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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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.

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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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It’s Lonely at the Top; CEO’s Benefit From Executive Coaching

Among top talent in executive offices, the vast majority of leaders have proven themselves to be intelligent.  That’s a given.  The difference between success and failure as a leader often comes down to soft skills, those traits that aren’t found on a resume.  Based on an anonymous survey, Harvard Business Review notes that 68% of surveyed CEO’s did not feel adequately prepared for their position, largely due to poor preparation of interpersonal skills.

Career Partner’s International (CPI) has over thirty years of experience developing leaders, preparing them to manage themselves and their teams effectively and efficiently.  CPI executive coaches work with clients and leaders, employing wide variety of assessments and tools to harness a leader’s strengths and identify areas for improvement.  CPI utilizes a custom process and framework to ensure leaders are developing and client’s goals are being met.  No two coaching sessions are the same, every engagement is specifically tailored to meeting a unique business case.

Thousands of executives around the globe have found success in their roles with the support of CPI.  “My coach helped me develop self-awareness, allowing me to better communicate with my staff.  She challenged my own paradigms and helped me to think with a new focus which created more success in my business.”  -CEO

Forward thinking organizations use coaching as a core component of their leadership development strategy.  Through coaching, leaders’ personal and interpersonal skills are enhanced, allowing them to focus on and drive continued business growth.  CPI programs are designed to deliver measurable results that meet and exceed the organization’s goals.

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It’s Lonely at the Top; CEOs Benefit From Executive Coaching

Among top talent in executive offices, the vast majority of leaders have proven themselves to be intelligent.  That’s a given.  The difference between success and failure as a leader often comes down to soft skills, those traits that aren’t found on a resume.  Based on an anonymous survey, Harvard Business Review notes that 68% of surveyed CEOs did not feel adequately prepared for their position, largely due to poor preparation of interpersonal skills.

Career Partner’s International (CPI) has over thirty years of experience developing leaders, preparing them to manage themselves and their teams effectively and efficiently.  CPI executive coaches work with clients and leaders, employing wide variety of assessments and tools to harness a leader’s strengths and identify areas for improvement.  CPI utilizes a custom process and framework to ensure leaders are developing and client’s goals are being met.  No two coaching sessions are the same, every engagement is specifically tailored to meeting a unique business case.

Thousands of executives around the globe have found success in their roles with the support of CPI.  “My coach helped me develop self-awareness, allowing me to better communicate with my staff.  She challenged my own paradigms and helped me to think with a new focus which created more success in my business.”  -CEO

Forward thinking organizations use coaching as a core component of their leadership development strategy.  Through coaching, leaders’ personal and interpersonal skills are enhanced, allowing them to focus on and drive continued business growth.  CPI programs are designed to deliver measurable results that meet and exceed the organization’s goals.

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Half the Time, Twice the Quality

Career Partners International (CPI) is a premier outplacement consultancy with over thirty years of international experience.  CPI’s combination of high-touch and high-quality coaching has led to thousands of candidates finding their way back into the workforce.  With only the highest quality coaches and proven methods, CPI has a record of getting candidates back to work quicker than the competition.

With the labor market constantly changing, good employers know that their separations can affect the company’s long-term brand.  Helping separated workers land on their feet improves reputation and keeps remaining employees engaged and productive.  According to the August 2018 report from the U.S. Bureau of Labor Statistics, the average unemployment duration in July of 2018 was just over 23 weeks.  CPI maintains an average of 11.7 weeks to re-employment, nearly twice as fast as the national average!

At CPI, quality of placement is not sacrificed to achieve this speed.  Over 80% of candidates land at equal or greater compensation than their previous job, with 96% of participants reporting being very satisfied with the service.  CPI’s experienced coaches maintain a 30:1 participant to coach ratio, industry best in class, ensuring candidates get the attention and support they deserve.

“What stands out with the relationship with Career Partners International is the fact that they really take a personal interest in the folks that we send to them.  We know they’re going to be well taken care of.  We know they will be guided through their journey to secure another job. It is really beneficial to us to have that kind of touch.”   – Executive Director, Human Resources

CPI offers employers assistance in communicating and planning for an employment change, support materials, and reporting on candidate progress.  With over 350 locations around the world, CPI supports all outplacement projects ranging from individual displacement to international restructuring programs.  All of this creates the best possible experience for both candidates and employers.

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Career Partners International Announces North American Innovation Conference

With its continued growth in serving clients worldwide, Career Partners International (CPI) is pleased to announce the CPI North American Innovation Conference will 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.  Having recently celebrated its 30th Anniversary, the CPI team comes together to define and embrace the strategic future of the industries in which CPI operates.

