Your Power Point - And I Don't Mean The Slides JoAnn Corley-Schwarzkopf

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // There is nothing new under the sun...ever heard that phrase. It from a biblical passage, Ecc. 1:9. Well, in the time of Covid, you might be thinking...is that true now? These are unpresedented times. We're entering into a new normal (not a fan of that phrase)...but ok, yes things are definitely unsettling and uncertain. And, some elements of life may permanently change...or not. We'll see. However, there are some very human, historical and universal truths that are settled, certain and will remain unchanged. While we get tossed about by how we and others are describing this current experience, as someone who lives in the realm of human behavior in life and business, I can say - and I hope this is encouraging- there some things...and I dare say the most important things ... that have not changed and will not change. Source post: https://www.joanncorleyspeaks.com/2020/05/there-is-nothing-new-under-sun.html Web Toolbar by Wibiya…

1
2 NonNegotiable Fundamentals of Business Building You Absolutely Can't Avoid

5 years тому

—

There is so much noise in the world of leadership and management today. Go on LinkedIn and just see the breath of information in your feed - kinda makes my head hurt. There's so much discussion about what leaders should be doing, what makes a great leader, etc. Do a search on Amazon or Google about leadership and management and millions of results are revealed. One thing for sure, if you are a senior leader or one that owns a business, there are certain fundamentals you must have in place - above all others . And yet, so many other things are discussed - I call them shiny objects - don't actively advocate and address these fundamentals. Two in particular are these: 1. If you want to grow a business, you must have a reliable, effective management team. 2. You are the cornerstone of your business, business unit or department. What's A Cornerstone My husband is in construction. He has built many a building in his career from a small home to a skyscraper. One building essential every one of them needed was a cornerstone. What is it? Go here for full text: http://www.joanncorleyspeaks.com/2020/03/2-nonnegotiable-fundamentals-of.html Web Toolbar by Wibiya…

1
Is It Time for You to Surrender?

5 years тому

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // Web Toolbar by Wibiya

1
The 1 Thing an Employee Training Won't Change

5 years тому

—

If you are an HR professional or key decision-maker, please note, "a simple training day" is not going to fix this. Yet many times, that's the choice that's made. In my experience there are 2 main reasons why: 1. Key leaders, decision-makers do not understand or appreciate the "human experience" in the work environment. 2. There is a disconnect between how behavior (the human experience) impacts revenue. Therefore the "cheapest" prescription is chosen without being clear on the need and the best remedy to meet it. I call that the spray and pray decision. Let's spray out a bunch of information in a "training seminar" and pray it sticks and fixes things. I've said in previous posts, when dealing with employee performance problems, many decision-makers want a bandaid, when surgery is what is really needed. A bandaid seems to be much cheaper... really? And by the way, this is beyond an HR problem as some like to direct it...it is overall a leadership and management problem. Read full text here: https://www.joanncorleyspeaks.com/2016/02/the-one-thing-employee-training-cant-fix.html Web Toolbar by Wibiya…

1
3 Undeniable Truths That Sabotage Change - Do You Recognize Them?

5 years тому

—

Ever heard the phrase "change is hard'? I think there is a bit of a misunderstanding about that phrase. In reality there is a range of "change capabilities". Depending on the context, change can be in an instant or permanent change can take time. I've learned over the years that change can be immediate, but transformation.. . does takes time. And this is a crucial mind-set for leaders when trying to achieve operational change of any kind. Unrealistic expectations lead to lots of unnecessary stress and poor planning and can waste time, money and talent. So, What About Change is Hard? What is hard...really hard...is what leads up to change. Getting to the point of change is the tough part. Here's what I mean. In the work I do, helping companies achieve better results through leadership and management development, I help decision-makers get to the point of deciding to initiate change...to their benefit. Even with all the evidence and constant discussion about the epidemic of incompetent or bad managers and with virtually everyone agreeing that good managers are needed...getting decision-makers to the decision of employing management training is tough. If it wasn't, it'd be pervasive. In fact, almost every company would have it as a part of their business development plan. But we know that just is not happening. Ever wondered why? Think about it for a moment. Why is the decision to do something so obviously needed so difficult to do? Well, the ultimate answer I believe is fear. But there's more. And the more... are 3 undeniable truths about change. I call them "change saboteurs" Read the complete text here: https://www.joanncorleyspeaks.com/2019/11/3-undeniable-truths-that-sabotage.html Web Toolbar by Wibiya…

