Executive Coaching

Do Companies Use Social Media Sites for Hiring?

2011-11-14T06:26:00.000-08:00

A survey this year by the Society of Human Resource Management ( SHRM) found that 56% of companies use social media for recruiting, up from 34% in 2008.

The site most commonly used is LinkedIn ( 95%)

52% of recruiters believe that these sites are efficient for recruiting executive/upper management (CEO, CFO), up from 22% in 2008. 58% also believe they are efficient for recruiting other management positions, up from 13% in 2008.

84% of recruiters say it is the best way to recruit passive job candidates, those who may not apply or be actively looking for a position. We know that some companies today like to recruit just those candidates who are currrently working. Using a site like LinkedIn may give then more control and expand the base of candidates they consider.

Is Your Boss Wrong About You?

2011-03-07T15:43:00.000-08:00

Performance reviews are supposed to be an objective evaluation of an employee's performance, based on measurable criteria. But how often does that happen? And how often does a job lend itself to actual objective metrics?

Samual Culbert, a professor in the Anderson School of Management at UCLA, is the author of "Get Rid of the Performance Review! How Companies Can Stop Intimidating, Start Managing-and Focus on What Really Matters."

He asserts that performance reviews are subjective and based on how comfortable your boss is with you, not on how you contribute to overall organizational results. So you may refrain from criticizing your boss or giving feedback on a better way to accomplish some result, as a way to maintain a harmonious relationship with your boss. In an ideal situation there should be healthy "push-back" between employees, including bosses and subordinates. But how often does this actually happen?

We know that the number one reason why employees leave an organization is their boss. Personality conflicts, and setting unreasonable or ambiquous performance goals or arbitrary metrics can contribute to unhappy employees. So getting a new boss is a way to improve your performance appraisal. Culbert asserts that a performance preview, where the boss and employee together are responsible for setting goals and achieving results is an effective alternative for the employee, the boss and he organization. Bosses are taught to manage employees and to listen to their employees, and employees want that collaboration.

What do you think?

Leadership Challenges for Middle Managers

2010-08-23T14:17:00.000-07:00

In a recent issue of a publication from the Center for Creative Leadership, they speak of the complexities of working in a middle management position.

These challenges fall into three categories:

1.Getting the top and the bottom of the hierarchy to work together. Top management sets the strategy, but unless that strategy is clearly communicated, it is difficult to get the bottom of the organization to work in tandem with the top. In addition to effectively communicating the strategy, the bottom of the organization needs to see how their jobs contribute to the achievement of the strategy.

2.Collaborating across the organization. You have to align and integrate work with your peers from other work groups to generate a shared commitment to broader organizational initiatives. Some of your work is shared, but you also have independent responsibilities. You compete for resources and manage groups that have very different agendas. You have many demands coming from different directions, and often little postive feedback.

3. Having a demanding job and demanding roles outside of work. You might be caring for children as well as elderly parents. You may have spouses and partners you want to spend time with, commitments to volunteer organizations and your community, while trying to live a healthier and fuller life.

Benefits of a Middle Management Position

But with challenges, your work is interesting and you have the opportunity to collaborate with experienced executives and peers. When effective, you can have a significant influence on the organization.

CCL research shows that managers who have multiple life roles tend to be more effective leaders than those who focus single-mindedly on work. Their life experiences in different areas feed off of each other and help them to develop as leaders while they improve their relationships outside of the organization.

Evaluating Organizational Culture

2010-08-17T08:53:00.000-07:00

Organization culture is defined as “a common perception held by the organization’s members’; a system of shared meaning.” A dominant culture expresses the core values that are shared by a majority of the organization’s members. In a strong culture the core values are intensely held and widely shared.

You need to choose an employer whose culture is compatible with your values and one in which you’ll feel comfortable. Here is a list of things that you can do to assess an organization’s culture.

• Observe the physical surroundings, including office furnishings, clothing worn by employees and hair length.

• Who did you meet and who do you think has input into the hiring decision?

• What is the style of the people you met? Is it casual or formal?

• Does the organization have formal rules and procedures printed in a policy manual? If so, how detailed are these policies?

• Ask questions such as, what is the background of the founders and current senior managers? What are their functional areas? Were they hired from within or outside of the firm?

• How do they integrate new employees into the organization?

• How does the person you would be reporting to define his or her job success?

• How do they define fairness in term of reward allocations?

• Who is on the “fast track” at the organization and what has put them there?

• Who is considered to be a deviant in the organization and how has the organization responded to this person?

• Can you describe a decision made here that was well received and one that didn’t work out? What were the consequences for the decision-maker?

