All Posts in Management

July 2, 2018 - No Comments!

What is your brand when you can’t be there ?

Every minute of the day, our brand communicates information about who we are, our character, interests, perspectives and performance. People can find out a lot about us online. If you have not googled yourself lately, I suggest doing that now. Are you pleased with what you see?

How you show up in social sends a message about yourself whether it is intentional or not. I think by now, most of us see the importance of having an authentic presence in social media. At least in the business world I participate in, you can’t avoid this. You are checked out before a networking meeting, before an interview and before someone says they want to do business with you.

Bob Johansen, a distinguished fellow at the Institute for the Future in Silicon Valley recently wrote a book about leadership literacies as we look out the next ten years. He writes about one literacy in particular that has me thinking about how we “show up the world.”  He says we will need to be there for our teams across the world, when we are not there.  It is virtual and non-conventional platforms for communicating that will become norms.   We see it now.  We will earn trust in our network or our company through other means that just being in a physical setting.  Building on-line relationships and having presence virtually across geography will be more important in the future.  Technology makes this possible.

Imagine a future where; where you are leading a team without physical presence.  We have that now most of the time in our small and mighty team of recruiters. Our managing director, Kate Kjeell brings them together once a week for de-briefs and problem solving. Instant messaging keeps daily communication a key aspect of being present. We use phone, email, conference call, skype or combinations.

How do we convey presence when we can’t be everywhere?

Here are the three things to do in order to create your voice online:
1.) Ask yourself, “How will people know what I know?” In your effort to share a story online or your point of view make a list of topics that are important to you. These topics or themes are areas you are passionate about and will be the starting point for your writing, blog or on-line presence.
2.) Research how others are known in a field that interests you.  Where do they express themselves? Dorie Clark writes a book called, Stand Out. It is a great foundation for building a presence and point of view without being physically together.
3.) Share your ideas with your colleagues. How do others influence virtual teams?  Test out "being there when you aren't" by scheduling a skype call.

Consider being your best you, when not being there in person.  One of the future competencies to learn is how to lead when you are not there.  What is your way to start this journey?

Published by: Sherry Benjamins in Communication, Management, Talent Economy

June 9, 2018 - No Comments!

Why it Pays to “Break the Rules” – Are you a Rebel?

There is a new book out that is worth exploring.  Francesca Gino, Professor of Business at Harvard just published, "Rebel Talent: Why it Pays to Break the Rules at Work and in Life."

It is refreshing to read about others who break the roles, re-invent or change the world for better.  At a time when there is so much disturbing news and divide across the country, Francesca speaks to possibility and prospering even in this turbulent world.

The rebel leader is not just about people who lead others.  It is about those of us who thrive in a world of change and at times welcome discomfort.  It might be more natural for us humans to accept conformity, but Francesca shares rich stories of those that know themselves and stretch the boundaries.  One of her guiding principles is to encourage constructive dissent.  It is really about understanding all perspectives and gaining understanding before making decisions.  Her examples from Robert Kennedy to leaders at General Motors brings to life great rebels.

I so appreciated another one of her principles, which is "fostering happy accidents." One of our colleagues, Gina Codd from Edwards Lifesciences introduced the refreshing concept of "welcome surprises" at her company.  Cultures that welcome idea exchange, making mistakes and enjoying what you learn from accidents is clearly a place I would want to be.

What type of rebel are you? There is an assessment that allows us to explore that and learn.  Check out Francesca's book and begin to recognize that we need rebels in our work and life in order to bring about positive lasting change.  

 

 

Published by: Sherry Benjamins in Employee Engagement, Management, Newsletter

April 21, 2018 - No Comments!

Don’t Network Like This

It is no secret that we are all trying to network and forge new relationships in our business and in our life.  It is a way of life these days.  It happens to be a new leadership literacy that strengthens your ability to thrive and be happy today inside and out of organizations.  There is research that supports this by the way.

Access to others is the new economy for sure.  We interviewed Kelly Hoey, author of Build Your Dream Network and she helps us redefine what it means to network.  Watch for our May newsletter interview with Kelly.  She certainly helps us see connecting with others in a  fundamentally new way.