1
People Don't Leave Jobs - They Leave Relationships

5 years тому

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // "People don't leave jobs, they leave bosses.'" This is a very popular phrase that circles around the HR and management community a lot...and in fact has been doing so even during the time I was a recruiter some 25+ years ago. And, in all that time has consistently proven to be true. However, I'd like to frame this truth in a different way. People don't leave jobs, they leave relationships . Because, in essence, that's what we're talking about. Leaving anyone, boss or not, is leaving a relationship. What they are leaving is the way they are being treated. Read full text here: https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html Web Toolbar by Wibiya…

1
Do You Carry This Critical Point of View in Your Business?

5 years тому

—

If not, you're missing out... One of the elements of business I'm becoming more and more committed to - for myself and clients - is that of simplicity. I'm also devoted to spend my time providing insights and information from a different point of view that provides meaningful value...that is if you spend your precious time reading my blog...at the end of each post you'll think, "Well, that was worth it." From my experience, that different point of view is seeing business through a very simple lens. Here's the lens: all things business are derived from human behavior. It has become a very defined view over the years and its benefits are enormous for this who are willing to see as I do. 2 Simple Principles of Business You Should Know Because of this refined view, I see business in a much simpler way than I did when I first started my own business some 20+ years ago. After working with thousands of employees and their managers throughout North American over those past years, I've observed and have narrowed down the main, overriding issues to success in business and they are human behavior and relationships ... and note how one naturally impacts the other in business outcomes. Read full text here: https://www.joanncorleyspeaks.com/2019/10/do-you-carry-this-critical-point-of.html Web Toolbar by Wibiya…

1
The Dilemma of Creative Thinking in the Workplace

5 years тому

—

"If we all think alike -- no one is thinking very much." - Walt Whitman Let me get straight to the point. One key element contributing to the dilemma of creative thinking in the workplace is fear of diversity -- fear of "too" different. You see this " too different" causes discomfort. This is the "get out of our comfort zone" we don't consider and resist. The comfort zone we usually address is pushing ourselves to grow, moving beyond where we currently are as our choice on our terms. This is the one most familiar when we use that phrase. But, there's another. I call it "the diversity "dis"comfort zone". This one allows others - much different than us - to come into our zone and be truly who they are even if it causes discomfort and in some cases we have to do the work to be accepting, receiving, embracing no matter the level of that discomfort. Read the full text here: https://www.joanncorleyspeaks.com/2016/06/the-dilemma-of-creative-thinking-in.html Web Toolbar by Wibiya…

1
6 Reasons Why Your Managers Are Failing

5 years тому

—

I'm gonna cut to the chase. I've observed for many years a cyclical epidemic. Managers who don't know how and are not managing ...and are not helped in any useful, sustainable way. And so...it continues. As a business owner, senior leader or HR professional, if you've experienced this on any level I want to help you diagnose why. Now, I don't want to insult your intelligence. Perhaps to you the 6 items below are obvious and you've sought help and just haven't found the right resources to fully fulfill your needs. I'll address that in a minute. You can read the full text here: https://www.joanncorleyspeaks.com/2019/10/6-reasons-why-your-managers-are-failing.html Web Toolbar by Wibiya…

1
A Management Tip You'll Absolutely Want to Use!

6 years тому

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // I was having a conversation with my step-son a few months back - getting an update on how his business was doing. He's part of a family owned business and was next in line to take over when his in-laws retired. He's very motivated and has grand plans for growth. He realized that in order to execute his vision, he needed to develop a solid next tier management team, so he could be free to focus on strategic growth activities. Listen to the advice I gave. You won't want to miss it! Of Note: We've worked to help managing your business, operations and people become much easier with our Smart Management Blueprint - it's a 9 building block roadmap, tested in some of the most challenging environments to substantially improve operational results while developing competent managers. It's highly successful because it's strategically infused with human behavior science. When you may not be able to trust the skills of novice managers, you will be able to trust the science they'll implement with the blueprint! check it out! Web Toolbar by Wibiya…