• Can you describe a crisis or critical event that recently occurred in an organization? How did top management respond and what was learned from this experience?

Coping and Recovering from Burnout

2010-07-27T10:32:00.000-07:00

Coping Strategies

If you think you are suffering from burnout, create a plan to nurse yourself back to health. The following lists contain steps you can take to get rest and relief from the constant stress that results in burnout.

At work:
• Take it slower, take breaks from work. Leave work a little earlier.
• Don't strive for perfection, but for "good enough."
• Use support services effectively and delegate when possible.
• Try to keep to a regular schedule, and don't be constantly available to clients.
• Don't take work home with you.
• Reduce your commuting time and leave the driving to others by taking public transportation when possible. This also has the positive affect of reducing air pollution.
• Take regular vacations from work. Long weekends once a quarter are good ways to avoid burnout without taking off long stretches of time. Don't take work with you or check voice mail messages or e-mail when you are away.
• If you are unhappy with your job, determine what changes are needed and develop an action plan.
• Connect with nature daily- take a walk; eat your lunch outside in nice weather.

At home:
• Try to get 8 hours of sleep a night. We are a sleep-deprived society and this lack of sleep contributes to accidents, low productivity and mistakes.
• Get help with chores. Hire a housekeeper and someone to do yard work.
• Don't be a perfectionist who strives for the Martha Stewart/Better Homes and Gardens look. You don't have to be a gourmet cook and live in a designer showplace to be happy.
• Organize your household so the burdens are spread around.
• Eat healthy - three small meals every day, including fruits and vegetables, and healthy snacks. Drink planty of water. Eliminate or reduce your caffeine intake.
• Exercise regularly- aerobic exercise is a great stress release.
• Get help with childcare.
• Practice simple living techniques.
• Live under your means.
• Pay off your debt.
• Reduce your tendency toward consumerism. Buy only what your need or cannot live without. This will reduce trips to the store and save you money.
• Meditate.
• Practice yoga or other relaxation techniques.
• Listen to relaxation tapes.
• Play with your children and pets. They tend to center us and get us in touch with what's important in life.
• Keep a journal.
• Listen to music. Spend no more than one hour a day watching TV or surfing the internet.
• Massages are also great ways to relax.
• Take Hot Baths with lavender essential oil.
• Practice your faith/pray.

Are You Burned-Out?

2010-06-30T07:34:00.000-07:00

What is burnout? And how do you know if you're suffering from it?

Burnout is defined as the various physical, emotional and mental reactions caused by repeated stress.

"In order to burn out, a person needs to have been on fire at one time."

Ayala Pines

Effects of Stress

The negative affects of stress are documented by research studies. Prolonged, unrelenting stress can produce psychological and physiological consequences including:
Anxiety
Depression
Hypertension
Impaired Immune System Functioning
Increased risk of coronary heart disease and cancer

Who is at Risk?

Corporate downsizing has placed increased responsibilities on those who survive, adding more pressure and longer hours. Small business owners are at risk since there are fewer people to do all the work. Therapists, lawyers, health care professionals and others in the various service professions are traditionally at risk for job burnout. Also at risk are executives, and others who work long hours or get little fulfillment from their work.

With a greater percentage of single parent families and longer workweeks, more people today suffer from burnout. Single working parents are often stressed from the pressures of working the equivalent of two full-time jobs.

Certain personality characteristics often make some people more susceptible for burnout. These include perfectionism, idealism and workaholism. People with these characteristics sometimes have difficulty delegating and frequently feel that there is too much work for them to do. Service professionals can suffer from not setting limits with work hours and availability to clients, and from taking work home with them.

Symptoms of Burnout

How can you tell if your are suffering from burnout? If you are experiencing three or more of the following, you probably are.
Feeling overwhelmed
Having trouble making decisions
Short-tempered
Low energy-tired all the time
Loss of enthusiasm for work
Increase in use of cigarettes, alcohol and caffeine
Moodiness and irritability
Insomnia
Depression

If you think you are suffering from burnout, first determine if the main source of the stress is coming from work. Could it also be your home environment, family demands, your health, a relationship, or a combination of some of these? To gain clarity, keep a journal. Write down your thoughts daily.

Next Time:
Coping and Recovering from Burnout.

HR Can Help Your Career

2010-05-24T11:38:00.000-07:00

Employees often view HR departments as where to go to get a form or a question answered about benefits.
By HR can actually help you develop your career by:

Providing suggestions of how to make contacts with those in the organization who may help you advance your career
Supply ideas of alternate career paths when one road is blocked
Offer opportunites for coaching and mentoring
Be an avenue to showcase your accomplishments and how you have contributed to the organization
Mediate issues betweeen you and your manager

Is HR Your Advocate?