I bet you know folks that are amazing at networking.  They make is seem easy.  I have to admit I value this process of connecting and learning the stories of others and maybe that is what makes it seem easy to me.  The idea of building a connection that matters and adds value is at the top of the list for us, yet, for many it is not intuitive.  I receive emails almost every day from someone who wants to "network" with me or in some cases, it is disguised as network but really it is "can you introduce me to people you know?"  I don't know them, but someone that knows me has suggested they reach out.

I am all for supporting that process of meeting and learning from others however, it needs to be reciprocal.  Here are my tips in order to strengthen your ability to connect with others authentically and not just to tap into their contacts.  Matter of fact if your goal is transactional, save the time in writing an email and don't do it.  I say that with sincerity and wanting to help you be effective.

Tips:

  1. Don't surprise someone with an email referencing a friend "told me to connect" to you.  Ask the person that offered the referral to email first and "ask permission" to receive a reach out email from you.
  2.  Time is a factor - if you send an unsolicited surprise email to someone you do not know - that email may sit in their inbox a long time. Using the permission approach is significantly more effective and respectful.
  3. If you are going to send an email to someone you barely know or do not know - start with something about them....show interest in that person's business, be curious, ask them a question or comment on an observation from their linked in profile or web site before you start down the road of "I was told you know a lot of people in my industry."
  4. Take the words, "If you hear of something that seems to fit me, keep me in mind" and never use them again!  Don't leave that on a voice mail or email!  Sorry, it is bad form and does not send a message that you care about building a relationship with them at all.

If you feel awkward about reaching out to people you don't know - that is normal. I highly recommend starting with people you do know or those you had some connection to and maybe it has been years since you said hello.  That is far more effective than emailing a stranger.   Again, research in this area, as shared by David Burkus, author and speaker on this topic, says that data shows improved results and those six degrees of separation stories flourish when  you reach out to friends, old friends, or friends of friends.

We all want to foster authentic relationships. It is more fun and exciting as you see what might emerge for your business and your friendship.

Suggestion:  Make a list today of people you have not connected to in awhile and call or email them. 

Taking this step will surprise you in learning new aspects of what they are doing and you get to share what you are up to as well.  Win win all around - go for it!  Kelly Hoey says avoid the 911 call - an emergency reach out that says, " I need your help finding someone, getting funding or whatever."   The networking journey is about sharing stories and experiences on an ongoing basis.  With that approach,  your network comes along with you on the journey you take in your work or career and you are there for them too.

Published by: Sherry Benjamins in Communication, Management

March 12, 2018 - No Comments!

A Strategic Connection: SBC & EveryBusiness HR Essentials (EBHR)

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When two companies share a truly unique approach to their customers and are committed to the people side of business, why wouldn’t they team up? This year, S. Benjamins & Company (SBC) and EveryBusiness HR Essentials (EBHR) have agreed to a strategic partnership.  We believe that growing our shared resources will benefit our clients and teams.  Through this effort we are demonstrating the importance of openness and agility needed in business today.  SBC and EBHR are practicing what we preach.

We help organizations attract and hire great talent.  In addition to “finding the one”, we expand the conversation to include talent strategy and solutions beyond a single hire.  Sonya helps her clients embrace customized HR solutions at various key stages of their business growth.  Neither of us are a “one size fits all” firm and it is an exciting time to combine forces.

As we advise our clients about what workers want today and how they will thrive, we see less importance on hierarchy and more emphasis on reciprocity and creative collaboration.

How did we pair up? 

I met Sonya ten years ago.  We were hosting a learning event for HR leaders in transition and Sonya had just returned to California from a successful mid-west entrepreneurial venture.  She was looking for that next opportunity and what author Jenny Blake calls, “the pivot” to something new.  The successful pivot starts with a foundation of core values and understanding your strengths.  Sonya was entirely grounded on that front and was in the process of creating a vision for another chapter of her career in HR.  As  years passed, we developed a great relationship and exchanged ideas about our focus on the human side of business.  When she was ready to leave the corporate world and start her own company, we met to talk about the entrepreneurial life, which of course included the risks and rewards.

