All Posts in Teamwork

April 10, 2017 - No Comments!

Kate’s Story

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The year was 2000 and much of the world was bracing for Y2K and impending disaster.  My family was bracing for a different development; the arrival of our second child.  As parents will tell you, the second one puts you over the top and as evidence of that, I really needed a different work/life blend.  

It was at that time I decided to make a phone call that changed my career and you could say, without being overly dramatic, my life.  I had met Sherry Benjamins on a consulting project when I was working for a recruiting software company.  With some trepidation, I called her and asked if perhaps she might consider bringing me on as a Consultant.  

After 15 years of corporate life, I embraced the vagaries of consulting and recruiting and haven’t looked back. The ups and downs, great clients and crazy ones, interesting projects and those that make you want to pull out your hair have made the journey all the sweeter. My roles have varied but the consistent thread has been SBCo's willingness to try new things and put people above profits.  Sherry has been my thought partner, mentor and the right brain to my left. 

Congratulations SBCo on 20 years.  What a joy it has been to be here for 17 of those.  Can’t wait to see what the future holds!

Published by: Corey Kachigan in Blog, Uncategorized
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April 10, 2017 - No Comments!

Celebrating 20 years!

Many years ago at our five year anniversary in business, I met with a dear friend who gave me sage advice and said; "write a forward looking vision of what you desire for the next phase of your business journey." So I did that and found my notes to share now. Written in 2005 as an aspirational guide for 2015 and beyond:

"I am laughing a lot more these days – not taking myself so seriously! I can step away and have perspective and total trust in a great team. They bring light, love and lots of balance to this thriving business. We are all having fun.

There are a core group of clients that rely on us for recruiting as an extension of their department. They call when multiple assignments emerge or hard to fill positions exist requiring focused effort. We blend into their system, almost seamlessly for we know their culture. Our process is about “we” not “I” and that is unique about us. Our clients trust us and value our opinion.

We are known as possibility thinkers…where each person on our team brings unique ideas and we celebrate what we accomplish for ourselves and our clients. We work in our home offices but connect virtually. It’s a blend of the possible….all meant to be flexible for us. We know how to capture what we are learning in each new project.

Clients give us regular feedback and we publish our results. We are the only firm that does this in a way that helps the client improve. We use this data for re-inventing ourselves. Sometimes a new service is created from this ongoing input of great data from our clients.

We have a brand that reinforces our goal to add value, challenge ideas, build relationships and share knowledge. The HRoundtable and learning forums are thriving for we value human connection in the best way possible.”

Sherry Benjamins, President of S. Benjamins & Company, 2005

SBC-Anniversary

Published by: Corey Kachigan in Blog
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May 25, 2016 - No Comments!

May Newsletter 2016 – Healthy Leaders

I am grateful to have worked for a few “healthy leaders” early in my career; they seem tougher to find today. There are unprecedented challenges in leadership in this chaotic world. Bob Rosen, CEO advisor and founder of Healthy Companies International, knows from his extensive research and hands-on experience that healthy leaders pave the way to healthy companies.

Bob and his Chief Knowledge Officer, Kathie Ross, are joining us for our Great Starts Breakfast Series on June 1st in Southern California to share their perspectives and challenge our assumptions about what it means to be a great leader. I talked with them about their work.

 

SB: What led you to research healthy leaders?

Bob Rosen (2)Bob Rosen: I was trained as a psychologist and was originally interested in family dynamics. As I began working with families, I was struck that fathers were not showing up for sessions, and I became intrigued with the psychology of successful businessmen and entrepreneurs. That led to working with the business roundtable and watching how larger companies manage or mismanage their human capital. It became clear that leadership was an issue.

I was fortunate to interview Max DePree in the early part of my career and he was my first image of a healthy leader. I began to meet leaders who either cast light or cast darkness. I was interested in understanding this further. The McArthur foundation called and was interested in this subject as well. Since then, we’ve interviewed 500 CEOs of large companies to really get our arms around how great leaders build great companies.

Kathie Ross
SB: Kathie, what led you to the human capital business?

Kathie Ross: Like Bob, I started with a psychology degree. I joined corporate America and found it intriguing to observe the relationships we form and how those relationships impact our effectiveness. Some bring out the best in people, and others are the opposite. After a Masters in Human Resource Management and a PhD in Organizational Behavior and years of fascinating work in HR, Bob and I were drawn to work together because he is rooted in the psychology field and I bring 25 years of experience as an executive inside organizations working to understand behavior.

 

SB: What have you learned about yourself in this journey?

BR: In my 20’s when I got my PhD in Clinical Psychology, I learned a lot about the importance of personal intelligence. When I went into the business world, and started researching CEOs, I learned about the importance of business intelligence. In my 40’s, I spent time working globally and recognized the importance of cultural intelligence. I think leaders need to connect with and cultivate all three of those intelligences inside themselves.

We operate under a paradigm that what you do defines who you are. But the best leaders have operated from an alternative paradigm that says who you are as a human being drives what you do. I’ve grown into this alternative paradigm more each year and recognize that leadership is a deeply personal act; both for you psychologically and for how you touch other people.

