Centennial, Inc. has had the honor of being a part of this can’t miss simulcast for many years. It will be a day for leaders to be encouraged and inspired. Join Us for the 2012 Chick-Fil-A Leadercast – Northern Kentucky and Greater Cincinnati, OH
May 4th. One day. Choose to be there. And bring your friends and colleagues.
The choices you make define the leader you become. And the choices you make are not just about you. They’re about the positive impact you can have on your organization, your community, and beyond. Our world needs everyday leaders who will choose to make it a better place. That’s what Chick-fil-A Leadercast 2012 is all about.
What’s happening
On May 4th, 2012, you will be empowered with life-changing insights from world-renowned leaders. This one-of-a-kind event will be broadcast live from Atlanta and simulcast into communities across the globe. Join more than 125,000 leaders from around the world and begin making choices that matter.
What to expect
You can expect to be challenged. Inspired. Encouraged. You will learn how to improve your own leadership skills and also have the opportunity to network with other leaders in your area. You will see just how far your own choices could take you.
What to do now
Plan now to attend, host, sponsor, and/or volunteer for Chick-fil-A Leadercast in your local area. Now in it’s 12th year, Chick-fil-A Leadercast has become the can’t-miss leader development event for everyday leaders like you.
May 4th. One day. Choose to be there. And bring your friends and colleagues. It’s one of the best choices you will ever make.
“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!
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
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.
2010 has been a tremendous year for Centennial, Inc. Not only is business thriving with the upward trending of the economy, but we have been honored with two very prominent awards in the midst of our activity. We are deeply grateful for the recognition and confirmation of our efforts and relationships.
In August, Centennial was named a 2010 Tri-State Family Business of the Year (24-49 years in business) by the Goering Center for Family and Private Business. Read more here…
With October came the announcement that Centennial, Inc. was named a winner of the Better Business Bureau’s 2010 Torch Award for Marketplace Ethics. Read more here…
“It’s an honor to be among a class of organizations that truly have values and mission to make a positive ethical difference,” said Mike Sipple, Jr. “It’s a class of organizations who seek to do the right thing first and who can be trusted to represent true marketplace integrity with their clients, and in their relationships and community.”
“We always give our best, because we value our clients and we’re passionate about what we do,” added Mike Sipple, Sr. “It’s very exciting and humbling all at the same time to be honored by the business community with these awards. All of us at Centennial just look forward to giving back and paying it forward as we help other businesses grow, succeed and equip great leaders.”
June 4th 2010 was Mike Sipple Sr., President, and Centennial’s 35th Anniversary! On a day of celebration Mike Sr. wanted to share feedback to a question that regularly comes up with client companies. This is the area of engaging and on-boarding talent…it happens to be an area that he has been personally passionate about since 1975!
The question he often asks leaders is, “Once you get the right talent and leadership on-board what do you do next?”
Too many executives and business owners look back at him and say, “I do not know – I just want to get them on our team.”
When asked this recently he shared, “If you’re already being proactive with recruiting, in terms of attracting talent into your doors, I would suggest you consider the next steps in the process, which many companies tend to forget (but they are, indeed, part of the recruitment process!)
1. I would recommend you do a culture survey. Find out what people think internally. Many companies can attract “A” talent, but they can’t retain them. It’s critical to find out why you’re either able to keep talent or why you lose them. You need to get the ideas and opinions from people on the inside who know these answers.
2. You should be intentional about putting your best foot forward and being proactive – not reactive – in the process. Many companies forget that the “attracting” process still needs to continue after a candidate is in the process. If you like a candidate, you need to have what I call “your selling and attracting shoes” on.
3. You need to develop formal processes to keep the attraction process continuing without unnecessary delays. Internal delays can keep a process from moving forward. Unfortunately, the “A” talent may have multiple offers and opportunity with the ability to choose from the best.
4. You need to be sure what you promise in the recruitment process is what’s being delivered to the new employee. Recruiting and attracting talent continues during the on-boarding process and should be a key part of new job assimilation for three to six months to be sure the transition is smooth. So many companies lose people within the first six months, and it’s often due to un-kept promises or surprises.
5. There needs to be a process for on-boarding that follows people through these early phases of their employment and ensures that they’re feeling good about their decision. This should include that all expectations are being met from both sides. This is the time to lay a solid foundation of trust, communication and engagement.”
We encourage you to provide your thoughts and feedback with on-boarding/assimilation.
What have you have seen or experienced that makes a difference?
Let’s ensure we don’t just hire talent but engage and retain those we worked so hard to identify and recruit!
