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