Bossiness, Leadership, Compassion, Strength: What does the workforce want from women?

So you’re a woman in business and you want to be a leader, but what does that really mean for your behavior? This is a question women have been asking for decades, and the latest research may be able to help answer it.

According to new psychology research, strength and "niceness" account for 90 percent of our opinion of a person. Women have been told that in the workplace these two personality attributes are opposites, but that is not the case.

Research, done by Jack Zeneger and Joseph Folkman, shows the chance of a person who is strongly disliked being considered a good leader is 1 in 2,000. This tells us if you are not perceived as a nice person initially, it will be more difficult for you to demonstrate if you have skills and strength.

The majority of leaders begin with showing strength which projects that they are dominant and overbearing, therefore untrustworthy. However, the best way to become a good and trusted leader is to begin with warmth. Warmth creates a clear path to influence. Zig Ziglar may have said it best when he said, “People don’t care how much you know until they know how much you care.”

Even with all the new research and more answers for women in the workplace, there is no hard and fast solution to finding a balance between compassion and strength. Thanks to the abundance of accessible research, women today can be more prepared and better equipped to handle all that the world of business can throw at them. The most important thing to realize is that every work environment is different and it is important to always remain true to you.


If you have any questions about how your business can help the women in your workplace succeed, or if you personally have any questions, please contact Connor|Caitlin.



www.connorcaitlin.com

The new age of the Millennial

Millennials are such a popular topic of conversation these days, so I would like to expand on our previous post from last week on Millennials. 

For those who are not a part of the millennial generation, you may have been taught early in your career that relocation would be a part of your life.  For millennials, this has not necessarily been the case.  This generation typically is one that would rather stay where they are comfortable, and where they can have a good, but maybe not great job.  However, relocation can be a possibility, even internationally, if approached the right way. 

Millennials need to feel that they aren't alone.  We are social creatures, so continuing that openness as we move to a new location is key.  Setting up lunches, after-hours activities and other outings with folks from the hiring company are just a few of the steps that need to be taken to make relocation a reality for millennials.

Putting together a relocation package, (I’m not talking just money!) could be the catalyst that helps a young professional move.  This package needs to include housing information, realtors that they can trust, things to do in the area, the best neighborhoods near the office, and much more.  This can be instrumental to the success of a relocation.  Since not adjusting to a new environment is the top reason for a negative relocation, hiring companies should do everything in their power to ensure the successful move of any professional.

A relocating Millennial should be given the same attention that would be given to a more seasoned professional, and sometimes even more so.  With the changing workforce, companies need to adapt to the new ways of the millennials.

If you need help attracting top talent like millennials, please contact a practice leader at Connor|Caitlin. 

Infographic from http://kevincsnyder.com/millennials-millennials-millennials

Bringing value to Coatings, not just through paint.

At Connor|Caitlin, we work exclusively in the Coatings industry.  With our 40 years of combined experience, we know our market and the major players.  However, we like to stay knowledgeable of the history of some of the top coatings companies.  Today I’m going to give a brief overview of The Valspar Corporation, to give an idea of why we value companies such as them. 

The Valspar Corporation is the sixth largest international paint and coating company in the world, currently based in Minneapolis, Minnesota. Valspar stocks customers in over 100 countries with an extensive range of high quality coatings and paint products.  Valspar’s motto is, “If it matters, we’re on it”, what an ideal way to grab the attention of customers and investors.

Valspar is associated with many other brands, such as: Cabot, Guardsman, House of Kolor, De Beer, Inver, Huarun, Wattyl, Solver, PlastiKote, and more. With their wide range of investors, Valspar showcases integrity and stewardship. Beyond all, the most imperative ambition for Valspar is to maintain an accident-free work setting in order for their employees to stay safe.

Valspar’s leadership, commitment, and investment aspects ensure their potential customers nothing but success and high quality. This company explains how they are committed to creating a long-term relationship with customers, employees, and suppliers. As long as it’s important to you, it’s important to Valspar.

Companies like Valspar are what make our industry shine.  If you are a top company looking for top talent, or talent looking for the top companies, please contact a practice leader at Connor|Caitlin.

