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This is one of the more fascinating infographics included in Josh Bersin's 2023 predictions report (link in comments below). Why am I talking about talent acquisition when the economies in Australia and the US (the two countries I work the most in) are slowing? Because we still and will

This is one of the more fascinating infographics included in Josh Bersin‘s 2023 predictions report (link in comments below).

Why am I talking about talent acquisition when the economies in Australia and the US (the two countries I work the most in) are slowing?

Because we still and will continue to have a very severe skills shortage, caused by the aging workforce and the disparity of skills available and skills needed due to changing market conditions and, especially, the rapid acceleration of technology implementation (ChatGPT anyone?)

This shows the maturity levels of organizations with regards to their talent acquisition processes and the percentage of companies surveyed at each level.

Unfortunately, I still see far too many organizations at Levels 1 and 2.

Level 3 is incredibly important, especially in light of LinkedIn‘s research that said that 65% of candidates who withdrew from the hiring process did so because of bad candidate experience and Sapia.ai‘s research which showed that only 25% of candidates surveyed reported having had good candidate experience while looking for a new role.

Level 4, though…this is where the magic happens. Bersin’s report makes a compelling case (which I have seen and experienced directly) that organizations with great internal recruiters are amongst those that are most successful.

This makes sense to me. A great TA team can partner with their hiring managers and act as talent advisors.

They can also work well with candidates to provide a great candidate experience.

Where are you in this maturity model?

If you need help reaching level 4 let me know. I’ve been helping organizations with their recruiting strategies since 1994. Yes…I started when I was 12!

#Talent Acquisition Processes

We cannot solve today's challenges with yesterday's practices. One of the zombie people practices that is rearing its ugly head again, especially in these times of economic uncertainty, is trying to measure people's value by their productivity. Some companies are going as far as installing software to measure and monitor the time people

We cannot solve today’s challenges with yesterday’s practices. One of the zombie people practices that is rearing its ugly head again, especially in these times of economic uncertainty, is trying to measure people’s value by their productivity.

Some companies are going as far as installing software to measure and monitor the time people spend at their computers on the right programs. In fact, according to a 2022 article in The Australian, “30% of all white collar businesses in Australia are using monitoring technology to measure productivity.”

There are 3 main problems with this approach:

First: Time at the desk and/or number of keystrokes has never been a great measure of productivity for the white collar workforce. Is the time spent at the desk or hitting the right keys on the computer adding to the quality of the work? The research says no, and in many cases, it can add to people’s burnout and anxiety – which decreases productivity and performance.

Second: Is productivity something we should actually be measuring outside of the production line? What if we measure effectiveness instead by taking time to identify the outcomes that people are expected to achieve and determining the best measures of success for those outcomes? Doesn’t this give people much more of a sense of autonomy and control? The research says it does, which leads to engagement and better outputs.

Third: The lack of trust shown by measuring and monitoring your teams will negatively impact employee engagement and employee brand, which has a direct impact to your bottom line.

It’s time to kill our zombie workforce practices. It’s time to learn to trust our people to do the right thing and to hold them accountable for outcomes instead of inputs.

#employee engagement #Future of Work

In times of stress people revert to what they know, which is why I think we're seeing managers pull out the "No more Mr. Nice Guy" attitude. Elon Musk, anyone? Gallup writes about the ineffectiveness of this beautifully in the article that I've linked below. Here are some of the best quotes... "Before the COVID-19

In times of stress people revert to what they know, which is why I think we’re seeing managers pull out the “No more Mr. Nice Guy” attitude. Elon Musk, anyone?

Gallup writes about the ineffectiveness of this beautifully in the article that I’ve linked below.

Here are some of the best quotes…

“Before the COVID-19 pandemic, it was clear that traditional performance management practices were a failure. According to Gallup research, only about 2 in 10 employees strongly agreed that their performance was managed in a way that motivated them to do outstanding work.”

“Traditional performance management mindsets and systems are destined to fail going forward. They were demotivating during the best times and nonsensical during the worst times. Why should we think the old command-and-control approach is going to magically fix our problems now?”

