Tag: Soft Skills

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Recruiting Top Talent – Show Them You Have What They Want

Recruiting Top Talent – Show Them You Have What They Want

What are the best practices to recruit top talent for your company?  How does an employer show talented job seekers that they have what they want?

Bottom line, you have to stand out as a company.  The most talented interviewees will be sought after and your window is small to get THE right person to join your team.

As you interview, be sure to include information about the following:

Long Term Potential:

The most top notch job seekers want long term potential.  They may not stick with your company for years and years but they want to know that it’s an option.

Help them to see that you are willing to invest in them and keep them on for a career over the course of time.

Growth Opportunity

With the goal to have long term potential, top talent wants to know that they will have growth opportunities.  Further, they want training and continued chances to learn.

Be sure to inform them on the growth potential that you can offer.  They will be all ears!

Boss Availability:

Top Talent wants to know who they will be working for.  In other words, will they have access to their boss for questions?  Are they going to go it alone and have to flounder?

Exceptional candidates won’t entertain that type of situation for long.  They know their worth and want to have the chance to get answers as they need them.

Help Their Resume:

The best and most talented job seekers want to know if the job you are offering will boost their resume.  They will not take a job that is not going to further benefit their career.

Besides a job, what can you offer them?  Will the position you offer help them to increase the appeal of their resume?  Be sure that it does!

Top talent job seekers won’t be around long.  You have to give them what they want and “close the deal” quickly.  Don’t beat around the bush.

Explain what you need from them and tell them how your company can help them further their career.

How are you recruiting top talent?

We would love to hear from you.

Please send us your comments, suggestions, and ideas today.

Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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How To Avoid A Workplace Meltdown

How To Avoid A Workplace Meltdown

Work, high-performance needs, and a demanding pace inevitably become overwhelming at the office. Occasionally, an employee may have a meltdown due to work stress or emotional baggage from their personal life. Either one can cause a volatile or unpleasant situation in the workplace when an employee responds poorly to the circumstances. Be prepared with some actionable steps to assist them.

Here are ways to offer support:

Don’t ignore the meltdown happened.

Emotional problems are difficult because they make us feel vulnerable and remind us of our own shortcomings. Don’t pretend like nothing happened. People often ignore the incident in order to help their coworker save face. However, this is the worst thing you can do. You’ll be seen as uncaring rather than one who took an interest during their time of need.

Show discretion.

Pull the person aside and talk to them one on one. Select a place to have the conversation where you can talk behind closed doors. If they feel watched by others, they will be self-conscious and less able to share their feelings freely.

Stay present and pay attention.

If your conversation takes longer than expected, force yourself to stay present and really listen. Regardless of the push notifications, text messages, and emails that you here dinging or buzzing, keep focused and let them wait until later. In fact, it would be a good idea to turn off any possible distractions before you start.

Let them speak freely.

Everyone is different. Some people want to speak freely and others need time to think through the meltdown situation. Don’t push them to talk; rather, be respectful and give them the freedom to take their time to share when ready.

Avoid fixing them and ask questions.

No one likes to be “fixed.” Providing solutions and ideas that they aren’t equipped to handle won’t be helpful. The person will feel ignored rather than helped. Listen intently so that you don’t appear judgmental but to have a true listening ear.

Think ahead and be open-minded

Your response makes a difference to diffuse the situation and to enable them to relax going forward.  They won’t want to be seen as extremely emotional and unable to handle their job. Be considerate and assure them that you haven’t written them off.

After you’ve listened, ask how you can help. Be sure to follow through on the support that they request. Help them come up with a plan for what to do next.

Please send us your comments, suggestions, and ideas today.

Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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4 Ways To Go From Manager To Leader

4 Ways To Go From Manager To Leader

Those that manage a team may or may not be a leader. Being a manager doesn’t automatically mean you are able to lead a team.

There is a distinct difference in the two. Managers are those that meet deadlines and get their job done in a timely way. While vital to any company, a manager can take their role a step further if they learn how to lead too.

