|
|
|
Archive for July, 2011
Tuesday, July 19th, 2011
Generated by: Facebook MembersThe term “divide and conquer” is used all of the time, and it is nearly always used incorrectly.
Some people believe that to divide and conquer means that leaders should spread their limited resources out widely so a large problem or initiative can be successfully addressed.
The problem with this approach is that it usually leads to failure as divided individuals encounter resistance that they cannot overcome alone.
The true meaning of “divide and conquer” is that leaders should focus the full strength of their resources on a targeted area, thus dividing the problem or opportunity into separated parts that can be more-easily conquered.
- Knowing the true definition of “divide & conquer” leads to an enormous difference in results.
- To succeed we must select the best team leader and team, give them the Technical Right To Succeed.
- Protect the leaders undiluted focus on the mission.
- Target the team’s strength to divide the problem or opportunity into manageable parts
- Then conquer those divided parts to complete the success.
We hope you enjoyed Part 1 & Part 2 of this article…now think before you invest $180,000 in your next strategic planning session!
- Are you dividing and conquering in a way that allows your organization and team to succeed?
- What have you learned about spreading responsibility across your team?
Connect with me on Twitter / LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: communications, delegation, leadership strategy, leading, strategic planning, talent resources
Posted in Communication, Employee Engagement, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | 1 Comment »
Tuesday, July 19th, 2011
 Depending on the size of your organization you may spend thousands or even millions of dollars managing the brand of your products and services.
Managing a brand is the effort of managing your unique product or service offerings, why customers should buy from you and why your consumers should trust your product to meet or exceed their expectations.
Employment branding is the perception and reality of what it is like to work and do business with your organization.
Who defines your employment brand?
Your current employees, passive and active candidates, suppliers, vendors, clients, prospects, past employees and your key stakeholders.
Your employment brand is the most critical brand you should be investing in – it is critical to winning the war on talent. We encourage you to continue investing in your employment branding if you are currently. If you are not, it is time to step up your game. What if you do not? Your competitors will be happy to attract the ‘top talent’ to their organization…
An effective employment brand will make an impact on your entire talent management process. It will assist you in attracting and recruiting key leaders to your organization. It will enable you to develop and engage your talent. It will make a significant impact on your retention efforts of the best and brightest.
“The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.” Brett Minchington
Just as you invest money to attract, recruit, engage and retain your key clients, customers and consumers you should be investing in your current and future employees.
Take the lead! Create short-and-long-term dividends by investing upfront in your employment value proposition, marketplace perceptions, and employee realities.
Is it an investment?
Absolutely – it will take time and extensive effort but it will be worth the investment! Engage your executive team, leadership team, people managers and everyone else in the organization and start leading your employment brand today.
During the journey ask great questions, be authentic and care about each and every last individual who has come in contact with your organization.
~Your Executive Search & Recruiting Adviser
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Aquisition Expert / Business Advisor
Connect with me on Twitter / LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: attracting talent, employer brand, employment brand, employment branding, engaging talent, executive recruiting, executive search, recruiting, retaining talent, talent value proposition
Posted in Communication, Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search | 2 Comments »
Tuesday, July 12th, 2011
“When does our organization’s executive search & recruiting process start?”
It’s an active process that is developing every moment of every day, as your employment brand perpetually communicates the value you are placing on:
- The values your organization lives out – not simply what is written in the lobby
- The true ‘culture fit’ of your company
- The chemistry dynamics of individuals and teams within your organization
- The probability of success
- The scope of developing, engaging and retaining the ‘best’ talent to hit your goals and objectives
- The impact an employee will experience if they accept an opportunity with your organization
- The short and long-term challenges a hired candidate will have if they accept the position
- Growth and succession planning
- Professional and personal time
- The truth – what it is really like to work at your company
- Authenticity – never before has authentic leadership and authentic culture been more important to leaders
- Passion – every “A” player wants to join a passionate team that has a consistent and constant desire to succeed!