What motivates employees?

🔹 Shared goals

🔹 Agile goals that are adapted to changing conditions

🔹 Two-way dialogue with managers

🔹 Frequent informal conversations about goal progress

🔹 Supportive managers who provide resources and remove roadblocks

🔹 Timely recognition for exceptional performance

🔹 Shared accountability

🔹 Future-oriented conversations that promote learning and development”

“Motivating employees requires adaptability, honesty and ownership, which means performance coaching must become more frequent and meaningful. Employees need to have a two-way dialogue with managers to understand the purpose and value of their work and what’s expected of them.

“Exceptional performance is ultimately fueled by employees who are motivated to take ownership of their work. This means they have a say in their goals — goals that make sense to them — and know why these goals matter to their development, their organization and the world. They also embrace the ability to adjust their goals to better reflect their most important work.”

“The future of workplace leadership is at a tipping point. Ironically, the “tough guy” approach is the easy way out. It may be tempting for leaders to revert to old patterns that feel comfortable, even if those ways of doing business are ineffective or counterproductive.

Good leaders hold people accountable, but that accountability begins with themselves, and now is the time to elevate their leadership in a way that serves people rather than breaks them down. It’s time to outline a new path for how to work together more effectively and create shared accountability for team performance and cross-functional collaboration.”

#Traditional performance management #Employee Engagement

Happy New Year! I’m back! After taking a nice long break over the holidays and moving my office I am knee deep into research on what is going to affect the workforce and workplace. I have compiled a list of trends/strategies that I believe will be enormously important for 2023, and I’d love to get your feedback.

I’m back! After taking a nice long break over the holidays and moving my office I am knee deep into research on what is going to affect the workforce and workplace.

I have compiled a list of trends/strategies that I believe will be enormously important for 2023, and I’d love to get your feedback. Which are you going to be working on this year? Where are you in addressing it?

I’ll use this feedback to prioritize my presentations, articles, posts and white papers to help you (and others in my community).

This list of trends/strategies is not in order of importance, but rather it loosely follows the employee lifecycle.

I’ve put a short blurb under each of these describing what it is (some are obvious, others not) and why it’s important for those you are less familiar with.

Please take a few minutes to look at each of these trends/strategies and indicate where you are in considering this or taking action on it. Your choices are:

• We have not considered addressing this for 2023

• It’s on the radar but have no specific plans to take action (yet)

• This is a high priority for 2023

• We have already addressed this and are reaping the benefits

You are also encouraged to add any commentary to more fully explain your answers.

Thank you in advance for taking the time to do this!

You can access the survey here: https://www.research.net/r/2023TrendsSurvey

#Workforce trends #Workforce #Workforce trends and strategies

TikTok hit 1 billion users per month a few weeks ago. YouTube is the second largest search engine in the world (behind Google). We are living in a video world...and yes...I'm a video girl (ref. Madonna). :) https://vimeo.com/638496777 On Friday I appeared on

TikTok hit 1 billion users per month a few weeks ago. YouTube is the second largest search engine in the world (behind Google). We are living in a video world…and yes…I’m a video girl (ref. Madonna).

On Friday I appeared on Seven Network‘s Sunrise morning show to talk about the Great Resignation, video resumes/cover letters and to share other job search tips.

You can see the video here: https://lnkd.in/g8NndVfe

#futureofwork #thegreatresignation

#thegreatresignation

Abyssinian Carrier Oil

Abyssinian is an oilseed crop, native to the Mediterranean region . Abyssinian Carrier Oil used as a replacement for Argan Oil, with which it shares excellent properties for the strengthening, gloss and manageability of hair.

Shelf Life: Slow to go rancid, when the oil is kept closed at a temperature below 18°C and away from light, the shelf life will be up to 24 months from the date of manufacture.

Cautions: None known.

Storage: It is recommended that cold-pressed carrier oils be kept in a cool dark place to maintain freshness and achieve maximum shelf life. If refrigerated, bring to room temperature before using.

Caution: All of our products are for external use only.