2010-05-09T16:37:00.000-07:00

I often encourage my clients to go to HR for help, even when the company has hired me to work with an individual in either a performance improvement, leadership development or outplacement role. But HR's first allegiance is to the organization, not the employee.

HR can advocate for the employee by providing management training on conducting performance reviews and developing employees. But it is the responsibility of HR to help protect the organization from potential lawsuits, and to enforce directives from the management team.

A properly trained HR manager can be an advocate for both the organization and the employee when it comes to treating employees fairly and with due process, and helping managers to make selection and retention decisions that are in the best interests of the organization. At their best, they can function as both consultant and mediator, and can be a valuable asset for both the employee and the organization in how to effectively implement any organizational change initiative.

Reorganization

2010-04-26T10:26:00.000-07:00

The only thing we can count on today is change. Our workforces are constantly evolving. People leave our organizations voluntarily, they are let go based on poor performance, they are no longer a good fit based on the needs of the job and the organization, or perhaps they are not representative of the population served.

Whenever this happens, it is the right opportunity to evalute the department needs and stragically hire for the current and future needs of the organization. Letting someone go in the face of a reorganization is difficult for even the toughest individual, but holding on to a poorly performing or ineffective employee hurts morale and hampers organizational effectiveness.

Employment Leading Indicators for February

2010-02-05T10:35:00.000-08:00

Acording to the Society of Human Resource Management's (SHRM) Leading Indicators of National Employment's (LINE) Report, manufacturers and service-sector companies plan to increase hiring in February compared with the previous year. Few employers in both sectors reported increased recruiting difficulty in January, but it has become more challenging compared with a year ago. There were mixed results for new-hire compensation in January. While fewer service-sector companies increased new-hire compensation, the rate rose on an annual basis for the first time since September 2008 in the manufacturing sector.The LINE Employment Report examines four key areas: employers’ hiring expectations, new-hire compensation, difficulty in recruiting top-level talent and job vacancies. It is based on a monthly survey of private-sector human resource professionals at more than 500 manufacturing and 500 service-sector companies.Together, these two sectors employ more than 90 percent of the nation’s private-sector workers.

What's Next for Hiring in 2010?

2010-02-01T13:24:00.000-08:00

According to Workplace Visions, a publication of the Society of Human Resource Management, hiring expectations for the manufacturing and service sectors for Janaury 2010 surpassed hiring expectations for the same period in 2009. 39% of survey respondents were somewhat optimistic about job growth in Q1 2010, although 25% were somewhat pessimistic.

Hiring fell 30% from 2006-2008, and employee turnover dropped from 16% in 2007 to 8% in 2009.
As the recovery continues, turnover is expected to increase as high performers leave those organizations whose financial difficulties prompted a company response. To keep high performers, companies are exploring ways to increase employee engagement by offering higher salaries and bonuses with higher payouts. Particulary vulnerable are those companies that have had multiple layoffs. With higher workloads, those workers experiencing burnout may seek employment with companies that have not been hit as hard financially.

SPHR Certification

2009-12-22T09:59:00.000-08:00

Debbie Brown, MBA, MSW Earns Certification as a Senior Professoinal in Human Resources

Atlanta, GA December 22, 2009 -- Debbie Brown, President of D&B Consulting, Inc. a human resource and career management consulting firm, recently earned certification as a Senior Professional in Human Resources (SPHR).

The certification, awarded by the HR Certification Institute, signifies that Debbie possesses the theoretical knowledge and practical experience in human resource management necessary to pass a rigorous examination demonstrating a mastery of the body of knowledge in the field.

"Certification as a human resource professional clearly demonstrates a commitment to personal excellence and to the human resource profession," said Mary Power, CAE, Executive Director of the HR Certification Institute.

To become certified, an applicant must pass a comprehensive examination and demonstrate a strong background of professional human resource experience.

The HR Certification Institute is the credentialing body for human resource professionals and is affiliated with the Society for Human Resource Management (SHRM), the world's largest organization dedicated exclusively to the human resource profession. The Institute's purpose is to promote the establishment of professional standards and to recognize professionals who meet those standards.

Leading Indicators of National Employment Report

2009-11-10T07:25:00.000-08:00

From The SHRM ( Society of Human Resource Management) Leading Indicators of National Employment Report

Employment Expectations for Manufacturing and Service Sectors

Hiring will surpass layoffs in November in both the manufacturing and service sectors. +15.3 for manufacturing and for +5.9 for service

Recruiting Difficulty for Manufacturing and Service Sectors

In October, both sectors reported increased recruiting difficulty for highly qualified employees for the first time since January 2007. +2.8 for manufacturing and +13.0 for service.

