Fear in the C-Suite: How To Quell Fears of Failure Within a Superhero Culture

by Elyse Jarard

The fear that grips so many CEOs, entrepreneurs, executives and high-achievers is the fear of being found out (a subset of all three in some way). I call it the fear of being “outted” (FOBO). This fear, at its root, is about being “found out” that we are human. We all have insecurities and weaknesses; however, our society has created a paradigm of success and leadership as an illusion of super humanness. There is no room for failure, struggle, and...

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Are You Over-Reaching or Over-Training?

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What is that mistake that no one ever wants to make, but frequently does?

Over-training.

Whether you are an office warrior or an elite athlete, to stay on top of your game, you must be careful to not over-train.

First, it’s important to understand the difference between over-reaching vs. over-training. It’s okay to over-reach.  It’s not okay to over-train.

Over-reaching is a concept from sports performance. It is where athletes strive to be.  When an athlete is over-reaching, they are growing, getting stronger, and–outperforming everyone else. Over-reaching athletes befuddle their competitors, who are left in the dust, wondering how that athlete is getting it done.   It’s fun and...

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Making Feedback A Positive Experience: 5 Keys To Build Engagement

By Elyse Jarard, Faculty, Chief Mindset Strategist

Feedback has been something I abhor, in any form, unless it is absolutely positive.  I know this is unhealthy, but I also know that I'm not alone. Work experiences in the past have given me much joy, but also much angst in part because feedback was never given well.  

This seems to be one of the hardest things to figure out for managers (including myself), AND it can transform a workplace, relationship, and engagement depending on how good you are at it.

A recent Gallup poll found that only 10.4% of employees who received negative feedback from their manager are engaged and 4 out of 5 of those say they are actively looking for other employment. 

Even in relationships, regardless of whether they are personal or professional, giving feedback can cause tension or create trust, so learning HOW to communicate unmet expectations are important bridge-building skills for anyone, especially leaders. 

It is critical...

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The 3 pillars to creating a workplace where people LOVE to work?

We have all seen it, and if we are lucky, you have experienced it first hand:  an amazing work place where employees are engaged, fulfilled, feel valued and emotionally safe; where everyone is working toward a common goal.  It's like a boat with all the oars rowing at the same pace, in the same direction.  

What is the secret to creating an organization like this?  On the outside, it seems as though its a generational thing, or that someone in the company simply tapped into a way to have fun at work, like adding ping pong tables.  But, the desired result is much more involved and more importantly, intentional.  

We call this being a "Talent Magnet" TM.  Everyone wants to work for you.  How do you create such an atmosphere?  

It takes 3 pillars: Leadership, culture and planning.  

Never be fooled by the sense of ease of the "Best Place To Work" winners.  They have planned out very purposefully how they want their workplace...

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Talent Tip: When Does The Recruiting Process Start?

by Mike Sipple, Jr.

“When should we start our organization’s executive search & recruiting process?”

This question seems like a no-brainer.  Most people would answer it by saying, "When we have an opening," however, that attitude is reactive, will set up an organization for an expensive and many times unfruitful search.  Here's why...

  • Recruiting is part of an active process that is developing every moment of every day.  Who comes to work for you and their experience while at your organization "speaks" to potential candidates.  Your "employment brand" (what you represent as an employer) is perpetually communicating the value you place on:
    • The people who make up your organization
    • The culture of your workplace
    • The purpose you serve in the marketplace and the customer you serve.
  • In order to recruit the right people for your organization, you need to know WHO the right people are.   Most organizations recruit for "the best...
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Three Tips for Motivating Millennials

by Ethan Martin

 

Millennials, a generation scorned by some and celebrated by others. Regardless of how you feel about millennials, business statistics tell us that in the next 10 years 75% of the global workforce will be made up of this generation.

I know some of you probably just shuttered in your seat, but I have great news! Millennials aren’t lazy or spoiled, but simply misunderstood. This is a generation that defies contemporary logic about what motivates workers, not one without ambition or passion.

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For decades money has been the driving force for many workers; Employees sought raises, promotions, and titles. However, Millennials think differently than their older counterparts. I’m not saying they will work for free, but they typically value something above money…PURPOSE. It is a sense of mission that drives millennials to show up on time, stay late, and put in the hours to get the job done. This generation wants to be a part of something meaningful....

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What Does “Becoming a Talent Magnet” Mean? Keys To Boost Your Business

Mike Sipple, Jr.

Here at The Talent Magnet Institute, we throw around these terms everyday, however, many leaders have not considered deeply how much their talent affects their organization’s bottom line.  But it does, big time. 

Your business might be making some product that goes on a shelf, or you may provide a service that helps people and organizations be better.  However, as a Leader in your organization your business is people. Period.  

People drive everything about your business.  Also called “talent,” the people who work inside your business hold the key to your sales, your customer experiences, and how well your business runs overall.  Most leaders understand this from a bird’s eye view, but many do not understand how to OPTIMIZE their talent for global success of a company.  

This is what we mean when we ask “Are you a talent magnet?”

Leaders from all over the world ask often, ...

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Product Branding vs Employment Branding: Is one more important than the other?

 Mike Sipple, Jr.

Depending on the size of your organization you may spend thousands or even millions of dollars managing the brand of your products and services. Any successful business professional can tell you that identifying your ideal customer is vital to any brand management. Your organization’s unique product offerings and educating your customers about your product, as well as how it will improve their lives are the other key components of product branding.  

When it comes to Employment branding, however, many executives are caught like a deer in the headlights. What many do not understand are two things:

  1.  Your employment brand is just as important as your product brand (as I will get into more detail below), and 
  2. Your employment brand should have just as detailed a strategy as your product brand, however many organizations don’t.  

As a leader of your organization, you probably understand the strategy of your product...

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