Archive for the ‘talent’ Category

Visualizing Leadership Scholarship Award

Thursday, September 15th, 2011

CMOE is pleased to announce the winner of the Visualizing Leadership Scholarship.

Congratulations to Maria Allen of Florida who submitted the winning infographic.

infographic_snippet

Click to see full infographic

Maria and all other contestants were judged on the following criteria:

  • Creativity
  • Relevance
  • Professionalism
  • Image Quality
“The top five entries were very impressive and after judging the entries, the top five all scored within a few points of each other” said Martha Rice, part of CMOE’s design team.
The scholarship was made possible by CMOE’s design team who was looking for creative ideas or useful designs that could be used in product or promotional material.
CMOE wishes to extend its thanks to all parties who participated and invites them to watch for and participate in future CMOE scholarships.

“The top five entries were very impressive and after judging the entries, the top five all scored within a few points of each other” said Martha Rice, part of CMOE’s design team.

The scholarship was made possible by CMOE’s design team who was looking for creative ideas or useful designs that could be used in product or promotional material.

CMOE wishes to extend its thanks to all parties who participated and invites them to watch for and participate in future CMOE scholarships.

5 Reasons Why Top Talent Leave Their Jobs

Tuesday, September 13th, 2011

We put together an infographic on the top 5 reasons top talent leave their jobs. Enjoy!

FREE: add this infographic to your website!

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Identifying and Developing a Future Leader

Monday, May 23rd, 2011

For those of you readers who frequently watch the NBC sitcom, The Office, you likely enjoyed the last few episodes of the Spring 2011 season as I did! For those of you who are less familiar with this television show, it is based on an office made up of a hodgepodge of dysfunctional employees.  There is a US and British based version.  Their fearless leader, played by Steve Corell, recently left the company, and upper management is in dire straits to find someone to fill the manager position. The season finale featured many well-known comedians playing the roles of candidates to the Regional Manager position.  Each interview with these candidates was more absurd than the last and it seemed like it would be nearly impossible to find the right person to be Regional Manager.  Meanwhile, many of the fans of the show still wonder why the most likely person to be promoted to the position, Jim Halpert, isn’t prepared or motivated to be the office manager.

Selecting a leader F_12376781_XSAnyone who has the task of selecting and developing leaders from within the organization will agree with the idea that promoting from the inside to fill existing positions can at times be risky politically, but will often result in a better outcomes. However, it doesn’t just start when a leadership position becomes available. It is responsibility of leaders at every level to be preparing the next generation of leaders to come.  The decisions and actions you make regarding talent identification and development will have a lasting impact on the business.  In addition, your involvement in this critical task will help exceptional team members maximize their full potential and be fully engaged.

If you recognize that identifying and developing future talent within the organization is something you need to start doing, or simply do more of, here are a few questions to consider.

1. What are the leadership qualities, competencies, and characteristics required for success in a current or future position of leadership at your organization?
2. Who do you think has leadership potential that you would like to consider for development?
3. What specific technical, managerial, and leadership behaviors and indicators have you observed in this person that indicates leadership potential?
4. How does your management team and/or others involved feel about the leadership potential of this person?  What strengths and weaknesses do they see in this person that you need to consider?
5. Do you know what this person’s career aspirations are?  If so, what are they and will he/she be interested in development activities?
6. How committed will this be person to working on developmental assignments?

Using these questions as a guide, you will be more successful in identifying talent to drive the organization forward and prepared to being the development process.

Overhaul a Culture of Losing

Wednesday, May 4th, 2011

Create a winning cultureRecently, an interview with Buck Showalter, Manager of the Baltimore Orioles baseball team was shown on the television.  It caught my attention because the Orioles have had many losing seasons and there is renewed hope that Buck Showalter will be able to continue to turn things around for Baltimore.  The last time the Orioles made it to the playoffs was in 1997.  It was interesting that Buck doesn’t claim to be a “miracle worker.”  He said he “respects challenges” that the organization faces and knows that he has to lead and “overhaul an entire culture of losing.”  Many leaders are facing a similar situation because of the economic downturn and difficult challenges that have plagued many organizations.  A lot of leaders may find themselves in a situation where they too need to overhauls the culture of a team or organization because of the downturn and impact on morale.  Economic conditions have certainly taken a toll on my own organization and even with some positive signals it still seems that there is work to be done to reinvigorate people and get people recommitted to our vision and mission.  To do this, it starts with consistent leadership.  Buck said he’s just trying to get his young team members to think about the individual “piece they can contribute to the team everyday” that the team can “count on.”  It is obvious that he believes in his players and what they can do.  Buck Showatler’s leadership will certainly be in the forefront of my mind as I think of the challenges that we must respectfully face and finds ways to enroll my team members in positioning our organization for long terms sustained success.