Facts courtesy of http://www.valspar.com 

Pay me now or pay someone else later...

The Wall Street Journal had a great article this past Tuesday on how the rebounding economy is placing pressure on employers to raise wages or suffer turnover.  The economic indicators are strong. Growth companies are hiring which means opportunities to move to better paying jobs is a reality for key players looking to jump ship. While most good companies get lower unemployment is good for business, a lot of companies fail to realize that not addressing the wage gap from recessionary times doesn't just go away, it leads to decisions. 

People vote and they vote with their feet, if employers are careless about righting the wage constraints that impacted their business a few years ago, they will pay either way.  Great employers understand the direct impact that turnover has on productivity, training costs and employee morale.  In other words, to compete in the war for talent, a top grading company must be mindful that compensation is a big reason for the decision to leave.   

Worth and value are in the bucket of reasons good employees stay or leave but failing to look hard what you pay people is a key ingredient in the recipe for turnover.  In the end, paying your top talent their worth today is important but really understanding what that worth is may be a challenge.  Top talent will find it out what their worth is but usually this involves them giving their notice to really hit you in the face. 

If you have questions about wage modeling or talent strategy, contact one of our practice leaders at Connor|Caitlin. 

Well...I just didn't like her.

Normally I like to touch on interviewing from a candidates perspective, but today I’m going to take a look at it from the other side of the table. Interviewers can be the first closed door that a great candidate may face, and in all reality, that closed door may be the result of a bias on the interviewers’ part.

We've always been told that your first impression means everything.  In this case, it’s very true. If you are an interviewer, or just someone meeting another for the first time, keep these things in mind.

Bring your bias to a conscious level.  This is the first step in neutralizing bias; recognition.  Even if you have an instant reaction, try to do the opposite of what you first feel, such as leading with a positive question if you have a negative feeling about a candidate. 

Measure your first impression at the end of a meeting.  Objectively use what you've learned within the interview to determine if the candidate would be a right fit.

Make sure to listen to all the evidence before making a conclusion. Then, use evidence, not emotions, to assess.  “I feel” and “I think” and “My gut tells me” are all statements using emotions and not hard evidence.  

Use your team to objectively study your candidate.  Have everyone share their evidence to help decrease the emotional bias of the hiring authority.

These few tips will help ensure that you are giving each candidate a complete and fair shot.  And who knows, it may even be helpful on a first date.

If you need help standardizing your hiring practices, or help finding top talent, contact Connor|Caitlin.

I got the interview...now what??

Congratulations, you landed the interview.

Now what?  You haven’t been to a job interview in fifteen years.  What has changed?  What do you need to do differently now with a new generation of hiring managers?  These are all valid concerns for someone who hasn't been actively searching for a job in years.  And unfortunately, seasoned professionals could be hurting their chances of getting hired by not interviewing properly.

While there is a myriad of interview tips on the web, there are just a few items that I want to point out.  Seasoned professionals are most likely going to be interviewing for higher level position, as well as leadership abilities.  Your best bet is giving examples of successes, but successes where you worked with a team and gives proper credit to those who worked with you.

Authority vs. Humility

Experience and skill level are always going to be selling points, but not as far as to get you that dream managerial position.  Showing that you are interdependent on your team and employer will win you big brownie points with the hiring manager.  Having confidence in your skills, as well as answering in a way that says that you are a team player and able to be flexible will get you farther than just throwing your co-workers under the bus.

If you need help learning some new interview tips and tricks, or want to find that person who can fit the bill for your company, contact Connor|Caitlin.

Greatness is calling for you.

Five obstacles that stand in the way of a great workplace, and how to overcome them all. 

Every person desires a great workplace, an environment that is conducive to collaboration, teamwork and having fun. The following five issues are prominent in the workplace, but there are solutions to each.  In order for any change to be made, the pursuit of greatness must first become a priority, for both employees and managers.