Leaders have the ability to stretch their team and bring them to a new level. They help them with a vision and ways to achieve their roles.

If you want to go from a manager to a leader, do the following:

1.     A leader does whatever it takes.

Leaders don’t let anything stand in their way of completing the task set before them. They will jump in to help with anything, regardless of whether it is part of their job description.

For example, they will do the late evening filing, go for a lunch run on behalf of the team, and come in early to be sure that the day starts off on the right track. A true leader simply wants the job to get done and to preserve the team’s time and strength if at all possible.

You can exhibit this quality and willingness to a team member by offering them a hand with projects. They will appreciate the fact that you are willing to help and you’ll gain more of their respect too.

2.     A leader truly listens.

Leaders will get everyone involved that is in the room or a part of a meeting. They know that it is essential for buy-in and want to hear from others. The strength of the team is evident when they feel valued, considered and appreciated. Try and listen and you’ll learn much about your team and what you need to do as a whole.

3.     A leader stands the test of time.

Leaders should be able to keep fit emotionally in the business world. In other words, they should be able to stand the test of time. This is key because it means that you can weather the ups and downs of business. Your team needs to see that versatility in you so that they have the confidence that is required to succeed and stretch their limits.

4.     A leader knows to get outside what seems comfortable.

When you lead a team or group, you need to get comfortable with things that are uncomfortable. Leaders will stand out from the rest of the group. They will be able to define the goals, set a plan, and give the vision to others. While uncomfortable, it is essential if you want to lead.

Being a manager is great, but if you couple that skill with leadership, then you really have something. Your team will appreciate your efforts and you’ll see that it’s worth it to get out of your comfort zone and both manage and lead.

Need help transitioning from a manager to a leader? Contact us today!

Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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Performance Management Will Continue To Be Redesigned

Performance Management Will Continue To Be Redesigned

In many companies, there is a growing problem with performance management. This year, business owners need to turn a focus on identifying the problem. Once they identify what the problems are, they can address the issues and turn their businesses into successful establishments.

Why is Performance Management a Problem in Businesses?

We can go ahead and say it; we’ve gotten a little lax when it comes to managing our employees. For whatever reason, we are not doing performance evaluations like we should. Here are some of the top reasons business owners have stopped doing evaluations.

  • Jealousy- One of the reasons we have put the ax to evaluations, is we have seen the jealousy that runs through the office when employees are praised. When you give one person a good performance and raise, other employees question why they were not given the same treatment.
  • Inconsistency- Evaluations do not happen when they should. If you do not have consistency, then employees will not respond well to the evaluations they are given.
  • Classification Happens under the Radar- even if you do not have regular evaluations, you are still putting employees in classifications. Whether you realize it or not, other employees see what category you’ve placed them in. Non-evaluations can actually lead to greater staff tensions.

These are some of the reasons we are not performing the important evaluations that need to take place.

What Aspects of Performance Management Will Need to be Redesigned?

Instead of shying away from managing our employees, we need to stop ignoring the problem. Performance evaluations need to be conducted on a regular basis. We can’t keep doing it the way we have been.

Evaluations serve a purpose of showing the rest of your staff what you expect out of them. These valuable meetings need to take place. When you have rising stars in your business, they should be acknowledged. When you have underperformers you must take action to get them back on track.

When you do evaluations properly and promote top rated employees the right way, it will serve as an inspiration to other employees. Instead of spreading jealousy, you will encourage the other members of the team to shoot to reach higher goals.

This is the year for performance management to be defined clearly and executed properly.

Need help with your performance management process? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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Winning the War for Talent: The Best Companies Use Training

Winning the War for Talent: The Best Companies Use Training

If you haven’t invested in training your team in a while, then it is time to re-think your strategies. Companies are focusing more time and energy on advancing their employees education. Why is that?

People Want To Be Invested In

Just like you work hard to add value to your customer’s lives, you need to put focus on your staff as well. They are people, just like the ones you serve. Finding ways to add value to their lives will keep them loyal to you.