#Abyssinian Carrier Oil

One of the biggest challenges leaders face today is managing a remote or hybrid team while: 🔹 Increasing productivity and performance 🔹 Increasing employee engagement, motivation and retention 🔹 Keeping a strong team culture 🔹 Fostering innovation and creativity 🔹 Building resilience and wellbeing Remote / hybrid working arrangements are the new normal; there is no going back - not if

One of the biggest challenges leaders face today is managing a remote or hybrid team while:

🔹 Increasing productivity and performance

🔹 Increasing employee engagement, motivation and retention

🔹 Keeping a strong team culture

🔹 Fostering innovation and creativity

🔹 Building resilience and wellbeing

Remote / hybrid working arrangements are the new normal; there is no going back – not if you want to attract and retain top talent.

SEEK is now reporting that “work from home” is the #1 search term – even before industry or job role.

Join me for this week’s complimentary masterclass, “Hybrid Work is the New Black: 3 Simple Strategies to Do it Well”.

I’ll be presenting:

✅Research & case studies to build a business case for senior leadership

✅Best practice tips, tools and techniques to help you: – Increase team and individual accountability for great performance – Build a strong team culture and connection – Communicate and collaborate effectively – Increase employee wellbeing – Onboard and train well

Plus, we will discuss how to use technology for – not against the team.

Grab your spot here. https://lnkd.in/gnaCE-TF

If you’ve already registered, please feel free to invite a friend or colleague.

Two times to choose from to accommodate Australia and the US.

I look forward to seeing you there!

#Hybrid working

❓ What is a Future-Fit workforce and how does it differ from a pre-pandemic workforce? ❓ How did the pandemic affect these shifts and how are these shifts affecting organizations and senior leaders? ❓ How can we make building and retaining a future fit workforce easier? These are just a few questions that I

What is a Future-Fit workforce and how does it differ from a pre-pandemic workforce?

How did the pandemic affect these shifts and how are these shifts affecting organizations and senior leaders?

How can we make building and retaining a future fit workforce easier?

These are just a few questions that I answered during my interview with @Angeliuqe Rewers when we sat down in the studio in Ft. Lauderdale this past September.

I’d love your thoughts.

#Future-Fit workforce #futureofwork

𝗛𝗼𝘁 𝗼𝗳𝗳 𝘁𝗵𝗲 𝗽𝗿𝗲𝘀𝘀! The Ignite Global 2023 program guide is here. This guide lists all of the Ignite Global training programs in one handy guide (including a few brand new ones to help leaders navigate the post-Covid, remote/hybrid workforce). Pages 2 - 3 outline a couple of different leadership pathway options and

Pages 2 – 3 outline a couple of different leadership pathway options and the subsequent pages drill down into the detail of each program (which can be delivered separately or together or customized for your specific needs).

Most of our courses are leadership development programs, but we also offer 3 courses for all employees (beginning on page 9).

Download your complimentary copy here: https://igniteglobal.mykajabi.com/program-guide

𝗜𝗳 𝘆𝗼𝘂 𝘀𝗲𝗲 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗼𝗳 𝗶𝗻𝘁𝗲𝗿𝗲𝘀𝘁 𝗿𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 𝗶𝗺𝗺𝗲𝗱𝗶𝗮𝘁𝗲𝗹𝘆 𝘁𝗼 𝘁𝗮𝗸𝗲 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗼𝗳 𝗼𝘂𝗿 𝟭𝟬% 𝗱𝗶𝘀𝗰𝗼𝘂𝗻𝘁 𝗳𝗼𝗿 𝗮𝗻𝘆 𝘄𝗼𝗿𝗸 𝗯𝗼𝗼𝗸𝗲𝗱 𝗶𝗻 𝟮𝟬𝟮𝟮 𝗳𝗼𝗿 𝗱𝗲𝗹𝗶𝘃𝗲𝗿𝘆 𝗶𝗻 𝟮𝟬𝟮𝟯

#Ignite Global 2023 program guide #Ignite Global

Mind Reading for Managers Online Version

This week I had a conversation with the managing director of a Melbourne-based company whom I’ve only met twice in person.