Perservere! Adherence and Persistence is Often the Missing Piece

Monday, April 11th, 2011

Olympic sprinter Florence Griffith Joyner believed that running was a mental game.  She said: “Every day I tell myself I’m not going to allow anything to stop me.  I try to see my goals before me. There are a lot of things which could try to slow me down–injuries, family problems, financial problems, but you have to be so mentally tough when you’re out there.”

PerservereWhether the goal, resolutions, plans, or strategic objectives you set for yourself, having the mental toughness to adhere to it is critical in achieving your desired results.  Joyner not only saw what she wanted, but was also able to reach it.  CMOE has trained and worked with thousands of managers helping them set goals to improve their leadership skills.  From our observations, typically most people are able to set goals and define strategic objectives.  Then they quickly lose sight of what they are working towards.  Adherence and persistence is often the missing piece.

Sometimes adherence is a time frame–sustaining something long term.  On the other hand, it can be the amount of concentrated effort needed.  Either way, there are really four basic principles to keep in mind as we enhance out “mental toughness” to stick with the strategies and plans that we have set for ourselves.

Clarity
First, you need to clearly know where you are headed.  Not just a general idea or plan, but a concrete target you want to obtain.  Without a clear target, you can easily become derailed or distracted.  Clarity gives you a sense of purpose and push into action.  Basil S. Walsh, an American author said it perfectly: “If you don’t know where you are going, how can you expect to get there?”

Commitment
Once you know what your target is, you must decide if you are willing to pay the price to go the distance.   You have to ask yourself, “Do I believe this goal is worth the effort?”
If so, it requires building up the courage and stamina to persist to the end.  It has to be a conscious decision that you make.  You must internalize it and believe in it to make it happen.  Concentrate and remind yourself of the positive (and negative) consequences or outcomes from your efforts.  These will become your motivating factors.  It is also too easy to bite off more that you can handle, so make certain you can fully invest in the direction you are headed.

Action Steps
While you may have a clear target and a commitment to it, it will be difficult to move forward persistently unless you know the path that will lead you there.  To be most effective, one of your actions should include obtaining the resources required.  Rather than listing short bullet point action steps, put some “meat” on it by describing exactly what you need to do, who will help or be responsible (if your target involves others), and when you will complete that step.  These intermediate steps keep the momentum going.  You are more likely to stick with your plan, if you take smaller strides.  Make your action steps visible so you have a constant reminder.  Also remember to reward and recognize yourself as you move closer to rather than to wait until you have accomplished your target.

Passion
Successful adherence and resolve requires passion.  Find way to enjoy what you are doing and aspiring to.  Begin by asking, “How can I get myself to enjoy, really enjoy this?”  It really comes down to your attitude about what you are doing.  Earl Nightingale said, “A great attitude is not the result of success; success is the result of great attitude.” Visualize yourself being successful.  You may have heard that you should “think positively.” Well, not only should your think positively but act positively.   You will, of course, experience some up and downs as you move towards your desired results.  When you experience a setback, give yourself a break, Look at where you were and where you are now.  Reigniting passion will help your through these inevitable disappointments, fear, and frustrations.   You can turn your energy into a positive direction by refocusing on your goals and how it will make a difference to you and others.

Theodore Roosevelt said, “Far better it is to dare mighty things, to win glorious triumphs, even through checkered by failure, than to take rank with those poor spirits who neither enjoy much nor suffer much, because they live in the gray twilight that know no victory nor defeat.”  As with any goal or strategy, despite our best efforts we may not always find success.  But we can feel better about ourselves and our contribution if we have done our very best to persistently work to achieve something great.

Leadership Is Needed Now: Don’t Wait To Develop Your People

Thursday, August 5th, 2010

Many organizations today are finding that they don’t have the right talent or enough talent in their organizations to be successful.  If you have experienced this, you know it is frustrating, challenging, and can drain energy and emotion in trying to execute daily business responsibilities.