Career Planning

2009-10-22T09:51:00.000-07:00

In the last entry we talked about Strategic Career Planning.

Once you have determined where you want to go by completing a strategic career plan, you need to go through several steps. The first is to do a thorough assessment which identifies where you are now: your skills, talents, abilities, knowledge, values, and lifestyle.

You can start with some standardized assessments ( MBTI, Strong Interest Inventory, CPI 260,) and other career assessment tools. A career coach can help with the assessment process, since this person can provide the expertise as well as the objective feedback.

However, it is not just about what you do well, but what you want to pursue at this time in your life. It is a complex process, particularly if you are working in an established career. As we get older, our priorities often shift. We may want to focus on areas that are underdeveloped and take a different direction with our careers.

If you want to stay with your organization, you should match your abilities, skills, and knowledge with the needs of the organization. Talk with your manager to develop a career path based on the future needs of the organization. If you can identify a specific career path, you can create a plan, with your manger, to develop the skills and knowledge needed to be hired in that posiiton.

But the first step is to create that strategic career plan. Many people do not want to spend the time to go through that process, and later find that they have repeatedly taken whatever job comes along, and therefore have others direct their career path. Take some time to plan and you will soon reap the benefits.

Do You Have a Strategic Career Plan?

2009-10-08T08:02:00.000-07:00

As managers and executives, we know the importance of a strategic plan for our organizations. But how many of us have a strategic plan for our careers? I find many of my clients want to bypass this critical step in their career development.  If you don't know where you want to go, you run the risk of ending up in a career path that does not work for you.

Strategy Formulation

The first step in the planning process is to define your vision and mission statements.
The vision is the image you have of the career you desire.
The misson specifies how you will  pursue your vision.

If you want to run a small company, what kinds of experiences and skills do you need to meet that goal?

The next step is to define your values, and how those relate to how you develop your career.  What kinds of organizations  offer the culture that fits with your value system?

Strategy Development.

The first step in strategy development is to conduct a SWOT analysis. Evaluate your strengths and weakness, and the opportunites and threats that exist in the external evironnment. Perhaps you do not have the right educational background, skills or experience. What are the oportunties for the future, and what are the challenges you face to beat the competition for these jobs?

Establish long-term objectives. Where do you want to be in three-five years? What strategies will you use to achieve those objectives. Perhaps you will get an advanced degree or get a job where you will develop some new skills.

Strategy Implementation

Establish short term objectives. Perhaps you need to reveiw educational programs and companies  where you might be able to get the experience and develop the skills for a high level executive job. What is your action plan and how will you allocate your resources?

Strategy Evaluation

This is a dynamic proceess that requires continuous review and adjustments. Changes in one process may necessiate changes in other areas. You should review your plan periodiclly and make adjustments as necessary.

Setting Goals

2009-09-16T08:05:00.000-07:00

As I approached graduation from college many years ago, I wrote a poem for a rhetoric class. It's about goal setting. Although I wrote it so long ago, the sentiment applies today. Let me know your thoughts.

My Brook and I

Debbie Brown, MBA, MSW

I remember the brook

streaming though the woods;

spending hours around it,

building forts, wiping the mud off me with skunk cabbage.

I remember the brook on sunny days;

Water babbling over stones and rocks, pieces of wood;

making the water ripple the way it did.

I wondered what happened to the brook

traveling away from my yard.

I had a goal for my brook

to flow to the ocean...but then what?

I see goals for myself

thwarted, rearranged, fulfilled.

But the goal for my brook;

What happened to it?

Having set goals the brook and I

build toward them.

The brook unable to know...

about a pipe in the ground, a seeping marsh, a dam.

Myself not knowing the course I will follow.

Knowing what I want,

yet finding it hard to grasp.

I remember years of competition, of struggle, of acceptance.

Then discovering what is real, important;

myself, my friends, expression;

a soft kitten purring on my lap;

peace.

Being more than a doctor, a lawyer.

Knowing comfort, relaxation.

Being myself.

Approaching the completion of one goal,

I set new ones.

But fulfilling them means going away, sorrow.

Like the brook moves on, streams to the river...

the ocean.

Saying goodbye to familiar things,

friends.

Facing a reoccurrence of similar past memories,

painful.

I know a word...self-fulfillment.

Being vulnerable, can I take chances?

Being strong, grinding ahead through disappointments.

