Integrated Talent Solutions

GOT EMPLOYEE ENGAGEMENT? CRITICAL STEPS IN ESTABLISHING A MENTORING PROGRAM

Wed, 06 May 2020 14:35:14 +0000

In previous posts, we’ve established that employee engagement is one of the markers of a healthy and successful workplace. But companies need to be intentional in their approach when developing them. Following are some critical steps in establishing a mentoring program:

Start small—with a pilot
Many companies don’t get it right on the first try—and that’s OK. The temptation to go big or home isn’t productive. It’s really more practical to go into with an open mind. Test the program out on a small sample population and iron out any kinks if necessary. Start small but dream big.

Make a match
As is best practice, matches should be hand-picked based on skill set and desired outcomes. If resources allow, then investment in technology can be made at a later point. Although it’s important that the duo gets along, they do not need to be two peas in a pod for the outcome to be successful.

Keep the tracking simple
There is a tendency by some managers to add too many layers of bureaucracy in tracking the match, which can be detrimental to the mentor who has other things on their plate. When monitoring, keep in mind two basics:

Maintain confidentiality
The mentee should set goals

Set clear guidelines
There should be very clear guidelines about the interworking of the mentoring programs, including the length and frequency of sessions and duration. It’s also important to have a mediation process if something goes awry.

If you’re looking for some guidance on this subject, I invite you to join me at a workshop “Business Mentoring Fuels Success,” at The NIIC March 28 8-9:30 a.m.. At the end of this crash course you’ll be able to:

Identify what makes mentoring valuable to the entrepreneur
Outline where value could be derived by entrepreneur
Apply tactics to assess/measure value in the mentoring relationship.

Registration is required. Visit https://theniic.org/our-events for details.

WHAT YOU SHOULD KNOW ABOUT EXECUTIVE PRESENCE

Wed, 06 May 2020 14:24:21 +0000

Have you ever met someone who “owned the room,” as they say? That’s called presence. In that same vein, executive presence is a means to make a statement. It’s more than the physical, but includes how you speak as well as your mannerisms. After all, people make assumptions about you before you even open your mouth. Effective leaders know the importance of presence and use it to their advantage.

But why does executive presence matter? For one, if you have a solid presence, people will feel good about their interactions with you and likely take with them a favorable opinion. Like a lot of things in life, people aren’t naturally born with it. Anyone can learn executive presence. It’s a matter of putting in the time and working on maximizing strengths and minimaxing weaknesses.

Here are a few ways to affect executive presence in a wide variety of professional settings:

Handle what you can, but delegate when necessary. The most effective leaders know their limitations and aren’t afraid to ask for help or lean on others when necessary. They know that trying to do everything well only results in failure.
Be mindful of your non-verbal communication. Do you look people in the eye during conversation? Do you come across as warm? Do you give people your undivided attention? Are you sincere in your communication? Have you mastered the art of a firm handshake? All of these things matter and affect reputation.
Dress for success. That means choosing the right clothes for the occasion. Casual Friday attire is not appropriate for a high-stakes client meeting. If you consistently dress too informal, in time people will start to make unflattering assumptions about you that won’t help your cause.
Consider your point(s) of difference. What is it that makes you special and how do you flaunt it? Maybe you’re a fabulous baker or you’re great at fixing things. Blog about it or even teach classes in your free time. While it may not be related to your career, sharing your skills and talent with others helps you build a network, assume a leadership role, and unlock opportunities that might not otherwise be possible.

It’s important to know that all of us feel like imposters at one time or another. There is such thing as “faking it ’til you make it.” Having executive presence is about instilling confidence in people that you can handle things even if that makes reaching out to others for support.

Written By Toni Widman

ELEMENTS OF CHAMPIONING WOMEN IN BUSINESS: SHAPING DIVERSITY & BIAS THROUGH MENTORSHIP

Wed, 06 May 2020 14:19:31 +0000

Thank you Indiana Bankers Association for inviting us to speak at the Inaugural Banking on Women Conference! We are happy to support the development of women in banking. If you would like to go over your assessment from the conference, please fill out the form below for a FREE 30 minute debrief.

About The Conference:

Devoted to the development of Indiana women in banking. The Inaugural Banking on Women Conference is your opportunity to unlock your potential, build confidence and help you chart a course so you can own your future! This conference, where women take the lead, encourages professional development and leadership in your bank while also promoting the importance of fostering relationships and inspiring women to reach their career goals and aspirations. Our powerhouse speakers will help you advance your decision making and negotiating processes and teach you how to deliver and apply these insights to benefit your future and your financial institution’s future.