Leadership_19282355_XS This past week, there was an article in the Wall Street Journal by Joe Light titled: Leadership Training Gains Urgency Amid Stronger Economy. In the article, Mr. Light discusses how many organizations have cut spending on leadership development initiatives over the past two years during the economic downturn.  Now that the economy is starting to recover, these organizations are worried they will experience the exodus of baby boomers and retirees as their investment portfolios start to recover.  Many organizations are finding they simply don’t have the leadership pipeline within the organization to fill these leadership roles as companies shift towards a growth focus.  This scenario leaves any organization vulnerable to the competition.  Add to that the severity of the economic downfall and it only compounds the challenges further.

For individuals who work in the learning and development industry, this news and information is nothing new.  For many other individuals this may be a shocking surprise.  Organizations need to spend more money to develop talent to drive the business.  Remember, half of your assets do not show up on the balance sheet – your people.  Organizations spend thousands of dollars on computers, specialized software, mobile phones, and office space.  Why not spend a few hundred dollars developing your people to maximize performance and drive bottom line results.  If you have not already done so, think plan, and act to develop your high-potential leaders.

Understanding Communication In A Fast Moving World

Wednesday, June 3rd, 2009

OMG, RU GOING CRAZY :) = Oh My Goodness, Are You Going Crazy!
Can you read the above line?  If you can’t, it is because technological communication is rapidly changing into encrypted messages like this, which is an unfamiliar form of communication for you!  Emails, instant messaging, and text messaging are a few of the most common methods of communication these days and face-to-face communication is becoming outdated. While I can see many benefits these communication methods bring both to the social and professional world, my concerns about how it affects our conflict management and relationship building skills is growing nonetheless.

U Need Help = You Need Help
Business and technology, electronic business, fast pace business growthI have a small counseling practice on the side where I focus on helping teenagers navigate through life.  During the past few years, I’ve personally seen a rapid decline in many teenager’s everyday social skills.  Some of my observations include difficulties addressing conflict, smaller vocabulary, poor non-verbals communication, inability to express emotions through verbal means (outside of the Text Message Shorthand of sideways smiley or frowny faces), and an overall discomfort with spoken conversations.  I know what you’re thinking at this point – welcome to working with teenagers!  However, I truly believe that this is largely due to a decrease in experience with face-to-face communication, and solely relying on texting, emailing, and instant messaging, where the human interaction is removed.

YUPPIES = Young Urban Professionals
So, how does this affect our up and coming workforce?  While the future is looking bright and full of talented and capable young individuals, it is likely these young individuals will struggle with the basic and essential skill of relating and connecting with team members, leaders, subordinates, clients and customers, and vendors.  Some organizations may even be seeing the affects of texting and emailing in employees who are in their early twenties.

Getting the 411 Is ^ 2 U = Getting the Information is Up to You
So, what is the solution?  One immediate action we can all take is to preserve the art of face-to-face communication in our own realm.  Despite the ease of typing a quick instant message to the person in the cubicle behind you, make an effort to send and receive a more accurate and personal message by doing so face-to-face.  Take the opportunity to call that vendor and clarify exactly what your department needs, versus hoping it is understood through a series of emails.  When you are going to be late to your next meeting, send a quick text letting the administrative assistant know you won’t be on time, but then take the opportunity to apologize in person and use non-verbals to communicate your sincerity.

Another step companies can take to ensure their workforce is full of effective communicators is to increase opportunities for training and development in the area of communication.  Training on communication skills is a great opportunity for employees to practice and learn basic and advanced levels of communication.  Your employees will be more aligned when they communicate from learning the same concepts and skills taught by qualified facilitators who are trained in adult learning theories.

Help develop communication skills B4 its 2 L8!

5 Keys In Building A Global Company

Wednesday, April 15th, 2009

Several years ago I was invited to participate on an industry association panel, discussing “offshoring,” (which means outsourcing globally). Having been a senior leader in a global company for many years, I asked the first very obvious question — Which shore? I proceeded to have some fun in addressing the subject by noting that virtually all developed countries (and of late some not so developed countries) are having similar discussions.

While many educated people can discuss the economic and social impacts on countries of the movement of goods and services around the globe, I would like to address some principles of building and operating a company that spans multiple continents.