What I observed was Sonya’s quiet transparency, business savvy smarts and genuine positive spirit.  She was and remains open, curious and authentic about what matters.  She places purpose front and center.  EBHR cares about community, giving, learning and bringing the best ideas to her clients.  Our team values that too.  Most importantly we both approach our clients with a kind of care and commitment that I find energizing.  Together our firms support On Demand HR, Business Essentials (Work Design, Talent Strategy and Search) and Learning Forums/HRoundtables.

Our Plan

Kate Kjeell, our Managing Director and I are excited about this change and partnership with Sonya’s firm.  We’ll continue to focus on talent strategy and management search. That means finding our clients great leaders (in HR, Sales, Marketing, General Management, Operations) or helping them build their own capability to do that for themselves. For the past twenty years, we have utilized a project on-demand business model to deliver candidates and fill key management openings.  We augment our client’s existing Talent Acquisition function in a variety of ways.  Story telling in search is a key differentiator of ours.  We use creative approaches to help our clients tell their story to ensure we “find the one.”  Video, podcasts, marketing micro-sites are an example of the ways we increase our response rate with passive candidates.  The goal is to develop a high quality pool of talent for our client’s immediate and future needs.  It is all about meaningful and ongoing conversations.  We hope to hear from you to learn what you are up to and how we can stay connected and continue to learn from each other.

You can learn more about us at sbcompany.net & everybizhr.com!

Published by: Sherry Benjamins in Blog, Communication, Management, Newsletter, Recruiting, Talent Economy

January 31, 2018 - No Comments!

Leadership in the Future Turns Models Upside Down

It may be too late to catch up, as Bob Johansen, author of The New Leadership Literacies states, but it is a great time to leapfrog.  Looking beyond skills, Bob introduces us to the new literacies that are really a combination of practices and world perspectives.

We will not see predictability and volatility and uncertainty will prevail.  So, how will leaders prepare for this?  In the future, Bob maps out forecasting as a tool to look ahead and then back to prepare for changes that are coming.  He also introduces low-risk gaming (great chapter on gaming)  to hone our skills.  Personal energy will need to be high and this matches up with the emphasis these days on health, well-being and mindfulness.

As a search consultant, our role has been to find the talent that our client has profiled for success.  It can be a financial leader of HR VP.  There are often long lists of requirements as we launch a search and it becomes the challenge to triangulate hard skills, strategic skills and character for a gbob j picood fit.

Clarity will be king in the future.  I mean, if we are clear on who we are and what we value, and what our business is intended to deliver, this will serve as our guide in making decisions and evaluating talent.  Those long list of requirements will transform into a "top five criteria and deliverables" for success in your organization.  The hiring team will embrace that and use advisors or trusted talent evaluators in their company to keep the team headed in the agreed upon direction.  Then, we will start to see the old job posting and description become an artifact of the past.  The new mindset is select for potential and fit with both top fives addressed.  What was certainty in writing those old artifacts will shift and be "clarity" on what it takes to succeed and show up authentically.

Future talent will be continual learners, embrace challenge and lead from the edge of complex networks.  Bob says, hierarchies will come and go and "mutual benefit partnering" will take hold.  If a new leader needs an expertise he or she is light on, there is encouragement to partner inside or out.  Experimenting and learning will be a celebrated process for the best leaders.

It used to be that leaders needed to learn it all and know it all - that is gone in this future.  Now, we will be measured on how to nurture and develop shared resources and ourselves from wonderfully diverse networks.  Sound good?  Our development will be as good as our network is.  Our success will be based on how open our companies are about listening to and learning from our talent.  Are you ready to leapfrog!

Published by: Sherry Benjamins in Communication, Management, Recruiting

November 22, 2017 - No Comments!

Can You Tell Your Story in Three Minutes? Absolutely!

Charles Antis, CEO of Antis Roofing invited an impressive group of OC leaders to an event yesterday (in their amazing Irvine headquarters) to learn from an accomplished and inspiring Story Teller.  Charles models the power of story and purpose in big ways for all of us. He generously hosted Jay Golden, Author, story coach and storyteller who showed us how to tap into our own stories so that they are retellable and impactful.

It only takes three minutes and within a very short time we were practicing our stories with each other.  Jay says, that "the ability to find, shape and share your own story - told one to one and one to many - is one of your greatest assets as a leader."