It is the same principles you would use for keeping your customers happy and coming back. There is so much that goes into brand loyalty. Getting your staff on board is just as important as getting customers on board.

It Benefits You to Have Highly Trained Staff

Not only is it valuable for the individuals but it benefits you as well.

If you want to keep up with your competition or bridge the gap between yourself and major corporations, you need to have solid training for your staff.

When your employees have the knowledge they need to take their performance to the next level, it benefits you. The more they know, the better your company can function.

What Types of Training Work Best?

Maybe you understand how valuable training your staff is, but you aren’t sure how to go about it. Here are a few methods that work well.

* Shadowing and Hands On Training- sure, digital training has its place, but hands on training is very valuable. Having one employee shadow another can provide great information. It allows the employee to ask real time questions and get more information from someone who knows a lot. After the employee feels comfortable, they can be shadowed by the stronger staff member.

* Find Qualified Experts to Teach- you need to find actual industry experts for training events. Be sure you aren’t bringing in self-proclaimed experts. Look for those that are authorities on the subject. You want to be sure that your staff is getting accurate information.

* Set up Individual Training Sessions- it may make sense to have certain parts of training done in groups. However, individual training sessions are important at times as well. When you get one on one with someone, they will be able to ask the questions they need to without feeling weird around the group. Find ways to invest in each person individually.

Investing in the education of your staff is very important. Education efforts should be a priority to ensure your staff is able to handle your industry and help the company succeed.

Need assistance winning the war on talent? Contact us today!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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4 Ways To Keep Your Interviews Bias-Free

4 Ways To Keep Your Interviews Bias-Free

Even if we do not try to be, we can all be biased and partial to others. Some people connect with us right away while others we will struggle to make a connection. When it comes to holding a bias-free interview, there are some things you can do that will help you stay impartial to the candidates.

Ask The Same Questions of All Interviewees

It is easy to get sidetracked in conversation with someone that you connect with. Create a standard question list that you ask all interviewees and compare their answers. If you get off topic with them too much, it can cause you to lean one way or another based off of personal connection rather than other criteria.

Create a Rubric Ahead of Time

Prior to the interview stage, create a rubric of skills that you are looking for in a candidate. List specific skills, both soft and education based. You will want to add cultural fit to your criteria. Just because an individual has the right skill set does not mean they will fit in with the company.

After you are through with the interview, rate the candidate on each section of the rubric. This will help you stay impartial to other interviewees.

Note Take

It is important that you take good notes during the interview so that you are able to gather the information you need.

Jot down the notes as soon as you dismiss them from the meeting. Doing this while things are still fresh in your mind is vital to keeping facts straight.

This is especially important if you have interviews back to back for a position. What you learn about the person will be harder to recall if you see several people on the same day.

Ask Other People About the Decision

Run the candidates and data by other people in the company that you trust. Inviting a third party to look at the information will bring perspective to the situation. This person is not personally connected in any way with the interviewee and makes it harder for them to be biased.

When they ask you specific questions of why you want to hire one person over another, it will help you to justify your answers. If you are unable to come up with sufficient answers as to why you want one candidate over another, it will help you to determine if you are making a bias choice.

Let us find the right talent and keep you from hiring the wrong person in your next hiring process.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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The Fine Line between Internet Marketing and Spam

Savvy business owners who take advantage of Internet marketing realize there is a fine line between marketing and spam and orchestrate their marketing campaigns to gain the maximum amount of exposure without running the risk of being viewed as spam.

The definition of spam is open to interpretation but most people agree on the fact that spam is equivalent to the junk mail you receive. In general, spam is unsolicited emails which may be a part of an advertising campaign. The term spam can also apply to message board postings which may also be posted solely for advertising purposes. This article will examine the differences between effective Internet marketing and spam.

First, we will consider the use of message boards for the purpose of Internet marketing.