1
Best Hiring Advice Ever - Hire Beyond the Job Description

6 years тому

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // Listen here: Hiring...talent acquisition is in a perpetual state of handicap. If you were new to recruiting-hiring and took a moment to scan the breath of recourses available, it's likely you'd be completely overwhelmed. Getting a grasp on effective hiring can turn into a continual game of chasing a rabbit down a rabbit hole...not quite knowing where you'll end up...just crossing your fingers the route you're taking will get somewhere close to where you'd like to end up. As someone who's been in the space of talent management for over 20 years, spending my early days as a recruiter at a INC 500 boutique recruiting firm in Chicago, I've seen the evolution in the hiring industry to the point where I think it's become complicated and excessive. Hiring just does not have to be that involved and complicated. I know it can be done quicker and better. Here's Why - Breaking it Down Let's consider a different approach. Let's look at recruiting through the lens of human behavior - doing so provides needed clarity and refreshing simplicity. Here's what I mean. When looking to hire, what you are ultimately looking for is a behavior that achieves a desired result. You're looking for behaviors that are driven and shaped by a knowledge base, thinking, emotions, attitudes, capacity, aptitude and experience (which we assume develops skills. By the way this is not always true - experience does not necessarily equal competence). When you adopt this point of view, you'll begin to first of all read a resume very differently and hopefully draw the same conclusion I have over the years. Many people can do many jobs , with the exception of very distinct technical knowledge and/or capabilities (and even some of those can be acquired over time). What does this mean? Many recruiters and hiring managers have overlooked many people they could have hired and done certain jobs perfectly well... saving tremendous amounts of recruiting time, money and aggravation. This principle is another reason why some hiring managers use pre-hire behavioral assessments utilizing a great foundational principle - hire the best behavioral fit. What does this mean? Another way I like to term it is - natural vs needed. If you can match the needed behaviors (skills, capabilities etc. reflected in the job description) with what is most natural - (or preferred behaviors) the newly hired employee would quickly and easily contribute at a high level with little ramp-up time. (I like to use contribute vs. perform). Natural implies easy, less effort (effort-less), automatic. The added bonus?. .. in many cases when something is natural and easy, it's more enjoyable. A couple of good interview questions to flush this out might go like this: > "Looking at your resume, what activity do you do with the least amount of effort (or feels effortless)... or enjoy most (and/or) to the point you'd do it whether paid or not?" > Is there anything beyond your resume that you truly enjoy doing? Pay attention to 2 key hiring elements here - natural and most enjoy. This is way beyond just "can you do the job". Keep in mind the fact that some folks have been doing jobs for years they don't necessarily enjoy. Do you want to hire someone like that? They could be very skilled at being miserable. If someone naturally enjoys doing something, they will be naturally motivated to do so and will require less external management to do it. This is key! Motivation is an incredibly valuable "human resource " and one that is most challenging with managers. In almost every management training I've ever conducted, motivating employees was the most popular frustration point expressed. This frustration could be greatly minimized with a more sophisticated approach to hiring. The natural vs. needed point of view comes not just from my expertise related to human behavior in business, but also the many years spent as a career coach - particularly helping folks through a career change. My friend Sue is a perfect example - frustrated with teaching, she was ready to do something different. One of the self-assessment exercises I took her through was looking at areas of her life for which she was known for something - aka - did naturally. Something dramatically stood out. In our group of friends, she was known as the go to person for getting sound advice. She was a great listener and regularly shared sage wisdom and being with her was like snuggling up with a warm blanket - you felt safe, secure and loved. Knowing Sue, she has that kind of natural personality. She loves helping people by way of listening, enabling them to feel safe so they can open up to levels needed to sort through their thinking as they address life concerns. What does this sound like - counseling! Yep, Sue is by nature a natural counselor. Throughout here adults life, she's been doing it exceptionally well and not getting paid for it. She made the transition and now has a thriving practice in the Chicago area. In summary, her natural met what was needed and she is now highly successful, she thoroughly enjoys what she's doing and her clients just love her! You know, everyday better hiring matches could be made simply by using a refined hiring lens. I've decided to teach folks how to do this by creating a course entitled: Hiring Beyond the Job Description. It's in the works and will be released this fall. Drop me an email if you'd like to be notified when it's released: joann@jcsbusinessadvisors.com. It's part of my main business and management development offering The Executive Advantage Blueprint for Smart Management. One final note: If equal emphasis and commitment (financially and otherwise) was placed on developing competent managers and management, there would be less need to obsess over hiring "the perfect person". Both can sabotage a great hire! Final financial and operational advice - match natural to needed and support that hire with great management! // JoAnn is the founder of JCS Business Advisors - a strategic business management consultancy. Through her expertise in human behavior, she helps develop high functioning leadership teams and organizations as she partners with forward-thinking senior leaders, entrepreneurs and their HR counterparts, bridging the knowledge & execution gap of connecting human behavior to improving operational results. // Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a 30 min. complimentary advisory call and receive a copy of our latest executive briefing. //Learn more about our "all-in-one" blueprint that develops competent leaders and managers, effectively manages operations, people, talent and time - The Executive Advantage Blueprint for Smart Management. Web Toolbar by Wibiya…