What is a retellable story?  Jay's new book introduces concept using a simple framework.  You would think that we know how to do this. Not really.  I learned it can be simple and yet powerful in creating connection quickly. It does start with us.  Our stories reveal a lesson that helps inform and inspire others.   Antis 2

At this time of  year, we often retell stories at family gatherings or create new experiences that become future stories.   It is not just simply a beginning, middle and end process.  There is more to it and I recommend getting Jay's book to dive into this for yourself and your team.

Stories matter today.  The human connection we make with a memorable personal story takes our relationships and engagement with others to a different level.  This takes us beyond the noise and data flying at us every day. I can see the direct link of story to insight and creativity. I am going to try this out.   Jay says in his book, "The twists and turns of the story draws us in, gives form to the journey and enables us to gain new understanding. The teller is the guide to that understanding."

The concepts fascinate me and I am going to reflect on the stories that have been meaningful for me so that I may share them, plant some seeds and see how they grow. Any one who references Joseph Campbell is my hero, Jay closes his book with a quote from Joseph, "The hero is the one that comes to know."  Bravo.

Published by: Sherry Benjamins in Communication, Employee Engagement, Management

June 9, 2017 - No Comments!

Pressing Re-Start in Bali – Many are doing it

We just returned from one of our favorite places on earth - Bali.  It had been six years since we had visited our Balinese family (former business partner and friend of my husband) and now our adopted family far away but close in heart.  Life is changing there and while all the magic and beauty of the island remains, you can see that business is more entrepreneurial, tech savvy and global.  For me global means a richer more diverse group of people doing work and living in Bali than I observed years ago.  We met Europeans, Americans, Australians, professors, musicians, academics and entrepreneurs - it was more like a mini United Nations. 

Eighty five percent of the population in Bali (which is 4 million people) are Hindu.  They belBali offeringieve that spirits inhabit trees, stones, forests, and places.  It is truly a fascinating mix of ancient tradition and contemporary life yet a focus on culture, spirit, family, music and art.  I always wondered how the mash up of corporate work and spiritual practice would play out as businesses grew. It seems to work so far with such an influx of folks from all over the globe who respect this wonderful culture and people. 

This island in Indonesia offers a confetti of sensory experiences, smells of frangipani and burning trash along with sounds of Gamelan that soothes the soul.  What better place to grow an idea, start a business or re-start your psychic and physical energy.   I even found a company called Hubud (hub in Ubud) that brings coworking, coliving and colearning experiences to entrepreneurs from all over the world. They look for digital nomads.   I do hope all these global citizens or corporate escapees embrace the gift of Bali culture and respect for tradition and not change it too much. 

There is a total engagement of social media now that we did not see six years ago.  Trip Advisor is king in a land of tourism and growing hospitality businesses in a big competitive market.   I don't recall on previous visits the requests in a  very nice yet direct way for feedback, comments on facebook, and please share your customer experience.  We met two business owners that are focusing on marketing plans, improving their on line presence and learning about branding.  That is new.

The good news is that religious expression, colorful ceremonial dress, daily offerings, dance and music remain key to their life.  Ceremonies which are daily communicate ideas about community, status and aspects of life as well as afterlife.  People embrace living fully and honestly today for it might impact later in the next life.   Not a bad idea to take with us and cherish in our home and work here today.

      

Published by: Sherry Benjamins in Communication, Management, Talent Economy

May 13, 2017 - No Comments!

Learn the Unexpected

There was a fascinating article in the Opinion Section of the Wall Street today that highlights Barbara Oakley,  a Professor at Oakland University, Michigan and her book called Mindshift.  It is a deep dive into the science and practice of learning. Her personal story truly demonstrates a multi-faceted journey in learning.   We place obstacles in our way when confronted with new learning challenges.  I can say that from personal experience.  However, according to Professor Oakley, this holds us back from new outlooks.

I was taken by the notion of learning something new as a workout to the centers of the brain that are most affected by aging.   That was not a new notion but hit home for sure.

What really captivated my imagination was the idea of learning the unexpected. Do we allow ourselves the vulnerability to ask, "Who do we want to become in our work and what needs to be explored in this life?"  Not often enough.  It is consuming to just respond to everyday challenges that are right in front of us let alone think out into what we want for our future self.

