Think a Candidate is Lying?? Think again
April 11, 2017
We all occasionally hear interview responses that while plausible also conveniently serve the purpose of ending further probing. As we listen to these responses we may look for cues by which to better judge their veracity.
The Art of Termination Part I: The Employer
March 7, 2017
If you are saddled with the unfortunate job of terminating someone, below are a few tips on how to do it respectfully. Caveat 1: Because the termination process varies from one region to the next, much of what is written pertains to Canadian and American audiences. Caveat 2: Terminations resulting from layoffs might follow a different process; this advice is intended for terminations resulting from poor performance, and where the employee is asked to leave immediately. Caveat 3: The male pronoun is used consistently simply to alleviate the text. This article applies equally to all genders.
To All of Our Fair and Foul Weather Candidates
March 3, 2017
As headhunters we interact with two categories of candidates; those we pursue and those who pursue us. The former are often elusive, the latter not so much.
Our bread and butter is finding candidates for our clients. We scour every crevice of every database, web site, tradeshow and directory we can find for the high performing candidates most likely to thrive in the roles we are trying to fill.
The others are candidates who reach out to us. Some are individuals who maintain regular contact while others are unknown to us. More than a few are what we call our ‘foul weather friends'. These are individuals who've just remembered, after many years of not returning our calls, how much they like us, miss us, and by the way, would like our help now that they have lost their jobs.
Why Selecting Leaders Is So Difficult In Practice - Reason #8: Some Attributes Are Undervalued, Misunderstood or Hard To Weigh In Importance
January 13, 2017
I once asked a small group of executives to speculate on the most important attributes for career success. The ensuing combined list contained almost 25 different attributes including work ethic, drive, initiative, loyalty, winning attitude, conscientiousness, team-orientation, integrity, intelligence, passion, enthusiasm, commitment, integrity, judgment, courage, etc etc etc.
Why Selecting Leaders Is So Difficult In Practice - Reason #7: Companies Hide Behind Bromides
November 10, 2016
Several years ago, a major company trumpeted the hiring of its new CEO, describing the executive as "a star – unshakable, self-reliant, passionate about the big picture, a leader who really embraces change". On the same day, a second firm said of their newly hired CEO, "We set out to find a winner and we did. He will elevate our company's fortunes and take us where we need to go".
When Your Chief Information Officer SHOULD NOT be Your Chief Digital Officer
November 4, 2016
The CIOs of most organizations now wear many hats. As well as maintaining all the current applications, ensuring cyber security is up to date, and creating a store of data for the whole company to use, many are now being asked to take on the digital transformation role as well. In many situations this is quite simply the wrong move.
Why Selecting Leaders Is So Difficult In Practice - Reason #6: Executives Lack Self-Awareness
October 11, 2016
Simply stated, self-awareness matters. The more one understands their personality, decision-making style, strengths and weaknesses, what motivates them and how these combine to impact those around them, the better equipped they will be to surround themselves with complementary or compatible staff. Not inconsequentially, the better equipped one will also be to develop their career. Self-awareness however does not just happen but rather is a purposeful, iterative effort of seeking feedback, reflecting and making sense of that feedback, adjusting, taking action and starting the loop all over again. Self-awareness is not easy as it demands intellectual honesty and a rigorous commitment to seek truth and act upon it. High performers tend to be more self-aware than most. They are also, not coincidentally, more likely to have sought out the counsel of a coach and/or mentor along the way.