If you believe the recruiting process starts when you or your HR department ‘finally’ get around to posting a position externally, it is time to have a crucial conversation with your leadership team, people managers and key stakeholders to discuss how you can best position your employment brand and proactively attract the right candidates to your organization.
What question should we ask to start this meeting?
Watch this video and ask your leadership team to be critical of your recruiting and hiring processes. If you want to recruit the best talent you must have a culture that attracts the best!
To Recruit Top Talent You Must Have A Culture That Attracts Leaders
~Your Executive Search & Recruiting Advisor
Mike Sipple Jr, Vice President – Executive Recruiter / Talent Acquisition Expert / Business Advisor
Connect with me on Twitter / LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: best places to work, centennial, company culture, company values, employee engagement, employment brand, executive recruiting, executive search, Inc., Leadership, mike sipple, recruiting, retention, succession, succession planning
Posted in Corporate Culture, Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Motivation & Inspiration, Recruiting & Executive Search, Succession Planning | No Comments »
Wednesday, July 6th, 2011
 Centennial, Inc. has focused on our 4C Recruiting Process for over 36 years to recruit top talent and executive talent to our client companies – which includes recruiting for character, culture, chemistry and competence. Our team knows first hand how important company culture plays into attracting, recruiting and retaining ‘Top Talent’ and we make this a priority internally as well. As the President of our organization I also consider myself to be the Chief Culture Officer…
I am writing today to share something that I hope will help you and your organization. One of the greatest business levers that has helped Centennial become a better, more effective organization has been the Cultural Audit work we have done with our business partner, Perfect 10 Corporate Cultures. They worked with our team to assess our organizational landscape, identify critical needs, and develop skills and solutions that have made Centennial a better place for our team and for our clients.
In order for us to better advise and guide our clients regarding their talent recruiting, engagement and retention strategies, we highly recommend a culture audit by Perfect 10.
 4C Recruiting Process “The only thing of real importance that leaders do is to create and manage culture.”
-Edgar Schein, Award Winning Author and Professor MIT Sloan School of Management
The Cultural Audit work helped us in many ways.
Centennial could not have achieved what we did without the Perfect 10 Culture Audit, which was central to our development.
As you know, Centennial believes deeply in the power of people and the power of an effective team, whether that’s within our own organization or in the passionate service of our clients. We aren’t perfect, but we keep getting better. Perfect 10’s Cultural Audit work has helped us tremendously by identifying our most important growth and communication needs and helping us focus our efforts. I am convinced it can help your business too.
To learn more, visit Perfect 10 Corporate Cultures, or call 513-874-4220. Share with them that Mike Sipple & the Centennial team strongly suggested call to learn more about creating and maintaining a Perfect 10 Corporate Culture.
- Organizational Performance & Culture Model
“I hope you’ll consider this as a potential business-building tool, and I wish you the very best in the process.”
Last, if you know me you know that my making this kind of endorsement is extremely rare. There’s a reason for that. I do it only because of our personal experience and conviction, and I do it only in the spirit of offering you information which I believe will add value to you and your organization.
Warmest regards,
Mike Sipple Sr.
President & Chief Culture Officer
Connect with me on LinkedIn / Website
Connect with Centennial, Inc. on Twitter / LinkedIn / Facebook
Subscribe to Centennial, Inc.’s Leadership & Talent Blog by Email
↑ Grab this Headline Animator
Tags: best places to work, company culture, corporate communications, Corporate Culture, employee retention, engagement, engaging talent, Gerry Preece, Leadership, leadership assessment, leadership recruiting, Lynne Ruhl, organizational assessment, organizational planning, organizational values, P10 Corporate Culture, perfect 10 corporate culture, retaining talent, retention, top cultures, top workplaces
Posted in Communication, Corporate Culture, Employee Engagement, Employee Retention, Leadership, Motivation & Inspiration, Succession Planning | 4 Comments »
|
|