1.       I don’t have time.

Even though the problem may seem complicated, as in we cannot have 25 hours in a day, the solution to lack of time can be quite simple. Leverage the systems you already have in place for change.  One approach could be eating lunch with one team member a day, or even the whole team, in order to get to know each other as people, not just a coworker. Another easy way is leaving ten minutes of every staff meeting to have an open discussion.  Let every person have their say.

2.       My workplace is different. “I’m all for it, but this would never work in my industry”

Many issues are not as unique to the industry as we might think.  Striving to maintain excellence in night shift employees is as universal as anything. It doesn't matter if you are in a manufacturing facility or at a suit-and-tie desk job, a great workplace is desired by all.

3.       It’s not the right time.

Change is never totally enjoyable, and presents its challenges.  However, a disruptive event can be the perfect catalyst for another important factor; trust.  Engaging employees in trust-building practices during the large change can create a sense of community, maintain sense and purpose, as well as promote safety and support throughout the process.  Research shows that when leaders take time to build trusting relationships with employees, it enables those employees to embrace changes faster.

4.       My employees are the problem.

Understanding a pattern of behavior, whether good or bad, is crucial to fostering a great workplace.  There are many factors that encourage employee behavior, from family and life situations to job roles and responsibilities.  When an employee does something once, it a fluke, twice is a coincidence and three times is a pattern.   Understand behaviors before setting goals is crucial.

5.       My boss isn't on board.

Even though you have the vision of a great workplace, unfortunately lack of leadership buy-in to the plan can be a formidable obstacle.  If you have the desire, you can have the ability to build trust-based relationships with employees. Reaching out can build trust, pride and camaraderie.  Stay focused on things that you can influence, and in time, your sphere of influence will increase and open doors that were once closed. 

Listening. A new fad.

We live in a world where most everyone is nose down in a smart phone or tablet with Wi-Fi available everywhere, even in seemingly the most remote of locations. It’s unfathomable to be disconnected from the “world”, yet ironically, this practice actually disconnects us from the people who are actually present in our space. It’s not just individuals who are guilty of this. Individuals bring this personal practice into their business and it trickles down to customers. Concurrently, much emphasis is focused on growth and staying ahead of the curve that it has taken away from the principal that many businesses were founded for their customers. Wouldn’t it be refreshing if companies put down the proverbial smart phone and dedicated time to really listen? Universally, customers want to feel a sense of reliability, responsiveness, empathy, competency, and last but not least being valued. All of these are achieved through active listening. So many customers feel discouraged from dialogue on their service experience because the service agents they interact with are not present.

Stella Service, Elite rated companies like Apple & Zappos are hitting the mark. Zappos recorded an epic 10 hour phone call with one customer! While that’s a bit extreme, it speaks volumes about their approach to service. These companies are successful largely because they understand that a customer centric outlook is paramount. They understand that one of the simplest (as well as incredibly cost efficient…) ways to achieve this is active listening and follow through. They take the time to liaise with customers to understand how they really feel.

TARP, research firm concluded that every 1 customer who has a complaint will share it with 10 others. These 10 will go on to further share with 5 others. A single complaint quickly impacts up to 50 people! The good news is, it’s entirely possible to avoid this by active listening. It may even be possible to detect concerns even if customers aren’t actively voicing them. TARP also concluded that for every customer who verbalizes a complaint, a whopping 26 more remain silent.

Getting back to basics – listening 101:

Ø  Be ready! How can you actively listen if you are searching for a notebook & pen, or texting?

Ø  Take notes. Details, details, details.

Ø  Be responsive. Let them know you are still present without taking over.

Ø  Match their emotion. If they are in a panic, show a sense of urgency.

Ø  Be positive or factual. Don’t color the dialogue with negative feelings. If you are negative, they will surely be too.

Ø  Be respectful. Don’t interrupt or assume you know what they are about to say.

Ø  Ask questions. Ensure you understand their needs.

Ø  Paraphrase. Demonstrating not just paying attention, but active thinking & reasoning.

Ø  Take action! The best way to show listening is to follow through on the customer’s needs. Actions always speak louder than words.

