This is how some executives have created a loyal following and others that lack it, battle turnover. For the CEO’s and senior leaders that have admirers, there’s a single question that has helped them connect the dots…
The celebrity endorsed commercial making the rounds right now that has everyone talking (and no, not the now infamous and debunk Pepsi ad), is an example of targeted marketing at its finest.
Keeping a C-suite that was born and bred within your company (while excellent in practice) will isolate your organization from innovation and the ability to see the world from a different perspective. In the next few years, we expect to see leaders recruited from outside of the industry filling key executive roles.
By 2025, 75% of the global workforce will be made up of millennials. How will our companies, industries, and even world look different? How will millennials choose to lead?
Never underestimate the value of putting a human face to the brand. With 1.23 billion active Facebook users, as of December 2016, and over 300 million users on Twitter worldwide, companies are not only guaranteed to reach consumers or clients on social media platforms, but have immediate access to making impacts on their current and future employees experience.
Some companies enter the scene and break through with change right away, and must continue to evolve themselves over and over to keep pace. In those stories, there is a lot we can learn from the dexterity they show along the way.
When you think about high-performing, championship teams, both in sports and the professional world, there’s one single commonality that stands out. Chemistry. It's the connection of the individuals making the team that matters most.
Our most successful and admired presidents, regardless of political parties, had reach beyond their generation. In honor of these timeless leaders, we have put together a few examples from four past Presidents we should consider as we embark on or continue our own leadership journeys.
2016 has brought forth the best tangible evidence in many years that Bob Dylan’s lyrics from 1964 are as true now as they were 5 decades ago. Every election year brings or at least promises an inevitable shift, but it felt like 2016 was the year that was determined to truly show change.
By celebrating employees now and revisiting habits of gratitude, it results in a loyal and happy workforce long after the high of the season passes. While thinking about the turkey time-to-thaw ratio and how to be a gracious host, keep in mind these actions to retain your key talent.
Great leaders know how to not only get employees out of their comfort zones, but genuinely motivated to push limits, gut-check themselves and thrive towards tackling the new cause. Here are five examples of how executives reach innovation and transformation through creating a cultural shift, not forcing it.
Your Story….It’s one of the most impactful criteria amongst candidates evaluating new positions, it shapes brands and is the building block of customer and human relationships. Simply put, companies are a reflection of their leaders. So what’s your story?
As businesses, and the world in general, continue to travel and compete at light speed, evolution has become a constant for companies that are meeting immediate consumer demands, satisfaction of stakeholders and appealing to a growing millennial workforce that expects instantaneous communication and adaptation. Transformational change is necessary, if you can’t adapt, you often collapse. But it is the top quality we should be looking for in a CEO?
To keep a leg up in this race for leaders that can drive transformation and resonate with a changing employee population, consider these 20 things in your quest to hire externally or promote internally.
The silent resolve. The ability to endure setbacks and accomplish a long-term goal, with a bigger picture in mind. It is often a very quiet characteristic that is sometimes not even realized until you are years ahead looking back. In psychology, grit is termed as both a positive and non-cognitive trait in humans
I read a lot of these pieces and took away insight, but what really got my wheels turning was when I started thinking about the perception of these interview questions by the candidates. Specifically, when they walk away from an interview, what is their impression of the hiring manager as a result of these questions?
Sometimes common sense and simple courtesies outweigh, or at least are just as important as the latest technological advancements and data. Just ask senior executives being recruited for leadership seats. I have, this is what they tell me.
There is a leadership CRISIS in the world today, at least according to 86% of those surveyed on a Global Agenda study from the World Economic Forum. Although the issues and people being led may not relate directly to the leadership agenda of corporate executives, it appears the priorities for turning this statistic around apply without a doubt.
Can you relate to this? I was pressing my phone to my cheek while unloading items onto the checkout counter at the grocery store, part of me was thinking: where’s my daughter?; another was saying please don’t drop another new phone; and another part was creating a very relaxed and casual dialogue, a discussion any real human being could relate to.
I ask every executive hiring manager I work with, “What keeps you here?” or “Why haven’t you answered the recruiters knocking on your door?” It helps both to paint a picture for the candidate profile we are seeking and for the benefit of the prospective talent.
There’s not a lot of time for ramp-up and training when hiring talent at the top of the organization, yes, transitional periods and months when incumbents are retained to ease the transition exist, but nobody is sitting back and waiting for results. CEO turnover has risen, therefore it only accelerates the need to interact quickly when executives do join a new organization.
The Neverending Workday, written by Melissa Gregg with Fast Company, does a really great job describing the perfect storm of “white-collar ambition and endurance”. This is an excellent piece that speaks directly to my workaholic heart.
As a Briton who lives and works in the U.S., I know firsthand how challenging it can be to make sense of these cultural and legal distinctions. I love both countries, and as the world continues to shrink and talent mobility increases, I have learned how to recognize and adapt to the differences.
Likeability is about brand and human responsiveness, not always people-pleasing and popularity. There is an authenticity to connecting with people and igniting response.
LOUD does not always mean effective. Sure, boisterous, rah-rah, in-your-face executives are attention grabbing, can rally the troops and are considered engaging. But all attention isn’t good attention. Fiery, outgoing personalities do not always guarantee success or genuine respect.
Perfection. Many leaders believe this is attainable and expected of them, as they preoccupy themselves with the emotional distress from a manifested idea that they can be everything to everyone. Is it possible to be a perfect leader? Not really. But you can form perfect habits.
In my recent post, I outlined intangible characteristics of great leaders today. Although those were timeless attributes, it’s time to look ahead and predict which characteristics will matter most in the future. Based on business, consumer and generational tendencies, a new set of must-have characteristics and experiences will define great leaders.
To say “business transformation” or “innovation” out loud always has such a sweet ring to it, but the reality is never as nice. The most difficult thing about any effort to transform and become something new, breeding a fresh vision of creativity, will always require a culture of change
Promoting internally? Hiring externally? Typically, characteristics of a desired leader are understood and defined, but the reality is they may not be easily noticed. These are the traits you will not see on paper.
I will never forget the morning, during one of many college business courses, a guest lecturer from Aramark visited to discuss customer service. This was before candidate experience and branding, etc. were hot buzzwords.