Global Company, Worldwide Organization, International Company, Grow BusinessLet’s begin by getting some of our vocabulary aligned. There is a difference between being an International” company versus a “Global” company. A lot of companies have out-of-country activities that may include sales and procurement – this is an international company, even if it includes a few regional offices. A global company truly operates in various countries providing goods/services both in the native country as well as moving goods/services between countries. A fully functioning global company has a culture and perspective that transcends the locale where it is registered or where its stock is listed.

For those companies desiring to be truly global, the development of an appropriate company culture cannot be left to chance – building the desired culture is a full-time job. A global company is not just a series of regional companies strung together under common ownership. Quickly one can see the need for tailored products/services and the delivery of these to satisfy the local or regional market expectations. But here is the bigger question: How do you build a team of people who recognize the need to serve the local market and effectively operate their assigned area while also being part of the bigger team where they can exchange ideas, get inspiration, and contribute to the advancement of the entire company?

Commitment
Building an effective global culture is not inexpensive, nor is it a one-shot deal. It is a concept to which all senior leadership must commit and make a part of their daily actions. Human Resources can help with well planned global talent assessments, succession planning, and leadership skills development, including expatriate assignments. Cultural sensitivity training and facilitated mixed culture forums can start the process.

Vision
There has to be a Global Vision/Mission statement that is an anchor point for your leaders, irrespective of their home country. It must have longevity, addressing the business purpose and corporate values.

Acceptance
Perhaps the most powerful force in building a global company is the basic human trait to accept and bond with those we have come to know on a more personal basis. Audio/video conferencing is a nice tool once a relationship is established, but it is ineffective for establishing the relationship. To establish the bonds between people and break down inherent nationalistic, cultural and personal biases, people need to travel and partake in the cultures of their colleagues.

Share
Forming a global team to implement a global or regional project (contrasted to a local team doing a global project) brings the best ideas forward and builds strong bonds that benefit the company well beyond the specific project. Functional leadership forums and best-practice sharing sessions break down barriers and drive the best ideas forward. Promoting those individuals that best demonstrate the desired culture will send powerful messages throughout the organization.

Diversity
There is a large WATCH OUT. In the drive for a corporate global culture it is easy to inadvertently paint a picture that the “desired culture” is, for example, American or German or Chinese. To be most effective, a company’s global corporate culture must reflect a mix of the best qualities its participants have to offer.

One way to measure your success in building an effective global company culture is to monitor your recruitment results.  Are you able to equally attract and retain talented people from all the countries you serve?

Cutting Edge Skills for Training and Facilitation: Stage Presence and Visual Aids

Wednesday, February 18th, 2009

Coaching for stage presence will ensure management training is successful.  Visual aids in corporate team building programs create buy in and learner participation.When training and using visual aids, such as PowerPoint slides, flipcharts, objects, and so forth, it is important to do so in a way that is interesting, rather than distracting.  When you are presenting, you should think of yourself as if you were an entertainer on stage.  Notice how you walk, where you position yourself, and if your posture and poise appears confident.  An effective way to develop stage presence when presenting visual aids is to take a lesson from the forecast specialist on your evening news.  You will see when they explain the forecast, they will touch the visual aid, turn to the audience, and talk as they explain the forecast.  Keeping your body facing forward and your eyes on the audience will keep your participants engaged.

Cutting Edge Skills for Training and Facilitation: Colors to Enhance Your Training

Friday, February 13th, 2009

Trainers and facilitators often use color to enhance the training experience.  Whether it be PowerPoint slide backgrounds, markers for flipcharts, or bright colored handouts, different colors can elicit different responses in people.  Here’s a look at what colors can do! Trainers, consultants, and facilitators can enchance workshop delivery by using colors in corporate leadership training and executive coaching programs.

  • Blue: Relaxes people and sparks creativity. Use blue when brainstorming, but avoid it for writing or posting warnings or cautions.
  • Red: Stimulates people (increases blood pressure, pulse, and respiration). Use red for cautions, warning and exclamatory tiles. When writing or printing in red, make word big because red is hard for people to see.
  • Green: Both excites and pacifies people, so use it with caution. Great is great for borders and accents.
  • Purple: Creates a sense of power and confidence. Unlike red, purple reduces blood pressure, pulse and respiration rates.