Active listening supports solid communication which leaves customers feeling appreciated and overall strengthens your long term relationship. It can often help resolve or avoid conflicts and misunderstandings entirely. The information we harvest by listening can even allow us to take a step further and not only resolve conflicts, but ensure that we are applying the right solution. Equally important to making the problem go away, is ensuring that we’ve solved it correctly. This might be an opportunity to think creatively about what the customer is saying to find a solution that works best for them and is also cost efficient for your business. 

“Listen. You don't learn anything by talking. Listening makes for good business and it makes for good friends.” — Liz Robbins

The 6 Not So Technical Needs, of Technical People

Leading people is a challenge in itself.  The needs and motivators vary from group to group; marketing people are motivated by a completely different set of values than accounting personnel. 

Trying to understand the motivators or needs of the various groups can be overwhelming at times, categorizing into one big pot is not anymore the solution than throwing your hands up. 

While much of what motivates an individual is within the individual, as leaders its important to understand the needs of technical professionals as you map your people strategy to get the most out of your people.

Autonomy:  To work without being micromanaged is part of the reason that technical professionals choose there given field.  The more you can offer them the freedom to accomplish the task with autonomy the more satisfaction they will find.  Of course, this is often easier said than done but even in small doses the positive mojo the technical professional will get from autonomy will pay off in spades.

Achievement:  While everyone wants to feel a sense of accomplishment at the end of the day, the techie is even more motived by a sense of ‘done’ at some point.  An on-going project with no real end point will drive these folks crazy and serve as a major de-motivator at some point.  A great way to overcome this is setting milestone achievements that can be measured and tracked; this allows achievement to be real and validated for these folks.

Keeping Current:  Techies take great pride in their ability to stay on top of the latest whiz-bang process or advancement in their field.  Allowing them to keep current on their trade will not only add to their happiness at work but more times than not will help the organization get better. 

Professional Identification: While technical people enjoy their credentials more than most, they find meaning in their professional identification and association with the industry. This can be capitalized upon greatly by allowing them to actively participate within the industry events, conferences or learning and networking opportunities.

Participation in Mission and Goals:  This is great because while some folks like to hide in the weeds of the company mission, techies love to have a line of sight form their role and responsibilities to the company mission.  It is important to see their impact on the company mission. 

Collegial Support and Sharing:  Beyond water-cooler chat and company softball teams these individuals like to feel part of a bigger community.   Again, this is a great opportunity for companies and leaders to bring out the best in their people by developing and recruiting focus groups, crowdsourcing and group think.

In the end, technical professionals want to be included and actively participate in the company mission.  Developing an organization that meet these needs will fast track your group into bringing out the best in your technical workforce.

If you are building a world-class technical team, and need some help.  Contact one of the practice leaders at Connor|Caitlin.

Do I care how you feel?...I BETTER!!!

As our economy rebounds and we move forward with the recession further and further in the rear view, great companies are looking to gain a competitive edge in talent and some are winning. In fact, top companies are understanding through analytics what HR professionals have known for years... leaders that know themselves and others is one of the only true competitive distinctions left.

A key element to this paradigm shift is wrapped up in the Social and Emotional Intelligence Quotient (SEIQ) scores of these leaders. In other words, knowing how we communicate with others, what messages we send beyond words, and what is heard by others gives the great ones (leaders that is) the mojo to deliver great results through their people.  This is not a check the box skill, such as once you understand how to raise capital you can move on to doing it. SEIQ is an on-going growth process that takes time and effort to develop and sharpen.  Companies are depending more and more on data to score and rate these skills before they hire.  They are spending the time and energy to make sure that candidates 'walk the walk' and its not all lip service.

The SEIQ looks at four major categories:

• Self Awareness  
• Self Management
• Other Awareness
• Relationship Management

What is great about the SEIQ, unlike your traditional IQ, is that you can fine tune these skills but you must have the self awareness and discipline to do it.  Companies -excuse me- great companies are building behavioral based interviews around these items and selecting folks that manage accordingly. How you get the results is just as important as what those results are.  More and more, a good Social and Emotional Intelligence score is becoming the table stakes for great companies... How we manage matters! 

To learn more about SEIQ as a difference maker whether for yourself, your team or your company, contact Connor|Caitlin Talent Solutions.