Focusing on a future-now perspective to enhance the client experience, the North American Innovation conference features several keynote speakers as well as design sessions to meet the fast-changing career transition and executive coaching service offerings.  Talent shortages and employee retention issues demand attention by every kind of organization; CPI’s team is committed to evolving its delivery of the high-touch, high-quality, outcome-based services that clients  expect.  CPI has executive coaches with decades of real world experience, outplacement services with industry best placement rates, career management training programs for all levels, and the ability to deliver these services globally.  The North American Innovation Conference brings the CPI team together to grow and perfect these resilient service offerings.

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The Rebellious Future of HR Comes to London, Ontario

Career Partners International (CPI) is pleased to announce DisruptHR 2.0 London, hosted by CPI Vice-Chair and Carswell Partners President, Terry Gillis, will be coming to London, Ontario on September 19th.  Returning for the second year, after an enlightening inaugural event, DisruptHR 2.0 London will be hosted in conjunction with Fanshawe College at their Product Validation facility.  With over 30 years of international talent management experience, CPI is excited to bring together the region’s HR Disruptors for an evening sure to challenge the status quo.

Hosted among the backdrop of the Fanshawe College’s sophisticated industrial product testing facility, DisruptHR 2.0 London is focused on the creative, new, and exciting side of human resources development and practice; The Rebellious Future of HR.  Alex Benson, Western University Professor, will be presenting “The Rise & Fall of Narcissistic Leaders”.  Other presentations will include “Don’t Talk to Me (I’m Busy Leading)”, “Lessons from the GWL Agile Journey”, “The Importance of Glitter in the Workplace”, and many more from the region’s top Human Resources and Leadership professionals.

DisruptHR 2.0 London will be hosted on September 19th, from 6:00pm to 9:00pm at the Canadian Center for Product Validation.  Attendees are sure to gain a unique perspective the changing world of HR and are invited for a drink at the world’s quietest bar.  To purchase tickets or find an event near you, visit Disrupthr.co.

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What We’ve Got Here Is Failure to Communicate

One of the most important skills a leader contributes to an organization is the ability to communicate.  Every day management communicates up to the C-Suite, externally to clients and prospects, across divisions with their peers, and within their own team.  Effective team communication determines success or failure of a group.  Through our executive coaching practice and leadership development programs Career Partners International (CPI) has over thirty years’ experience improving communication among leaders and their teams.  Below are a few examples of poor communication frequently found in struggling teams.

Implied Expectations – Some managers fall into a habit of expecting their team members to read their minds.  Expectations and outcomes should be clearly outlined to allow employees to operate at their highest potential.  By taking the time to outline goals and expectations a manager also allows employees to ask clarifying questions and get everyone on the same page.

Lack of Upward Feedback – Occasionally employees find it difficult to express their thoughts to management.  As the frontline, employees have valuable perspectives and input to provide.  If there is a lack of trust between managers and employees, the employee may not feel comfortable enough to provide much needed input.

Meeting Fatigue – In a case of over communication, organizations are finding their employees time misspent with countless hours in meetings.  Meetings are important in aligning a team but be sure they are run with an agenda and clear goals.  Participants should walk away from a meeting with a clear understanding of what their role is and what the next steps are.  If meetings are run without clear intention, they become a burden instead of a benefit.

Lack of Individual Feedback – Especially in younger generations, consistent personal feedback is highly valued.  Waiting for quarterly or annual reviews to check in on an employee’s progress can cause a disconnect.  Frequent communication leads to better on the job performance and a more engaged employee.  This constant interaction helps cut off problems before they progress and encourages positive behavior.

Conflict Avoidance – A team, by definition, consists of multiple members, each with their own thoughts and personalities.  Similar to providing upward feedback, teammates should be able to provide each other with dissenting opinions.  By exploring new ideas and evaluating alternative approaches, teams become stronger and produce better results.

A team with strong communication skills is proven to be more efficient and drive significantly better returns than teams that are confused and unable to coordinate properly.  CPI utilizes a variety of assessments to get to the heart of a team’s communication issues.  Once the problem is diagnosed, our expert coaches craft a customized solution to eliminate the weakness and get the team on the right track.  With improved communication comes stronger returns, a more engaged workforce, and a more achievement-oriented workplace.

