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Posts Tagged ‘employee engagement’
Sunday, April 22nd, 2012
  Jim Schwab Come learn from a multi-faceted, seasoned leader who has made an impact in multiple arenas and invested in the lives of many on their journey through career transition, by weaving a successful portfolio of both corporate leadership and non-profit engagement. This event is hosted on Wednesday, May 2nd 2012
Mr. Schwab serves as President/CEO of two philanthropic organizations: The Health Foundation of Greater Cincinnati, a 501 (c)(4), independent foundation whose mission is to improve the health of the people of the Cincinnati region; and InterAct for Change, a 501 (c) (3) public charity whose mission is to inspire, lead and support active philanthropy.
Jim and his wife are two of the most engaged philanthropists in our region serving on many boards, while volunteering their time, talent and treasure to better our community.
Prior to joining The Health Foundation, he served as the President of Cincinnati Market at U.S. Bank (Cincinnati, OH). A lifelong Cincinnati resident and UC graduate, Jim’s 41-year career spans a broad range of markets, from being Chairman & CEO of Xtek Inc. (a metals technology and manufacturing firm in Cincinnati) to holding high level management and finance positions with Penn Central Corp., General Cable Corp., and Corporex Cos. Inc.
More about our speaker, Mr. Jim Schwab and The Health Foundation of Greater Cincinnati
Click here for more information
Centennial hosts and sponsors events to educate, encourage and inspire leaders and client companies. The way we accomplish this is through ExecuNet, Financial Executive Networking Group (FENG), and a variety of other sponsorship’s & co-sponsorship’s.
ExecuNet networking meetings focus solely on topics related to career development, management, search, leadership, growth and the opportunities in entrepreneurism or corporate business.
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Tags: career search, cincinnati, employee engagement, employee retention, execunet, executive career coaching, health foundation, james schwab, jim schwab, Leadership, leadership events, non profit involvement, return on involvement, us bank
Posted in Career Coaching, Employee Engagement, Employee Retention, Leadership, Leadership Events & Networking Opportunities, Motivation & Inspiration, Networking & Connecting | No 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
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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 »
Monday, June 14th, 2010
When asked about leadership challenges in today’s ever-changing marketplace, Mike Sipple Jr’s first comment is, “CHANGE is the new NORMAL!”
During a recent discussion about leadership and talent challenges, Jr. shared his perspective…
- Employee engagement. Everyone is talking about it…very few are taking action. Leaders need to ensure their best people are highly engaged and have a sense of security, ownership, camaraderie and excitement for what their organization is about and the impact they are making. Today too many leaders have one foot in and one foot out of the proverbial revolving door. If leaders can get their employees truly engaged and ignite passion by involving them in the business and nurturing relationships both professionally and personally, it will help minimize disengagement and the revolving door syndrome.
- Dealing with the uncertainty and communication. Leaders need to have clear and concise communication to build trust and engage and motivate their employees, yet so few do this as they may not be 100% certain about the details. We encourage our clients to communicate versus leaving their leaders in the blind. By maintaining a high level of commitment to communicate, they create more security, resulting in higher levels of trust for employees. As Stephen M.R. Covey states in his book Speed of Trust: ”…trust is the one thing that changes everything. You want to make an impact on your organization and the leaders who run it….focus on building trust.”
- Leaders need to look at and consider new ways of doing things. They should ask, Who are we? Who do we sell to? What should we focus on? They may need to look at distribution channels, sales channels, client diversification and more. It’s possible that changes need to be made – perhaps changing the mix of product/service offerings, remaining with core expertise, forming alliances with other companies to outsource/partner to deliver the best quality and value to clients. Strengths should be considered and creatively leverage.
What do you see as the major challenges facing leaders today?
I invite you to share your thoughts and comments with us…
Mike Sipple Jr. is Vice President of Centennial, Inc., an executive recruiting, talent strategy and career coaching firm. Mike is passionate about attracting, recruiting, developing, engaging and retaining top talent for changing and growing organizations. As a second generation recruiting executive this business is thought to be a calling!
Learn more about Mike and his organization by visiting visit www.centennialinc.com.
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Tags: employee engagement, employment brand, innovation, Leadership, recruiting, talent engagement
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Leadership, Social Media, Succession Planning | 1 Comment »
Friday, June 4th, 2010
 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!
Warmest Regards,
Mike Sipple, Sr.
President
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Tags: annual reviews, assimilation, attract, attracting talent, best places to work, Corporate Culture, employee engagement, employee retention, employee reviews, engage, engaging employees, job anniversary, new job assimilation, on-boarding, on-boarding talent, onboarding, onboarding new employees, onboarding talent, recruit, retain, retaining talent, retention, talent attraction, top company culture, top places to work
Posted in Employee Engagement, Employee Retention, Employment Brand, Hiring & Recruiting, Interviewing, Leadership, Motivation & Inspiration, Networking & Connecting, Recruiting & Executive Search, Succession Planning | No Comments »
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