Being weak, letting go of crippled goals.

Like a brook who misses the river,

finding another happiness.

Being motivated, seeking what I am after,

But not too aggressive.

Being easy, tension-free.

Making it through the insecurity

Like cool water in a brook;

not knowing what will come.

Traveling through the seasons of time.

Molding myself to the environment like the brook

makes its path through nature.

Sliding over any obstacles

the brook continues over rocks, pieces of wood.

Freezing in the rough, cold spots;

melting in the warm.

Praying for a map free of dams to follow

in a steady, unchartered progression.

My brook and I.

For more thoughts on setting goals, click here to read an article from my web site:
Career Goals and Stress: How to Achieve Goals and Maintain Your Sanity

Conquering Resistance and Procrastination

2009-09-09T12:30:00.000-07:00

“Resistance is the force that keeps us from taking positive action, choosing comfort and safety over challenge and growth.”

From my company web site: http://www.dandbconsulting.com/.

Many of us have difficulty doing what we should do rather than what we want to do. I have spent countless hours strategizing with clients on how to overcome their resistance to taking the positive action needed to move them forward. It helps to be highly motivated with a strong desire to achieve. But for the rest of us, grinding ahead through disappointments and navigating unchartered territory is a daily challenge.

You can work to conquer resistance by practicing the completion of small tasks that are uncomfortable for you. In that way you gradually develop the discipline and courage to complete the tasks that are critical to your success.

Motivation

I recently read a newspaper article about an author who has published two novels. He said that he is not sure how he was able to complete both books, but credited his family as his motivation to stay focused. It helps if all of us can reach deep down to find the motivating factor that can drive us forward.

Focus on Results

Focusing on results also helps, but you need specific guidelines, structure and accountability.

Get a Plan

It is very important that you have a comprehensive plan.

•What is it going to take to achieve your goals? Break down the process into parts.
•Determine priorities.
•Set goals and objectives with timelines and make a commitment to meet those timelines. The timelines then become self-imposed deadlines for task completion.
•If there are things that are particularly difficult for you, do them first thing in the morning. Resistance builds up as the day goes on.
•Set both daily and weekly goals for task completion that are challenging yet achievable.
•Make a commitment to yourself that you will complete all of items on your to do list every day.
•Work with someone for accountability. It can be a friend, partner, colleague or a coach.
•Keep a "stream of consciousness" daily journal, three pages in length, first thing in the morning. It will help to write about your frustrations and acknowledge successes.
•Allow yourself to celebrate small achievements!

“Procrastination is like a credit card:
it's a lot of fun until you get the bill."

Christopher Parker

2009-08-31T09:54:00.000-07:00

Addressing Resistance to Change

As a career consultant for the past 16 years, I listen to some clients express their desire for a “secure’ job with a “secure” organization. But an organization that doesn’t change is not going to survive, and there is no job security in the workplace.

There are three drivers of change in organizations: People, Technology and Information. These drivers constantly impact each other.

When your main motivator is to find a job with a good salary and benefits with an organization that will take care of you, you are not focusing on what you need to compete in today’s job market. It is not the organization’s role to take care of you; it is your role to help grow the organization, no matter what your functional area. Organizations do not exist to take care of employees. This is a critical lesson is today’s tight job market.

In order to survive in an organization experiencing change, you need to change with the pace of the organization. Individual resistance to change can sideline your career.

What you can do:

1. Get comfortable with change and accept it as new challenge.

2. Understand that the company will not make things easier for you, or relieve your stress.

3. Accept the change and move on. Whining and self-pity will only make your job more difficult.

4. Figure out how the game has changed and how priorities have shifted. Decide which aspects of your job requite your immediate focus.

5. Remember that low-stress organizations don’t exist. If they seem low stress it is only a temporary situation.

6. Don’t expend energy trying to influence matters that are beyond your influence. If they wanted your opinion, they would have asked for it.

7. Keep up with the pace of change.

8. Re-engineer your job and get rid of expendable activities.

9. Put your faith in action and maximize your productivity.

10. “Pick battles big enough to matter and small enough to win.”
Jonathan Kozol

11. Learn to live with and appreciate uncertainty.

12. Stretch yourself to learn new skills and take on new assignments
New skills and accomplishments are resume builders. The road to a continuous, uninterrupted work history is having updated, marketable skills.

13. Practice extreme self-care.
Exercise, meditate, connect with nature, sleep more, eat nutritious food, play, simplify your life.

I challenge everyone to consider the changes you are experiencing in your job and organization, and identify one thing you can do differently that will make a difference.

Debbie Brown