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5 Signs It’s the Perfect Time for Executive Coaching

Harvard Business Review recently posted an article “4 Signs an Executive Isn’t Ready for Coaching.”  While not every executive needs a coach, this practice can be transformational and help a leader ascend to a higher level of performance.  With over thirty years of international coaching experience, Career Partners International (CPI) provides trusted advisors to thousands of executives.  Our team highlights five excellent opportunities to partner with an executive coach:

  1. Organizational Changes

Change can disrupt the status quo.  Even senior leadership teams that have previously worked well together can be thrown into disarray when impacted by organizational change. If there are already areas of dysfunction within the team, then change can exacerbate it, making it even more difficult to achieve goals and meet deadlines.

Expert coach led executive coaching and senior team facilitation can help leaders assess where they are, acknowledge and address their personal barriers, constructively surface and address individual or group conflicts, and help them to develop team cohesion, whilst re-embedding commitment to shared objectives.

On a practical level it can also have an immediate impact by raising the skills and competencies of team members and helping them to identify and address issues that are impacting the effectiveness of the change journey.

-Lynne Hardman, CEO, Working Transitions, London, UK

  1. Improve Interpersonal Skills

 CEOs have long benefited from working with external executive coaches. Jack Welch was an early example of a success story in terms of making incredible changes to his demeanor as well as his effectiveness as a leader, changes that were the direct result of taking advantage of executive coaches back in the day when he wanted to transition away from his reputation as “neutron-Jack.”

CEOs are often reluctant to show their vulnerability, let alone their weaknesses to anyone in the company, and understandably find it difficult to discuss these areas internally.  It is rare for CEOs to receive ongoing necessary constructive feedback about their performance as a leader. Who is going to volunteer to provide it? Sure, they are typically immersed in data regarding bottom-line results, but what about day-to-day positive reinforcement and timely feedback about potential dysfunctional behavior?

That’s where an executive coach comes in. Ideally, we recommend matching a CEO with a seasoned external resource who can establish a supportive relationship. In addition to being available as a neutral third party to challenge the CEO’s thinking, the coach can solicit feedback on the CEO’s behalf and deliver it in a way that can be heard and reacted to.

– Joan Caruso, Managing Director, The Ayers Group, New York, USA

  1. Stepping into a New Role

 Taking the leap into a new position in the C-suite requires a different set of skills than most have used in the past.  As in sports, executives can improve their performance by having a coach. Coaches can lead executives to their state of excellence. Coaching helps professionals to enhance their self-awareness as well as to develop competencies that improve their performance and increase employability.

Following a promotion, new executives may experience doubt or conflicting plans of action.  A mobilizing factor to seek a qualified coach is the need to stay steady and make progress. A coach also helps when professionals are in crisis regarding their jobs, in doubt about what to do, or even when they intend to implement projects for which they lack experience.

-José Augusto Minarelli, CEO, Lens & Minarelli, Career Partners International Brazil

  1. Seeking Alternative Viewpoints

An openness to, and acceptance of coaching is one of the most valuable traits for an executive to bring to the table.  Understanding that there is always room to improve oneself has led to extremely impactful coaching engagements.  An experienced coach can provide viewpoints that may not be readily available within an organization.  Once a leader has acknowledged they may be operating with blind spots, opportunities to identify weaknesses and enhance strengths present themselves.

A coach can help foster a leader’s natural curiosity as well, providing new perspectives and creative ideas to help the organization excel.  Coaches may be able to provide suggestions for unique literature or other sources of information on leadership and organizations.  A coach’s viewpoint, through direct interaction with the executive and communications with their team, can provide an unbiased perspective and highlight new opportunities for growth.

-Margarete Dupere and David Brendel, Executive Coaches at Camden Consulting, Boston, USA

  1. Professional & Personal Development

Many executives have already experienced the value of having a coach and seek out this benefit throughout their careers.  Having a professional coach keeps them at the top of their game and allows them to explore new avenues of development.  They recognize the importance self-awareness and self-development have on their success as a leader.  By being open to observation, reflection, and committing to an action plan they gain an elevated perspective on issues within the organization.  A trusted partner is a key tool in this executive’s kit, one they know elevates their performance personally and professionally.

-Nance MacLeod, Executive Coach, Career Compass, Toronto, Canada

While executive coaching isn’t a silver bullet, a trusted advisor can often help unlock potential to go from good to great.  As Joan Caruso says, “My guess is that if your CEO golfs, he or she has a golf pro, if they play tennis they have a tennis pro, so why not have a leadership pro in the form of an executive coach?”  For over 30 years, CPI has helped organizations and individuals realize their full potential and sharpen their competitive edge.

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