3 Ways to Revamp Your Hiring Process in 2019

Posted by  Lindsey Burke

2019 hiring process

With the end of the year approaching, hiring managers and talent acquisition teams are in a crunch to utilize the remainder of their annual budget. After all – you use it, or you lose it! What better way to spend the last of your budget than on investments to improve your hiring processes in the new year? Considering we are at a record breaking unemployment rate, high volume hiring will likely continue well into 2019, so it should be a top priority. Below, we will discuss three areas to consider investing in to ensure your hiring process is top-notch in 2019.


10 Tips for Delivering 360 Degree Feedback

Posted by  Paul Glatzhofer

Giving feedback is not always easy, and certain people are better at it than others. However, over the years, I have trained hundreds of people on how to give feedback. With practice and guidance, anyone can develop this skill. As a part of our Leadership Friday blog series, here are some tips for providing feedback. 


When Hiring Leaders, Focus on Fit

Posted by  Christian Spielman

hiring leaders focus on fit

When hiring a new leader into your organization, what do you think is the most important thing to focus on? Is it technical skills or certifications? Is it past experiences? The answer likely depends on the specific position, but one thing is certain – no matter the role, fit plays a huge role in determining a leader's success (or failure). Just because someone's experiences and skills look good on paper doesn't mean that person will be a good fit in the role, the team, or the company. When hiring external leaders into your company, don't forget to consider these important aspects of fit.


Top 3 Mistakes Organizations Make When Identifying High Potentials

Posted by  Paul Glatzhofer


In fairness, many organizations still don’t do much work around high potential talent and succession planning. Therefore, the organizations that do have programs to identify and develop high potentials are definitely on the leading edge. That being said, many organizations are still managing their way through the early stages of the talent management life cycle, especially as they relate to high potential talent. They are so focused on getting a “program” or “process” in place that they either overlook key objectives, or focus on the wrong information or issues. Below are questions that address the three mistakes I come across when working with organizations on their succession planning initiatives. 


How to Build and Execute a Self Development Plan

Posted by  Christian Spielman

self-development-planLast Friday on this blog we talked about activities that can help a leader become more self-aware. This week, we're going to take it one step farther and talk about what to do with this newfound knowledge.

Typically, we think about the career development process as having four steps:

  1. Self-Awareness

  2. Goal Setting

  3. Action Planning

  4. Implementation

Since we've already addressed step #1, let's break down each of the subsequent steps in more detail.


Improve Your Leadership Skills Using These Self-Awareness Activities

Posted by  Christian Spielman

self-awareness-activitiesNobody is perfect…that's easy for pretty much everyone to admit. So, why do some leaders act as if they have no faults? Some may be trying to protect their reputations - they might think that admitting mistakes or weaknesses will result in a loss of respect. Others may simply lack self-awareness. How can someone admit a fault if they don't even know about it? Working with someone like this can be very frustrating, especially if that person happens to be your supervisor. Having a strong sense of self-awareness is good for employees at all levels of the organizational chart, but it's even more crucial for leaders. The tips below can be useful for someone looking to increase their sense of self-awareness.



Succession Planning: An Introduction

Posted by  Paul Glatzhofer

succession planning introduction

Organizations who struggle with succession planning often fall into one of these categories:


Why is Resilience in Leadership Important?

Posted by  Paul Glatzhofer

How much does resilience in leadership affect an organization? 

resilience in leadership

Resilience is a word that comes up a lot when talking about an individual or team that is behind. For example, I remember watching the Boston Red Sox make a miraculous comeback in the 2004 ALCS against the New York Yankees to overcome a 3-0 series deficit and go on to become World Series Champions. I also remember how the word resilience came up again and again during that comeback. But what is resilience really?


How to be an Effective Leader During Times of Change

Posted by  Christian Spielman

iStock-832254476 (1)

Everyone has heard the old saying, "In this world nothing can be said to be certain, except death and taxes." That quote is most often attributed to Benjamin Franklin circa 1789. A lot has changed since then. In fact, given the rapidly evolving world we live in today, I would argue that change itself could be added to the list of certainties. Technology has drastically altered the way we do business over the last few decades; companies are constantly exploring ways to meet consumer needs faster, cheaper, and better. As organizations change with the times, leaders should follow these basic tips to help keep their teams on track.


10 Employee Engagement Statistics of 2018: How to Learn From Them

Posted by  Trevor McGlochlin

employee engagement-147445-edited

Organizations regularly target high levels of employee engagement. Among other positive outcomes, high levels of employee engagement can translate into higher productivity, lower turnover, fewer safety incidents, lower absenteeism, higher profitability, and better customer ratings. The following 2018 statistics are meant to awaken or reawaken awareness of the alarmingly low rate of engagement levels within companies, as well as provide insight on what can be done to help organizations benefit from high employee engagement.


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