The first time we met was circa 2015/2016 (neither of us can remember) when I presented our 𝗠𝗶𝗻𝗱 𝗥𝗲𝗮𝗱𝗶𝗻𝗴 𝗳𝗼𝗿 𝗠𝗮𝗻𝗮𝗴𝗲𝗿𝘀® program to his TEC group.

Unbeknownst to me, he bought my book by the same name and began to implement monthly 1:1s between manager and direct report.

It made a difference.

Over the last couple of years, he’s enrolled all of his managers into our online Mind Reading program.

When we met this week I asked him how that was going and he shared that they had just received the results of their latest engagement survey.

He said there was a direct correlation between the managers who were having 1:1s and using this structure and their teams’ engagement and those that weren’t.

At the risk of stating the obvious, those teams that were using the structure had the highest engagement within the organization. Those that don’t have the lowest.

This is not an unusual conversation. I hear from leaders all the time about the power of 1:1s.

I certainly didn’t invent the concept of 1:1 meetings between managers and direct reports. But I did develop a structure, tools, exercises, and scripts for managers to use to plan, prepare and conduct monthly 1:1s based on reverse engineering over 5,000 exit interviews.

This is our Mind Reading for Managers® program and it takes the guesswork out of employee engagement and retention.

This program can be especially useful in a market like this where there is an increasing upward pressure on pay and benefits – sometimes to extraordinary levels.

We may not be able to (nor should we) always pay people what they ask for – but we can ALWAYS find out more about their non-monetary drivers.

Mind Reading for Managers® provides a proven structure to do this with loads of testimonials about the bottom-line results our clients have experienced.

𝗔𝗻𝗱 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗻𝗼𝘄 𝗮𝗻𝗱 𝘁𝗵𝗲 𝟮𝟭𝘀𝘁 𝗼𝗳 𝗗𝗲𝗰𝗲𝗺𝗯𝗲𝗿 𝘁𝗵𝗲 𝗼𝗻𝗹𝗶𝗻𝗲 𝘃𝗲𝗿𝘀𝗶𝗼𝗻 (𝗜 𝗮𝗹𝘀𝗼 𝗱𝗲𝗹𝗶𝘃𝗲𝗿 𝘁𝗵𝗶𝘀 𝗹𝗶𝘃𝗲) 𝗶𝘀 𝗮𝘁 𝟱𝟬% 𝗼𝗳𝗳 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗺𝗮𝗸𝗲 𝗶𝘁 𝗮𝘀 𝗮𝗰𝗰𝗲𝘀𝘀𝗶𝗯𝗹𝗲 𝘁𝗼 𝗮𝘀 𝗺𝗮𝗻𝘆 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗮𝘀 𝗽𝗼𝘀𝘀𝗶𝗯𝗹𝗲.

Learn more and register your interest here: https://igniteglobal.mykajabi.com/MRFM

#Mind Reading for Managers

I've never had a "Black Friday" sale before. I don' even usually participate in them. So why one this year? Because so many organizations are 🔹 Really struggling to attract enough of the right people to fill open roles or to handle increased customer demand. 🔹 Challenged with managing a remote or hybrid team. 🔹 Have

I’ve never had a “Black Friday” sale before. I don’ even usually participate in them. So why one this year?

Because so many organizations are Really struggling to attract enough of the right people to fill open roles or to handle increased customer demand.

Challenged with managing a remote or hybrid team.

Have seen there employee engagement and retention go down over the past year.

And I KNOW I can help with these challenges. I also know that many companies are hesitating about spend right now.

So I decided to offer my two online courses that address these areas at 50% off for “Black Friday”. The discount actually lasts through the 21st of December, so Black Friday is just a nice starting point.

The first course, How to Create a SPOT On Success Profile™, is a micro course – just 20 minutes of content that will help you stand out from your talent competition to attract more people to your job ads.

It will also enable you to hire better people because it takes you through a step-by-step process to think more deeply about what you need in a role. This will help you not only zero in on the right candidates – it will also allow you to cast your net wider and to look at people with different skill sets that may also suit the roles you are trying to fill.