Message boards are essentially online meeting places for Internet users who share a particular interest to exchange ideas, ask or answer questions, or just to socialize. These message boards allow users to register and post messages. Most message boards have a set of guidelines which the users must follow when making posts. These guidelines may vary widely with some being very strict about acceptable content and others not being nearly as strict. It is important to follow these guidelines because failure to do so may result in the moderators deleting your account and other members not paying much attention to your posts.

Message boards are ideal for Internet marketing because they can provide a business owner with access to a specialized target audience. If you are in the business for finding jobs for employees who wish to telecommute, you might join a message board dedicated to working from home to find members who may be interested in your products.

Here you may learn a great deal about the concerns of your target audience. You can also take the opportunity to post links to your website when appropriate and in accordance with the message board guidelines. This is considered to be smart effective Internet marketing. However, if you opt to respond to each and every post with a link to your website, even when it is not relevant or you do not offer comments of value to other members, they are likely to view your posts as spam. This can be damaging because these members may opt to avoid your website even if they have a need for your services.

E-newsletters and email advertising are one area of Internet marketing which is most likely to be viewed as spam if not done properly.

Most Internet users do not appreciate unsolicited emails especially when these emails do not pertain to a subject that interests them. This is often the case when business owners buy email lists and send their advertisements to everyone on the list. This is not effective because you are not likely to reach a large population of your target audience. Additionally, recipients of the email may block your email address so future communications are automatically sent to a spam folder. Some recipients may even report you to their Internet service provider who may investigate the claim that you are a spammer.

A better way to approach the concept of email marketing is to only send e-newsletters and advertisements to past & current customers who have specifically asked to receive such emails and potential customers who have requested additional information.  Also, always give people a way to unsubscribe easily and whenever possible, let them know why you sent them your newsletter and how you know them. This will help to keep from being labeled a spammer.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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Leaders: This Is The Secret To Preserving Top Talent

Securing and keeping top talent is essential to a company’s success. However, it is also extremely difficult to do. Employers need to try and preserve their best employees and these elite people must be strategic in order to stand out as top talent.

A Leader’s Requirement

If you’re in leadership, then you have to always put your best foot forward and give your best 100% of the time. The benefits of this approach will be seen in the results that follow in both your role and those that you supervise.

Leaders should stand back and be more:

  • Focused
  • Approachable
  • Strategic
  • Thorough

As a leader, take initiative to stay focused and help your team do the same.

Be sure to stick to your company’s vision and others will follow your lead. Also, be an example and take time out to get refreshed so that you can be more balanced in life and stay committed to the company without getting burnt out.

How does one pull this off as a leader? The goal is to have personal leadership and you’ll be set apart. This is just not the norm today.

Steps Toward Personal Leadership: 

Who do you plan to invest in?

As a leader, you must look around you and think about who you should invest in. You may see a need to focus on some growth for yourself too. Is there a course or seminar that would help grow you professionally? Consider yourself but be sure to think about who you need to focus on. Top talent is rare and you don’t want to let a talented individual get passed over or even get complacent. That includes you.

How can you empower someone else?

Once you’ve identified the person or people that you plan to invest in, you need to figure out how to empower them. Equip them to take on a leadership focus and switch their thinking in that direction.

One way to do this is to help them focus on their priorities. They may need help to define what those are, but stick close and they will figure it out in time.

How to consider both time and cost as you develop leaders?

The process of leader development is essential but a strategic approach should be taken. You must think of both the time and cost that it will take to grow talented individuals into leaders. One approach could be to give a large project to someone that is up and coming in their talent and rank in the company. Allow them the opportunity for growth and to let their potential really shine.

Often, the result is that the employee feels empowered and like they are adding value to the goals of the company. This is a win for all.

Growing and preserving top talent will allow for continued growth of your company. The effort is worth it and more.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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Lower the Basket

In order to improve business operations, you’ll need to acquire the skill of concentration. Companies struggle to make improvements because they are not equipped to move forward as quickly as they’d like and see real growth in the area of operations.

