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Posts Tagged ‘company culture’
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
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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
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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 »
Monday, June 20th, 2011
The ACG Cincinnati’s 2011 CEO Focus event - Dave Dillon, CEO of The Kroger Company, spoke on “Lessons Learned via Organic Growth and Acquisitions”
This event was absolutely fantastic, like all ACG events, and after this event I feel inspired to share my key takeaways with you.
The choices you make will create your strategy:
- Customer First Strategy – make sense to the customers vs. trying to make sense of what you are you doing internally that you want to sell or provide to them
- Centralize but listen to the field – “we have learned that the consumers, field operations and team members tell us what we should be doing”
- Adopt values that you truly live out – values that are core to your organization and yourself.
- “If we are not improving we are dead – life will pass us right by!” Dave Dillon provided a golf story that gives a great real life example of this quote. In 1980 the longest average driving distance in golf was 274.3 yards. Today the longest average driving distance is 317.2 yards by J.B. Holmes. The top 182 golfers on the PGA tour now have an average of at least 270.3.
- “The difference between success and failure is not much”
- Develop a culture of feedback
Ask your customers: feedback provides you the best route for growth.
Ask others: employees and customers – how you come across and where you can improve.
Give all of those around you the open opportunity to share with you how you make them feel
“Focus is important but it is how you come across that makes a long-term impact” ~Dave Dillon
The two most important learning’s from living out Kroger’s values are:
- When you start caring about values centered leadership vs. making money you will see tremendous transformation that will impact your brand(s), customer loyalty and internal & external customers
- “Diversity – We take this very seriously within Kroger and for our customers.” The more Kroger focuses on diversity the more impact they are making on the lives of others which in turn has generated substantial loyalty, revenue and growth.
Joint ventures have added tremendous value to Krogers strategy and their customer’s experience – including dunnhumby and US Bank.
When Kroger acquires other companies through mergers and acquisitions (M&A):
- Kroger acquires strategically and does not chase a deal
- Kroger does not buy fixer-uppers but well run organizations with solid leadership is what attracts them
- Kroger has flexibility when doing a deal – they listen to the other parties side and strive to have a win-win relationship as their goal is to have the existing leadership team in place and keep them in place when the acquisition is complete
- Kroger provides opportunities to receive feedback
- Measure short-term and long-term risk against consequences and impact
- Create strategy around anticipated changes in customer base
- Dillons out of Kansas City and Kroger only bought/buy winners.
- Mergers and new endeavors help your company but do not rely on them to reach your immediate year profitability goals
Quotes from Dave Dillon, CEO of The Kroger Company, at the ACG Cincinnati CEO Focus event:
“Be authentic – genuinely take an interest in the people around you and those you either employ or those you serve.” ~ Dave Dillon
“Small Details Matter” ~ Dave Dillon
“Always ask your customers, consumers what matters to them – make feedback a daily part of your culture” ~ Dave Dillon
“I have learned the most in life by asking others how I come across and providing a culture that people openly share this with me” ~ Dave Dillon
“Take pride in your job – Embrace it and Value it” ~Dave Dillon
Interested in learning more about ACG of Cincinnati or ACG Global? Visit the websites, leave a comment here or message me. I am happy to help you get connected!
Centennial is engaged with ACG as it focuses on assisting organizations who are experiencing change and growth – both organically and through mergers and acquisitions.
~Mike Sipple Jr, Vice President – Executive Recruiter / Talent Aquisition Expert / Business Advisor
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Tags: ACG, acquisitions, Association for Corporate Growth, authentic leadership, CEO, company culture, company strategy, Dave Dillon, Kroger, Leadership, leadership motivation, private equity, strategic planning, The Kroger Company
Posted in Communication, Corporate Culture, Employee Engagement, Employee Retention, Employment Brand, Leadership, Leadership Events & Networking Opportunities, Motivation & Inspiration, Networking & Connecting | No Comments »
Friday, May 21st, 2010
 T.J. Bugg’s thoughts on how to attract the ‘right’ talent to your organization:
“You have to create a work environment where people want to be. This doesn’t mean you work thirty hours a week and make better money than anyone. What is does mean is that you understand who you are and what kind of people will be successful there.
Each company is unique and sometimes they’re even unique down to the department-level of the company. You must understand what that culture is and why someone would value working within that culture. Different people value different things. You have to find out what they enjoy and what they can tolerate to be sure there’s a good fit.”
Check out more thoughts and advice from T.J. Bugg
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Tags: attracting talent, company culture, Corporate Culture, employment brand, hiring, recruiting, talent
Posted in Corporate Culture, Employee Engagement, Employment Brand, Hiring & Recruiting, Recruiting & Executive Search | No Comments »
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