But the SPOT On Success Profile™framework also provides a much more effective benchmark for accountability, performance and even appropriate behaviour.

My other course, Mind Reading for Managers® (which includes the How to Create a SPOT On Success Profile™, is much more extensive and has 3 very specific outcomes.

First, it will increase your team’s performance by using the spot On Success Profile™ to set and manage outcome-based objectives.

Second, it will increase employee motivation and retention by developing or deepening the connection between manager and direct report – proven by extensive research to be THE KEY to a highly engaged workforce.

And third, it will help even the most technical managers adopt practical and proven methodologies to make them better people managers.

I’ve provided links below with more detailed information on both programs, along with real results and video testimonials about the courses.

You can purchase the How to Create a SPOT On Success Profile™ using this link Link to the course. https://lnkd.in/gWck6Hrk

You can register your interest in the Mind Reading for Managers program using this link Link to the course. https://lnkd.in/gvMyGgFX

I will follow up with a phone call to make sure this is the right program for you. After 10 years of running this program, I am very clear about where the program works well and what needs to be in place for it to do so.

If you have any questions about either program, simply DM Me.

If you do struggle with talent attraction or retention, these programs will give you the tools to make a measurable impact for a very low investment.

#employee engagement

Are you struggling with attracting enough of the right people to fill open roles or to handle increased customer demand?

Are you challenged with managing a remote or hybrid team?

Has your employee engagement and retention gone down over the past year?

If you answered yes to any of these questions I’ve got a couple of offers that I think you will find very enticing!

I have recently created 2 online courses that are tailor-made for handling these challenges and I’m offering them at a 50% discount for my “Black Friday” promotion until the 21st of December.

The first, How to Create a SPOT On Success Profile™, is a micro course – just 20 minutes of content that will help you stand out from your talent competition to attract more people to your job ads.

It will also enable you to hire better people because it takes you through a step by step process to think more deeply about what you need in a role. This will help you not only zero in on the right candidates – it will also allow you to cast your net wider and to look at people with different skillsets that may also suit the roles you are trying to fill.

But the SPOT On Success Profile™framework also provides a much more effective benchmark for accountability, performance and even appropriate behaviour.

Purchase or read more about this short course (including real results and video testimonials) here.

My other course, Mind Reading for Managers® is much more extensive and has 3 very specific outcomes.

✅ First, it will increase your team’s performance by using theSPOT On Success Profile™ to set and manage outcome based objectives.

✅ Second, it will increase employee motivation and retention by developing or deepening the connection between manager and direct report – proven by extensive research to be THE KEY to a highly engaged workforce.

✅ And third, it will help even the most technical managers adopt practical and proven methodologies to make them better people managers.

Register your interest or read more about the Mind Reading for Managers program (including real results and video testimonials) here.

#employee engagement

Managers are twisting themselves up into knots trying to figure out how to engage and retain their teams - it’s really as simple as this. Hold monthly 1:1s with each team member that strike the balance between the needs of the organization (objectives, goals, KPIs) and the needs of the individual. This will help you

Managers are twisting themselves up into knots trying to figure out how to engage and retain their teams – it’s really as simple as this.

Hold monthly 1:1s with each team member that strike the balance between the needs of the organization (objectives, goals, KPIs) and the needs of the individual. This will help you understand what each individual needs to be motivated, happy, and perform at their best.

You can then give it to them – or manage their expectations when you can’t.

Need help with a structure for 1:1s? DM me. Our Mind Reading for Managers program does exactly that.

#Mind Reading for Managers

Hi guys, I'm thinking about my 2023 offerings and wondering if I should create more online courses. Currently, I have 2; "Mind Reading for Managers®" and "How to Create a SPOT On Success Profile.™" I'm thinking about putting a few more leadership programs online as well as my entire hiring skills system, "The SPOT On

Hi guys, I’m thinking about my 2023 offerings and wondering if I should create more online courses. Currently, I have 2; Mind Reading for Managers and “How to Create a SPOT On Success Profile.