Concentration 

Businesses strive to be more innovative and organized. They want to grow in their communication skills and styles. Often, they lack the one ability that enables them to focus your attention. Concentration is essential for entrepreneurs.

These days we are inundated with busy schedules, social media, and an overwhelming amount of stimulation from all directions. Concentration is what will help us remain focused and stick to our priorities.

This struggle to concentrate may lead us to fail in personal relationships too. Being present is what it takes to concentrate. We need to focus and not get so busy with random tasks and behaviors. People tend to spend their time daydreaming about the weekend, their upcoming vacation, or tonight’s dinner plans.

Lower the Basket to Increase Concentration

Businesses need to make changes in order to improve their operations and this calls for the need to “Lower the Basket.”

Imagine a young boy that cannot shoot a basketball to save his life. What would a parent do in order to assist him? The child is frustrated and the parent is at a loss. One tip that would help could be to lower the basket. Taking measures to allow growth and stretch the child in a different way could pull off big results.

In other words, bring the basket down to his level and current skill set.  We can use this same approach in business. We must lower the basket for our team in a way that helps them to put their eye on the prize. They need encouragement and to be asked how it is working for them and how it made them feel. This is what concentration is all about.

An employee, like the child trying to shoot hoops, will feel the win and learn how to better hit the goals set before them. Training a new team member and helping them to concentrate will give them the skills they need to be successful within the company.

The basket and the stakes will increase; however, the concentrated efforts to train them and equip them with the tools they need will pay off continuously.

Please send us your comments, suggestions, and ideas today.

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

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A Lesson in Genius for this New School Year

I’ve spent so many years in school, this week doesn’t feel like the end of summer. If feels like a new year.

You know, the one that comes with sharpened pencils, new penny loafers, and a new notebook to signal a brand-new start.

This season also comes with a reminder about talent I believe applies to lots of people today. In fact, I know it does because when I talk about this in my speeches, people seek me out later – in tears.

It comes from a dissertation by a friend, John Radar. John selected six people known for the important contributions they made to the world. He gathered their elementary school records if any were available. Since some were historical figures and no actual records could be located, he created them using biographies and other accounts of their lives.

He included information about their physical health, intellectual ability, family relationships, genetics, social skills, emotional maturity and goals in life and labeled each record with a fictitious name.

Then, he assembled groups of school administrators, teachers and parents to review the records and select two for a special gifted and talented program. Each study participant made their selection and then the group arrived at a consensus. When the group decision was final, the records were “unblinded” and the real names revealed.

Eleanor Roosevelt was not among the two selected. Study participants viewed her as unsuitable because she was shy and withdrawn, her father was alcoholic and her stated life goal – to help people – was “soft.”

Abraham Lincoln was rejected because he lived in poverty with a single-parent and had a disease, Marfan’s Syndrome, known to shorten lifespan. The arts, generally, were not valued which is why Isadora Duncan didn’t make the cut.

The two selected children excelled at the traditional “three R’s.” One was a boy who completed a PhD in Math as a teenager and the other was Bill Bradley, who was not yet a Senator but at that point a Rhodes Scholar and professional basketball player.

Kinda breaks your heart, doesn’t it?

Each one of those rejected contributed a genius to the world:

  • Eleanor Roosevelt showed us the value of emotional intelligence.
  • Abraham Lincoln taught us the value of persistence in the face of loss and how to heal a nation.
  • Isadora Duncan demonstrated that the arts have an important place in our soul.

Might you – or one your children – be graced with genius like this?

If so, I hope it’s been recognized and is being nurtured by the connections in your networks today.

Your comments are greatly appreciated. Please let us know how we are doing!

Gary Brunson
gary@myclearfocus.com

Debra Rider
debra@myclearfocus.com

574.361.2674

Sustainable Growth & Profit Consultant, Coach, Mentor and Counselor/Therapist for Business Owners and Professional.

By Glenna Crooks, Ph.D., noted executive, speaker, problem-solver (www.glennacrooks.com), SageMy™Life founder and author of The Network Sage: Realize Your Network Superpower,

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