The event will benefit all levels of staff from any financial institutions or financial services provider interested in enhancement and career growth of women in Indiana. This conference will give you the opportunity to network with other professional women and discuss similar challenges and solutions.

A GREAT YEAR STARTS WITH THESE 4 THINGS

Wed, 06 May 2020 14:17:23 +0000

The good news about a new year is the fresh start it brings. If you didn’t slay in 2017, you may need to spend more time in prioritizing goals. Here are four things leaders can do to relish success in 2018 and beyond:

Embrace the power of “no.” Just because an opportunity is there doesn’t mean it will serve you. Sometimes saying “no” means saying “yes” to better things to come. You can’t be everything to everyone. The most effective people know how to manage their time and energy to avoid burnout—even if it means disappointing people.
Work smarter not harder. More hours at the office doesn’t always translate to greater productivity. Being strategic in how you spend your time can bode great things for you and the bottom line. Techniques like blocking out time for answering emails and limiting meetings can help you get more mileage out of your day.
Hire for attitude. Skills matter but attitude can be a deal breaker on the job, which is why the vetting process is so important. Interviews can reveal different sides of a candidate. For example, next time you interview someone, ask them: “Recall a time you had to work on a team with different personalities. How did you get the job done?” or “What would you do if you ran out of time on a deadline?” Remember, you’re only as strong as your weakest employee.
Invest in your success. Behind every solid company is a solid leader. Instead of taking your company’s failures out on yourself, look inward and set a plan. Is there a seminar that may benefit you? What skills or knowledge can you gain that will help your department or organization?

The first steps to reevaluating your startup’s success involves an honest examination of the status quo. What would you like to change in 2018 and how will you get there?

Written By Toni Widman
Toni Widman is the founder and CEO of Integrated Talent Solutions, part of a family of brands offering unique solutions to organizations in Talent Acquisition and culture fit. Our unique Benchmarking process enables us to be set apart from other typical recruiting organizations. By defining expectations for job success using a data driven approach, we help companies Identify, select and develop the RIGHT Team. If you are looking for the proven path for better hiring practices, please contact us at www.integratedtalentjobs.com

JOBS IN DEMAND

Wed, 06 May 2020 14:13:34 +0000

Yes, soft skills still matter.

In today’s tech-driven economy, you might be surprised by the skill sets in demand in today’s job market.

In analyzing data from a cross-section of their 530 million members, researchers at LinkedIn formulated a list of the 20 fastest-growing emerging jobs. The rankings were determined by the number of times members listed certain job titles on their profiles from 2012 to 2017.

The results? “Machine Learning Engineer” and “Data Scientist” topped the list, with demand for these roles growing 9.8 times and 6.5 times, respectively, over this five-year period. As technology continues to dominate, this may not be a huge surprise. However, what’s encouraging for non-tech types is that the two jobs that followed required vastly different skills. “Sales Development Representative” and “Customer Success Manager,” grew by 5.7 times and 5.6 times, respectively in that 5-year period.

Yes, people skills do matter. In fact, 12/20 of those 20 jobs demand “soft” skills like “Guest Experience Associate.” The other eight jobs require specific technical backgrounds, like “Full Stack Developer.”

It’s also important to keep in mind that regardless of the nature of the job, interpersonal skills position a candidate head and shoulders over those who lack in this area. A survey of 1,600 hiring managers conducted last year by LinkedIn revealed the top skills hiring managers screen for when evaluating candidates include: adaptability; culture fit; collaboration; leadership; growth potential; and prioritization.

The takeaway here? It’s a good reminder that despite technological innovations, people skills will always be in demand. According to that report, “The ability to collaborate, be a leader, and learn from colleagues will stand out in interviews, and even more once starting a job.”

What does this mean for you? It’s about maximizing your strengths and minimizing weaknesses. Whether you are just beginning your career, looking to transition between companies or industries, or looking to make another type of major job change, our career coaches can help you develop the tools you need to market yourself well in this constantly changing and increasingly competitive environment. We use a strength-based approach to discovering, growing, and leveraging your unique skill set and talents. We can help you stand out in the sea of competition while finding an opportunity that will also achieve your goals.

