future of their professional lives.  To reserve a seat at this years’ event, visit International HR Conference Barcelona.

The post Career Partners International Firm, Advantage Consultores Presents the 5th International HR Conference Barcelona appeared first on CPIWorld.

Explore the Rebellious Future of HR with Career Partners International

Career Partners International (CPI) is pleased to announce our partners’ continuing support of DisruptHR.  With over thirty years of experience in outplacement, executive coaching, leadership development, and career management CPI makes it a point to stay at the leading edge of Human Resources best practices and innovation.  DisruptHR is an international event series focused on bringing together the region’s best HR practitioners, corporate executives, and thought leaders to explore “the rebellious future of HR”.

Our CPI local firms are thrilled to continue their support of DisruptHR at the following events:

  • New York City, New York – September 13th – Sponsored by The Ayers Group A CPI Firm.
  • Raleigh-Durham, North Carolina – September 19th – Sponsored by Keystone Partners, A CPI Firm. Brenda Stanton, V.P. at Keystone Partners, will be presenting “Abolish Pedestals & Power Trips: create a culture of trust”.
  • London, Ontario – September 19th – Hosted by Carswell Partners, A CPI Firm. CPI Board of Directors Vice-Chairman and President of Carswell Partners, Terry Gillis, will be hosting and presenting “HR needs an enema”.
  • Boston, Massachusetts – September 20th – Sponsored by Keystone Partners, A CPI Firm. Kathryn Seni will be presenting “Companies should hire Chief People Officers without an HR background”.
  • Orange County, California – September 27th – Hosted by Power Connections A CPI Firm.
  • Buffalo, New York – October 16th – Sponsored by Career Partners International Buffalo Niagara. Dottie Austin, Principal Owner of Career Partners International Buffalo / Niagara, will be providing the event introduction.
  • San Diego, California – November 7th – Sponsored by Power Connections, A CPI Firm.

With each event featuring a variety of speakers all covering unique topics in five-minute sessions, there are sure to be some eye-opening discussions.  Join Career Partners International and reserve your space online at DisruptHR.

The post Explore the Rebellious Future of HR with Career Partners International appeared first on CPIWorld.

Explore the Rebellious Future of HR with Career Partners International

Career Partners International (CPI) is pleased to announce our partners’ continuing support of DisruptHR.  With over thirty years of experience in outplacement, executive coaching, leadership development, and career management CPI makes it a point to stay at the leading edge of Human Resources best practices and innovation.  DisruptHR is an international event series focused on bringing together the region’s best HR practitioners, corporate executives, and thought leaders to explore “the rebellious future of HR”.

Our CPI local firms are thrilled to continue their support of DisruptHR at the following events:

  • New York City, New York – September 13th – Sponsored by The Ayers Group A CPI Firm.
  • Atlanta, Georgia – September 13th – Andrea Holyfield of Warren Averett, A CPI Firm, will be presenting “Trolling for Authentic Relationships”.
  • Raleigh-Durham, North Carolina – September 19th – Sponsored by Keystone Partners, A CPI Firm. Kathryn Seni will be presenting “So You Wanna be a CPO? Ditch the Old Path to the Top”.
  • London, Ontario – September 19th – Hosted by Carswell Partners, A CPI Firm. CPI Board of Directors Vice-Chairman and President of Carswell Partners, Terry Gillis, will be hosting and presenting “HR needs an enema”.
  • Boston, Massachusetts – September 20th – Sponsored by Keystone Partners, A CPI Firm. Brenda Stanton, V.P. at Keystone Partners, will be presenting “Abolish Pedestals & Power Trips: create a culture of trust”.
  • Orange County, California – September 27th – Hosted by Power Connections A CPI Firm.
  • Buffalo, New York – October 16th – Sponsored by Career Partners International Buffalo / Niagara. Dottie Austin, Principal Owner of Career Partners International Buffalo / Niagara, will be providing the event introduction.
  • Edmonton, Alberta – November 6th – Sponsored by Pathfind, A CPI Firm.
  • San Diego, California – November 7th – Sponsored by Power Connections, A CPI Firm.

With each event featuring a variety of speakers all covering unique topics in five-minute sessions, there are sure to be some eye-opening discussions.  Join Career Partners International and reserve your space online at DisruptHR.

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New Managers and Appropriate Boundaries with Employees; Advice on Finding the Right Balance

Managing people can be extremely rewarding, but it’s not without its challenges. It’s important to establish some boundaries regarding the relationships you have with your direct reports. Through our management training and leadership development programs, Career Partners International (CPI) has over thirty years’ experience helping new managers grow, thrive, and increase contributions to their organizations. Learning how to establish and maintain appropriate boundaries with employees is central to the development of every new manager.

People you manage can’t be the friends you go out for drinks with after work on a regular basis, even if you did so previously. It’s reasonable to arrange occasional social events with your direct reports—and as the boss, you can expect to pick up the check—but it would be wise to keep it to a minimum.

Another part of maintaining appropriate manager/employee boundaries involves the way you present yourself at work. Make sure your attire, behavior, and communication style are all professional. Consider, too, the kind of management style you want to adopt. Do you want to be a very hands-on manager? Do you want to be a laissez-faire manager? Determine what the right role is for you, your people, and your organization’s culture. Keep in mind that with your new responsibilities you’ll be reviewed on your capabilities as a manager. Take some time to reflect on the managers you had who were the most effective—regardless of their age—whose style you could learn from and emulate. Additionally, think of the managers who you found ineffective and consider how to avoid those pitfalls.

Focus on what the essential role of a manager is: ensuring that your employees have the skills, tools, support, and energy to understand and succeed at their responsibilities and to remain engaged with the organization. In this role, you will be providing reviews of your team members’ contributions and areas for them to develop. It’s crucial to provide feedback to employees in the right setting.

Work on making sure your communication and actions are framed positively. The difference between thinking of your job as supporting employees’ success vs. catching them doing something wrong will help you establish appropriate relationships. Regardless of age of the new manager, everyone must establish an effective management approach—you want to be supportive and focused on development vs. nitpicking and finding everything that’s wrong with your employees’ performance. You also don’t want to take the overly agreeable approach of letting people go early or come in late as a way to build allegiance to you as a leader. Professional is your key focus.

New managers especially need to pay extra attention to confidentiality. There are a number of things you can no longer discuss with your coworkers that you may have formerly discussed over lunch or a break. You and your team need to recognize this shift, so that your employees don’t put you in a position of asking for more information than you’re able to give.

If your relationship with your employees is overly casual and friend-based, you might experience challenges to your authority or unprofessional reactions to feedback. If you are too aloof, you are not presenting your authentic self, which is key to good workplace dynamics. Managers want to have good relationships with the people they work with. This means understanding and acknowledging who they are outside of work on a regular basis; it does not mean being best friends who share everything over cocktails. A supportive and understanding management style will help build long-term successful relationships, exceptional productivity, and long-term success with employees of any age.

Strong managers lead to strong teams that are more effective and contribute more to an organization’s goals. CPI is committed to providing a range of assessments, manager training, and leadership development programs to develop strong managers, leaders, and teams in support of successful organizations.

By Elaine Varelas, CPI Board of Directors Treasurer and Managing Partner at Keystone Partners

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