« previous | 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60 | next »Displaying posts 226 – 230 of 300
Monday, July 20, 2015
by julie
As advisors to both clients on the acquisition of talent and talent on career guidance, B&B is constantly measuring the stimuli for why career professionals seek and the reasons why accepting new employment. We call it the "Push Factor" and the "Pull Factor". To measure current trends, we recently looked at the last 100 hundred senior staff to executive level talent that B&B placed in accounting, banking, customer support, engineering, general management, human resources, IT, manufacturing, marketing, sales, and supply chain. Compensation packages ranged from $75,000 to $1+ million.
Primary reason for changing employment:
#1 Not challenged enough in current setting; wanted a more impactful role to develop and showcase skills and abilities (43%)
#2 Wanted to be aligned with a company with a brighter future and more committed to growth (28%)
#3 Sought a company with better culture and leadership (17%)
Noteworthy was that 5% wanted to be closer to home, 4% were unemployed or underemployed, 2% want to gain global experience and 1% listed compensation as #1 driver.
Primary reason for accepting new employment:
#1 Opportunity to contribute in a more meaningful role (35%)
#2 Identified with leadership and culture (24%)a
#3 Felt business and/or business model was more aligned to their interests (22%)
#4 Upside potential was excellent (15%)
3% moved for compensation and 1% accepted because closer to home.
In the 2008-2011 period job security was #1 reason for looking and accepting new employment. Today, the ability to contribute, leadership, business model and career growth are the key stimuli.
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Wednesday, July 15, 2015
by julie
In any organization, you need to rely on others to complete tasks and accomplish the goals of the organization.
Building strong internal, operational networks with cross-functional peers will help you gain cooperation of others to achieve tasks, sell ideas, and gain resources. But first you need to build strategic relationships with peers. Outlined below are tips to create win/win peer relationships.
1. Don’t act or be siloed. Share information, ask for your peers’ input, and look for ways to collaborate and solve company-wide problems.
2. Get to know your peers by asking them open-ended questions that demonstrate your interest and willingness to help.
3. Defend your peers behind their backs.
4. Don’t try to compete with your peers. Go out of your way to give them credit and point out their strengths and accomplishments.
5. Pay attention to your peers at meetings – listen and incorporate their suggestions into your recommendations.
6. Build trust with peers by conducting regular group meetings to share information and touch base.
7. Form peer coaching relationships with your peers. Commit to learn from each other.
Drawn from the thoughts of Dan McCarthy’s website, Great leadership, and from Scott Eblin, author of The Next Level.
Bohan & Bradstreet can help you build an external network and create a win/win career plan. Reach out to us to start the process!
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Wednesday, July 1, 2015
by julie
What makes a great business presentation? Everyone has an opinion, but for us, a relatable story is the best way to resonate or make a connection with an audience – big or small.
Stories allow people to disseminate information that can be digested while also allowing one to build a relationship. Stories can be used to illustrate your vision or value system, and stories can help create trust among an audience, inspire an audience, and/or make people take action. Telling a personal story can make you relatable and demonstrate emotions that impact the audience and how they may view you as a leader.
How do you make a story impactful?
The Ariel Group, an international training and coaching firm for business professionals, has documented storytelling best practices when communicating in a business environment:
- Re-experiencing the event (e.g., by using present tense)
- Using descriptive/sensory language (sound, sight, taste, smell, feeling)
- Keeping it simple (e.g., by using bullet phrases and few “ands”)
- Emphasizing emotional content
- Playing different roles in the story
- Using vocal variety and body language
In The Leadership Engine, Noel Tichy suggests conveying leaders’ hard-won experiences through stories. Tichy makes sure that the point of every story is shared unambiguously – what he calls having a “teachable point of view”.
Take a moment to reflect back on your past experiences. How can you translate your experience into stories that build trust, inspire an audience, and/or drive people to take action? As with any presentation, practice your storytelling until you perfect the delivery and ultimately the impact.
Bohan & Bradstreet can introduce you to an audience that may propel your career. Contact us when you’re ready to share your story.
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Tuesday, June 16, 2015
by julie
Have you ever been in the presence of someone who could communicate authentically, make instant connections with people, or capture an audience’s immediate attention?
How do you acquire this capability?
According to Amy Jen Su and Muriel Maignan Wilkins, co-authors of “Own the Room”, leadership presence is the ability to consistently and clearly articulate your value proposition while influencing and connecting with others. The co-authors suggest two factors – 1) demonstrate your authentic value and distinction, and 2) connect to others in a positive way.
Others suggest eliminating the “noise” or distractions. Be present to what is happening right now and around you. There appears to be consensus regarding effective communication skills and the impacts on presence. Impactful communication requires awareness, energy, concentration, eye contact, and voice inflection. Many people are not aware of their energy level when speaking. Energy is a driver to capture interest and create presence. You can have a big impact on the energy level (positive and negative) within a team discussion or meeting. You can set the tone consciously or unconsciously.
To us, there is a clear correlation between presence and communication. Be honest with yourself when assessing your capabilities. The tone you set as a contributor and observer can have a profound effect on your performance and the effect on the organization.
Discover your voice and take your presence to the next level!!
Bohan & Bradstreet finds individuals distinctive to the personality of our clients' organizations. We help build a winning team and culture.
How can we help you?
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Wednesday, June 10, 2015
by julie
In Working with Emotional Intelligence, a book written by Daniel Goleman, the author explores a different way of thinking about human intelligence. His research suggests that emotional intelligence (E.Q.) has a greater impact on life success that analytical intelligence (I.Q.). There are three main drivers of E.Q. skills:
1. To be aware of, recognize, understand, and work with our own emotional state
2. To notice and accurately determine another’s emotional state
3. To bridge the gap between our emotions and another’s through empathy, communication, and relationship-building
Daniel Goleman states that E.Q. is something that can be learned and taught. One can improve their E.Q. through experiential exercises, coaching, and practicing these skills in everyday life.
Outlined below are some opportunities to integrate E.Q. in your current work environment:
· If someone comes to you with an issue or problem, respond with empathy first before recommending a solution. Put yourself in that person’s shoes.
· During a team discussion or meeting, write down what emotions (i.e., frustration, relief, confusion, sadness) surface for you and your peers. After the meeting, think about why those emotions surfaced and how they could be addressed to support collaboration, consensus building, decision-making, etc.
· As a leader, it is important that all individuals feel like they have a voice during a discussion or team meeting. Make sure you check-in and provide an open platform to express feelings.
Bohan & Bradstreet finds individuals distinctive to the personality of our clients' organizations. We help build a winning team and culture.
How can we help you?
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