WHICH ASSESSMENT PROVIDER IS RIGHT FOR YOU?

Wed, 06 May 2020 14:07:37 +0000

With a new year comes the opportunity to invest in your company and its future. Assessments are one means to that end. It can seem like a full-time job to try to evaluate each solution’s features and value props.

In the process, you can pick an assessment provider that is not the best fit for your needs. You can’t go wrong; however, if you decide what your business needs to achieve, then make the decision based on that determination.

Here are some critical categories and questions to ask:

Results

What business challenges need to be solved?
What are our specific, measurable, goals and their timelines?
How will assessments help us measure and achieve the goals?
What is our budget for implementing the assessments?
What data do we need to extract?
What will the user gain from this assessment?
How will we use assessment data?
How comprehensive do we need the assessment to be?
To which programs will this assessment be applied?
How do the assessments align with the objectives for the program?

User Experience

To which population will we target these assessments?
In which languages do we need the assessments to be available?
What reading level is required for our audience?
What do we need to measure at the individual level?
What do we want to measure at the team level?
How do we ensure privacy and appropriate use?
As each company is different, there is no one-size-fits all solution. Companies should choose the tool that work best for them and try to see the big picture.
Consistency is also key, regardless of system.

Need some help in this department? We can help make sure you have the right people in the right seats. You will be delighted with the level and quality of candidates presented, including the thoroughness of our vetting process and the detailed candidate portfolio you will receive for each interviewee. Our clients appreciate the in-depth approach that is invested on their behalf: multi-dimensional screening, leadership, behavior and personal competency assessments.

5 BAD HABITS TO KICK IN 2018

Wed, 06 May 2020 14:00:41 +0000

If there’s one universal truth in the business world, it’s that what worked for you this year won’t work necessarily work next year. It’s important then for execs (and everyone, really) to stay relevant as times change. Looking to 2018, I want to help you be successful in the year ahead. That said, here are 5 habits you should consider putting the kibosh on:

Putting off training
Training might feel like a burden on an already full plate, but that’s not the right way to look at it. Those who are the most successful know it’s an investment in a better tomorrow. Great things can happen when you invest in yourself and your team.
Acquiring knowledge for knowledge’s sake.
Content—and knowledge—is cheap. For example, you can read hundreds of articles on leadership, but instead of reading about how to improve why don’t you just do it? Practice beats theory any day.
Looking for ideas in the wrong places.
A C-suite office implies attaining a certain level of authority and knowledge—among other things. But it’s not the end- all-be-all when it comes to innovation. Executives need to listen to ideas from all levels of seniority. In other words, we need to listen everywhere. Your employees are likely the best source of feedback because they are in the trenches.
Doing more stuff.
More is not always the answer. Instead of fixating on checking off a list of tasks, focus on outcomes. Set a long-term vision and empower your team to succeed. Then give them space to do so, while offering support and guidance when needed. Micromanagement is not the answer.
Using business jargon.
Read any article in a business publication and you’ll likely come across “business speak.” Many execs are keen to adopt this language, as it’s trendy but it can actually get in the way of communication. Cut through the clutter and you’ll do everyone a favor.

What are your goals for 2018? How can I help you hit them?

Written By Toni Widman

4 WAYS TO ASK FOR A RAISE

Wed, 06 May 2020 13:57:14 +0000

It’s a simple yet sometimes hard to swallow truth: You can’t get a raise if you don’t ask for it. So how then do you ask for one?

First, it’s essential to research the industry and local market. The phrase to keep in your back pocket is market value: This is what another company would be willing to pay you to do the same job. How do you obtain this information? Job boards, Glassdoor and even recruiters are good and relevant sources. Assuming you are comparatively underpaid, present this data to your manager or human resources professional as a case for why you merit an increase.
The second (but potentially awkward) conversation relates to company value. Try to determine how much it would cost to replace you. Depending on your industry and seniority, it can cost between $2,000 – $25,000 or more to replace you. For those in sales roles or workplaces in which billable hours are the norm, it should be a more straightforward calculation. Look at how much you are bringing in for the company. Again, do the research before you present your case to your manager. More often than not your boss will consider a raise based on the cost-benefit analysis alone. It’s expensive to find (and retain) quality talent.
Amount and timing are two variables you want to keep in mind. A realistic range is a 5-10-percent increase. You are less likely to get any raise at all if you go in asking for more, but at the same time you don’t want to short-change yourself. Aim high and maybe your manager will meet you in the middle.
As for timing, research shows that the best time to ask for a raise is Friday morning, maybe around 10 am. Studies shows that people tend to be more generous in the morning before noon—and the added relief that comes from a weekend ahead of you doesn’t hurt. Your annual review is also prime time to pop the question. Chances are your boss is already looking ahead and as long as company performance was competent you are likely poised for a yes.
When all else fails, just ask! Don’t leave money on the table just because you are too timid to broach the subject. Most employees don’t know they probably have the upper hand and are more valuable to their boss than they think.