1
Is This Your #1 Business Challenge Too?

6 years тому

—

This Your #1 Business Challenge Too? Tip: Business management is developing managers. You've got to grow them...so you can grow! Duration: 6 mins. 25 secs. I had a great family get together in Indiana this weekend after speaking at the Energetic Women's Leadership Conference in Indianapolis. (The conference was a gathering of women from all over the US who are in the Energy industry - primarily gas & electric). One of the many highlights was getting the latest updates from my stepson Chris regarding the state of their business in 2019 (we have 4 business owners in our immediate family!). They are exceeding goals! I was so happy to hear! "So, what are your current challenges, what do you want to be different?", I asked. His answer, "Building middle management." Their business is family owned and operated with very aggressive growth goals. They need an effective, competent second tier leadership/management team if they want that to happen. So we talked through some of his efforts and in several aspects he has some great things in place. For example, they have scorecards to keep everyone focused on the metrics that matter . They are very sensitive about company culture. They certainly do a lot of fun things together. The one thing he really was stalled on was building a management team that could replace him so he could be free to develop the best, most market responsive strategies to grow the business overall. So I shared with him my newly formed Executive Advantage Blueprint for Smart Management . I walked through each "smart management" building block - some of which, to varying degrees, he had in place. What was missing is what most leaders miss...see if any of this applies to you: View full text here: http://www.joanncorleyspeaks.com/2019/06/is-this-your-1-business-challenge-too.html N otes: // JCS Business Advisors is a strategic business management consultancy. Through our expertise in human behavior, we develop high-performance leadership teams and organizations as we partner with forward-thinking senior leaders, entrepreneurs and their HR counterparts, bridging the knowledge & execution gap of connecting people, performance, and profits. // Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a complimentary advisory call and receive a copy of our latest executive briefing. //Learn more about our "all-in-one" blueprint that develops competent leaders and managers, effectively manages operations, people, talent and time. Special Note: I want to make a bold statement. Every business owner and/or senior leadership team needs an advisor who has expertise in human behavior. It is the #1 driving element of their business they do not recognize (as well as many business coaches), yet directly impacts every area. Take advantage of our complimentary 30 min. Q&A (ask us anything) and see how that translates to your business. Contact…

1
How to Determine When It's Time to Fire Someone

6 years тому

—

<!-- google_ad_client = "pub-6596609093918511"; google_ad_width = 728; google_ad_height = 15; google_ad_format = "728x15_0ads_al"; google_ad_channel = ""; // Take a 10-minute breather today and learn how to determine when it's time to fire someone. Want to be clear & confident? Firing an employee is one of the most significant challenges and the toughest things to do in leading and managing. Yet, sometimes, it's absolutely necessary...and not doing so can severely hurt your business. Do you have a firing philosophy? Do you experience "fog" when you're trying to determine whether to do so or not? Web Toolbar by Wibiya…

1
Untitled

6 years тому

—

I'm sooo excited to start a new series called "Coffee Talk"; the purpose of which is to encourage busy founders , entrepreneurs and/or their senior leaders to take just a few moments (take a "management moment") to learn something that will help them improve how they manage their business. Our Goal: Help leaders manage their business better, so their business doesn't manage them. :-) So..."take five" for an opportunity to grow as you go! Subscribe on iTunes - see link to the right. This Episode: Are you losing passion for your business? ....Having a love-hate relationship with it? Feeling overwhelmed or as if the business is swallowing you up? / Duration: 5:19 Web Toolbar by Wibiya…

1
How is Your Performance Management Performing?

6 years тому