 

SB: Why are the best CEO’s investing in self-reflection?

BR: The outside world is changing faster than ever and leaders must turn inside to be more grounded and more conscious in terms of who they are. It is the only way to operate in an environment that is more uncertain, more competitive, more transparent, and more global than ever before. Only five percent of our beliefs, feelings, actions and decisions are conscious. Incredibly, 95% of our mind’s activity is unconscious. Lack of self-awareness, then, is the greatest obstacle to strong leadership. Increasingly, CEO’s understand that if they fail to see the reality about themselves and their leadership, then they are less likely to be successful in building their organizations. Those operating with outdated mental models are simply under pressure to change.

KR: The work we have been doing with CEO’s most recently is in how they and their teams change. We know why the world is changing so quickly, and there are many opinions about what we need to do differently to deal with this, but it’s the how. How do we accelerate transformation? What are the personal and organizational accelerators and hijackers that move us forward or hold people back and undermine their success?

 

SB: How are younger professionals learning leadership?

KR: I think that is an issue. We are in a period of transition. We make a lot of generalizations about millennials that I don’t think are very accurate because I see a lot of variations. Many millennials have grown up with leaders early in their career with the traditional mindset, and so they are struggling with this as well. It is not easy just because they are younger.

BR: We see four or five generations in the workplace today. It is time to appreciate differences and yet recognize that human beings are fundamentally the same and they want to learn. Leaders at every level want to be in touch with their purpose, values, and passion. They want to contribute. So this means it starts with the leader seeing a bigger picture, and understanding how their leadership impacts others.

 

Conclusion

Leading is courageous work. Bob and Kathie see this as a time of choice for all of us. We can focus with intention on the healthy roots of leadership and be the person we are truly meant to be, or hope to get there someday.

You can learn more about Bob and Kathie and their leadership philosophy at our June 1st, 2016 Great Starts Breakfast event where they are presenting"GROUNDED: How Leaders Stay Rooted  in an Uncertain World" at the Center Club in Costa Mesa. Visit www.greatstartsbreakfast.com for more details. 

December 31, 2014 - No Comments!

New Year Wishes and Possibilities

It is that time of year when we slow down a bit and reflect on success and start preparing for what is next.  It is easy to think about starting the next race of 2015 rather than enjoying the moment of being right here and right now.  A new friend, Jullien Gordon, whom I met this year through a trusted colleague, suggests that rather than saying, "I  can't wait until...." consider saying, "It can wait."  I love that. Some of us get great energy by thinking about what is ahead and others cherish the moment and enjoy the fact that they are where they need to be and the best is now!  I am planning for more of those moments this year.  I can sometimes get caught up in that race I mentioned earlier.

Celebrations in teams, companies or in our families are there for a reason. Take this time on the last day of the year to reflect on your achievements that meant something to you.  They can be small or big.  Size is not important here.  I suggest celebrating that when you toast in 2015.  This could be part of a new ritual.  Where were the moments of greatest satisfaction and enjoyment for you this past year? Think about those events that brought meaning to you and how might those inform you about where you want meaning in your life in this new year.

Kate Kjeell, our trusted leader of the Recruiting practice here at SBCo shared a great book with the team this year.  It is called," Where will you be five years from now?"  I really appreciated this gift and how simply the book chapters move from creating a personal mission statement to defining what you will do with your talents. We are talking about learned talents and skills and also natural gifts that might become a new dimension of you.   What is your YouTube for 2015?

This is not easy work - it takes reflection time however, it is the time for you. Enjoy this day of your life!

quanyun

 

May 31, 2014 - No Comments!

Are you optimizing teamwork?

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Plenty of HR leaders are looking at big data and the critical elements that measure people  effectiveness.  I am not sure many of them are looking at something new in the HR systems realm and that is evaluating team performance.  John Boudreau, from USC's Marshall School offers great insight into the power of measuring collaboration and the power of teams rather than the old method of measuring individual performance.  A friend of mine, Gene Tange, of PearlHPS has created a software tool that will help the HR leader and business line leader evaluate the potential of a team and predict their ability to achieve mission critical objectives.

There are years of research available to measure teams but we don't see HR systems built to capture this.  This is another opportunity for the HR organization to add value and be credible as a partner to the business.  Your business leaders will understand this and respond with enthusiasm - they live with the uncertainties of team dynamics, finding the right blend of skills and wondering if they have the optimal team so that business goals are met.  Check out Gene's company, PearlHPS. Look at how "execution analytics" optimizes teamwork and changes the way your company is looking at what Gene refers to as predictors of organization effectiveness.  This is "team competence, goal alignment and continuity."

It is time for HR to let go of old or limted systems and processes that don't add value.  How about changing the focus of our work so that every effort is intended to support a business leader getting the results they want, rather than checking off boxes on programs that may now be irrelevant.  HR can lead this change and demonstrate what many leaders want and that is agility and creativity.

Published by: admin in Talent Economy
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