Need some help in gaining a competitive edge in the marketplace? Call on the experts. We use a strength-based approach to discovering, growing, and leveraging your unique skill set and talents. We can help you stand out in the sea of competition, while finding an opportunity that will also achieve your goals.

4 WAYS TO LOVE YOUR CAREER IN 2018

Wed, 06 May 2020 13:48:55 +0000

It’s an uncomfortable truth. Most people go through the motions at work. Consider the fact that a 2016 Society for Human Resource Management survey found that just 37 percent of employees are very satisfied with their job.

Imagine what could happen if they were inspired by their life’s work. I imagine great things could come to fruition. If you fall into the “meh” camp, you might consider these 4 ways to infuse some enthusiasm and energy into your work life:

Take inventory.
We could all stand to check in with ourselves every now and then, for both personal and professional benefits. Ask yourself: What drives you? What fuels your mind and soul? If you can manage to marry drivers or motivators with a job, I really believe you will find success, regardless of field.

Find balance and harmony.
Technology has changed expectations in the workplace. Email, text and other solutions mean we can communicate whenever and wherever. While it’s easy to be always “on,” it’s just as easy to lose a sense of balance. Set and maintain boundaries.

Be open to new ideas.
Your colleagues and mentors have wisdom and life experiences that could benefit you. Do you have an open mind? Sometimes it takes someone to challenge you to open up your eyes to new or better ways of doing things. As Frank Zappa said, “A mind is like a parachute. It doesn’t work if it is not open.”

Dream bigger.
Feeling stuck? You don’t have to be satisfied with the status quo. Whether it’s the company, position or the line of work you are in that’s got you down, remember the only thing barrier between you and change is yourself. Don’t be afraid to step out of your comfort zone and pursue something that serves you both financially and mentally.

A GUIDE TO NAVIGATING SOCIAL MEDIA FOR HR MANAGERS

Wed, 06 May 2020 13:39:51 +0000

It’s a brave new world out there when it comes to social media and HR departments. As an HR manager, you might know that your team should be involved, but you come up short when it comes to execution. The truth is that to outsiders, your social media presence is its front-facing image—and often the first point of contact with prospects. For this reason (and more), HR professionals need to take care in ensuring they are curating the best image possible.

First and foremost, it’s best practice to seek legal counsel before investing in a social media program, to avoid violating trademark law. Legal professionals can assist in the development and implementation of an online strategy that deals with issues of both protection and enforcement of trademarks.

From here, have training programs, standards and policies in place for employees, so nothing is left to chance. Employees need to have a clear understanding of how to most appropriately use social media to protect the company brand. This doesn’t end with the company’s accounts.

HR managers are best served to monitor how employees are using their personal accounts, especially when posting about the company, its leadership and fellow employees. Aside from the reputation monitoring aspect, checking in can provide insights into employee engagement, talent and potential red flags.

Speaking of engagement, there are some tried and true tips to connect with prospects and customers on a deeper level. Here are a few:

When using a company’s social media account, use pronouns such as “us,” “our,” and “we” as to foster a consistent voice.
Always provide something of value before posting. Keep overly promotional content to a minimum. Social media is a great venue for thought leadership and positioning your company as the subject-matter expert, not pushing products per se.
Never refer to a customer, client, vendor, supplier, or partner without their explicit approval. Some industries are more sensitive than others.
Give credit to other sources when posting information and never lift something. That’s plagiarism.
Make room for error. Social media is driven by people, and people aren’t perfect. Social media will be an evolving process.
Don’t let them go it alone. If you see a problem with how they are representing the company online, step in and use it as a teachable moment. Help employees understand not only the protocols, but the rationale behind them.

The bottom line? Take a proactive approach to identity in the social media realm from the outset and you’re less likely to have problems. The peace of mind is worth some work on the front end.

Written By Toni Widman