I’m thinking about putting a few more leadership programs online as well as my entire hiring skills system, “The SPOT On Hiring System™ (for managers and Talent Acquisition professionals).

I’m tying to get a feel for where dollars are being allocated. Please answer this poll and share so I can gather as much feedback as possible. Thanks!

If you’re interested in speaking to me about either my current courses, my new courses, or creating customized videos for your organization please dm me.

#Talent Acquisition Professional

This handy little graph by Mercer from their just released "Inside Employee's Minds" report shows how employee needs have changed over the last 20 years. Has your leadership style evolved to meet these changes? Also, of note. Financial wellbeing is now at the top of the list. I'd felt that these winds might be

Also, of note. Financial wellbeing is now at the top of the list. I’d felt that these winds might be changing but hadn’t seen the research showing that it was a shift to be reckoned with. This study brings this clearly into focus.

Pay is becoming one of the top drivers for employee engagement and performance. This for the first time in the almost 30 years I’ve been studying it.

I suspect I know why…but I want to do a deeper dive before I give my opinion.

Until then, I’d love to hear yours. Why do you think pay is becoming more important to today’s worker?

#futureofwork #compensation #remuneration #pay #benefits

#futureofwork

I’m truly excited to unveil my new model - the 5-Step Roadmap to a Future Fit Organization. If you attended my recent presentations for Association for the Health Care Environment (AHE) or Industry Partners Australia, you’ll know this as an 8-step roadmap. I’ve officially combined 4 of the steps,

I’m truly excited to unveil my new model – the 5-Step Roadmap to a Future Fit Organization. If you attended my recent presentations for Association for the Health Care Environment (AHE) or Industry Partners Australia, you’ll know this as an 8-step roadmap. I’ve officially combined 4 of the steps, so it’s a 5 step roadmap.

Step 1: Purpose and Values – Your purpose is your compass and should describe the impact you make on the world. Your values are your GPS – how you need to achieve your purpose.

Step 2: Accountability & Performance – The way we’ve been thinking about accountability is outdated. Taking a page from Brian Moran’s new book, “Uncommon Accountability,” this step is all about setting high-performance goals (we call these Target Rich Objectives) and aligning them with your team members’ individual purpose and career aspirations. In this way we can achieve a culture of high performance and mutual accountability.

Step 3: Re-humanizing the Workplace – The 20th century was about taking humanity out of the workplace. Think Frederick Taylor and his time and motion studies and prescriptive job descriptions that lead to micro-management. The 21st century has to be about putting humanity back into the workplace.

Step 4: Agile decisiveness – the best leaders make decisions quickly based on the information they have and update those decisions as new information comes to light. AND they are able to take their teams on the journey with them.

Step 5: Reimagine – Many of the workplace and workforce practices that we use today were developed in during Industrial Revolution. They were developed for a poorly educated workforce that was asked to do routine and repetitive tasks. This workforce, for the most part, no longer exists. It’s time to question our old-school practices and then hypothesize and test new ways of doing things for the modern workforce.

I’d love to hear your thoughts on this new model. I’ll be writing much, much more about these 5 steps in the coming weeks and months.

#Future Fit Organization

How to beat skills shortage

I was honored to be asked to contribute to this article with The New Daily but I LOVE Roxanne Calder’s comments.

“Regular check-ins with workers are the key to unlocking their hidden talents, but also to making sure they are happy and not planning to leave, said Calder.

“We call it human capital because people are assets of the business,” she said.

“If you had a manufacturing plant and your equipment was worth $1 million, you are servicing that to make sure it doesn’t break down because the moment it breaks down you have logistical issues, production issues and then you have customer issues.

“So you upgrade it and you change the parts to keep it as new. Why aren’t we doing that with our people? They require the same level of investment, training, focus and for people, nurturing.”

The only way we can beat this skills shortage (which isn’t going away – even if we go into a downturn) is by taking our existing people on the journey with us and concentrating on reskilling and upskilling.

And yes, regular check-ins are absolutely essential. Not only to understand what their desires are but for greater employee engagement and performance.

#skills shortage #Employee Engagement #Employee Experience

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