I attended a workshop a few weeks ago in San Francisco, facilitated by my favorite corporate poet and philosopher, David Whyte.  He is working with executives to help them be "Half a Shade Braver" (his new topic and CD) and be vulnerable and risk yourself in leadership. That often means surrendering to the unknown and reflecting on key questions that we have inside of us that will patiently wait for us to answer.  Those questions are not going away, says David Whyte.

The mindshift that Professor Oakley speaks of had me reflecting on the workshop with David. The question that I want to ask is, "what parts of me have I not spoken of or developed yet in my work?" What are the possibilities?  It is an exciting time at any age to hold the possibilities in your hands and learn how to learn.

 

Published by: Sherry Benjamins in Employee Engagement, Management, Recruiting, Uncategorized

April 9, 2017 - No Comments!

Helping Others Drives Success

We launched our second HRoundtable this past week with the help of my long-time friend and wonderful consultant, business owner Sonya Kemp. Sonya believes in the notion that giving to others and allowing a group to learn from each other strengthens the outcome for everyone.  Adam Grant talks about this in his giving book, "Give and Take."  We have eight wonderful managers in this group from premier companies and they are already demonstrating their passion to give to each other and learn.

They are energized to be sitting at the table with their peers from other companies and industries.  The range of perspectives is broad and fascinating.  They will meet quarterly to focus on forward looking ideas in order to build their influence as new managers and strengthen their strategic points of view. hroundtable logo 3blue

The idea of a peer learning group is not new.  We have seen many models like this across the executive suite and beyond into other functional areas.  What is exciting about this group and our HRoundtable in general is that we build the notion of giving from the start and it becomes the norm for the group.  People carry it forward in their interactions and ultimately this improves the process and how they contribute overall.  The bar is raised on who fits in the group and how they will build enriched networks and collaborate too.

It dawned on me that the HRoundtable that Sonya is now leading is embracing the four attributes that contribute to being a giver.  As Adam Grant writes about this in his book he states that "givers rise to the top."  The have a unique approach that includes; networking, collaborating, evaluating and influencing.  Adam also explores  how givers, takers and matchers build networks.  It is quite different.  The taker might be described as a self promoter or self absorbed. The giver looks at the world in abundance terms and in generosity.  Givers gain.  Thank you Sonya for being a part of this newly formed group and giving your generous spirit and experiences to this team.

February 11, 2017 - No Comments!

Brain Based Leadership – Dan Radecki Shares How Teams Thrive

Our brain has not kept up with society.  That was the opening remark from our special guest, Dan Radecki, PhD for the first HRoundtable of 2017.   Dan is, Chief Scientific Officer at the Academy of Brain-based leadership and Executive Director of R&D at Allergan. He met with us to share how teams thrive but he first set the foundation for how our brain works. It was interesting and quite scary to hear that the unconscious brain makes 99% of our decisions.  We talked about the prefrontal cortex and it's braking system. Then there is the dark side or lower brain, the amygdala, that responds to fear and many of our emotions.

Dan brought such rich examples of the research being done in brain science aDan radeckind the application to neuroleadership.  We all have a better understanding of how brain function helps leaders get the results they want for the business, themselves and for their teams.  It also shows how we get in our own way to desired results.

We had an inside look on how and why we behave the way we do following thousands of years of slow brain evolution and basic fundamentals on how we are hard wired as humans.  He introduced the psychological model that is used as a tool (S.A.F.E.T.Y.) to understand human motivation.  The tool allows you to see that the brains seeks; security, autonomy, fairness, esteem, trust and your own unique perspectives.

In order to experience this model we were able to participate in an assessment that facilitated a discussion about how we act and how the conscious and subconscious regions of the brain operate.  A group seeks psychological safety and this tool provides a language to understand each other.

Bottom line  - people want to come to work and feel safe.  They want to feel that others care and will support them.  This all fits with the engagement discussion many of our HR colleagues and CEO's are having about what workers want today.

Thank you Dan for a lively, very open and candid discussion of how we think and the power of this information for our managers and future leaders.  Maybe our brain will start catching up with social change after all.

 

Published by: Sherry Benjamins in Employee Engagement, Management