Talent Connection Blog

Executive coaching can meet a variety of needs in the workplace. Some executive coaches are meant to push you to find your own way, while others focus more on constructive feedback and offering ideas for solving issues. Ideally, you would want someone that is good at both. To find someone who can do both for your organization, use these questions to help you, courtesy of Entrepreneur.com. What areas am I seeking executive coaching support in? You can’t find the right solution for executive coaching until you know what you’re looking for. Once you, and your organization, are clear on what

Does your organization have any new year’s resolutions lined up to achieve in 2017? Employees and job seekers probably do: to obtain and maintain a comfortable, stable job—especially all those new, qualified winter college grads! Unfortunately, one third of new hires quit their job after about 6 months (despite the strength of their new year’s resolutions). With that said, here’s a new year’s resolution idea for your organization, or one to add to the list if you already have some: improving employee retention throughout your organization. The Wall Street Journal online and Forbes online have a few employee retention strategies

With the end of the year right around the corner, most organizations are working on their year-ending employee performance evaluations. This time of year can be frustrating and worrisome for both the recipients of the performance reviews, as well as those administering them. Here are 5 tips for a more enjoyable performance evaluation experience. Evaluate yourself first. Some companies include a self-assessment portion of the employee evaluation process. Whether your company includes that step or not, it’s worthwhile to take the time to evaluate yourself for several reasons—to know how you’ve progressed from your own perspective, to have a comparison

Workforce planning—the overall process of linking workforce strategies to desired business outcomes—is a necessity for a thriving business strategy. This workforce planning process helps employees in numerous ways: Manage organizational culture Deploy staff and organize work Anticipate and manage risks Respond to organization-wide staffing needs Influence development of job classes, rules, and collective agreements within the workplace With all these provided perks, it’s no wonder why workforce planning is constantly high on the wish list for HR executives. The issue is, however, it seems strategic workforce planning remains on the wish list rather than the to-do list. The most common

You wouldn’t interview a candidate with zero electrical experience or knowledge for an electrician’s job—experience and credentials are obviously a necessity. Those would be hard skills—bullet points on a resume. But there is another aspect to look for in new hires: soft skills, or aspects of the candidate’s personality that’ll affect their success in a role, are equally important to consider.

According to The Wall Street Journal, of the 900 executives polled, 92 percent valued soft skills equally or more than technical skills. And it’s not just executives’ opinions that back up the value of soft skills. Professor of entrepreneurship and finance at the University of Chicago Booth School of Business, Dr. Steve Kaplan, found that traits that lead to execution, such as aggressiveness, follow-through, and speed, are better indicators of C-suite success. Which is why a new hire checklist of valuable soft skills to look for is key in the hiring process.

As technology continues to grow, leadership training is not immune to its influence. In fact, technology is becoming increasingly more integrated in leadership training methods due to ease-of-access and cost effectiveness. Technology-based training is 90 percent less expensive than traditional classroom-style training. Because leadership training is a constant process, it is logical to take advantage of a form of training that is easily accessible and cost effective. Take a look at these leadership training and development trends to be aware of for today’s leadership training, as well as training for the future. M-Learning Also known as mobile learning, it is

A 2015 SHRM Employee Job Satisfaction and Engagement Survey found that only 69 percent of employees felt that they were consistently putting all their effort into their work. And your organization is not immune to this lack of employee motivation—whether you’ve committed some employee motivation no-no’s, or you’ve done everything right and just need some new creative thinking for methods, there’s always room for improvement. Check out these do’s and don’ts of motivating employees and see how they fit in your organization. We’ll start with the don’ts—if any of these sound familiar, then you might’ve already found your source of

In a study by BostonWorks.com, participants were asked to cite what they believed to be the most important factors of executive coaching. 86 percent said developing leadership skills of high-potential individuals 70 percent said correcting behavioral problems at the management level 64 percent said improving the odds that newly promoted managers would be successful 59 percent said developing management and leadership skills among their technical employees 59 percent said helping leaders resolve interpersonal conflicts among employees. Now that you’ve read some of the reasons why executive coaching should be implemented, it’s time to focus on how to implement it. Forbes.com

Today’s Human Resources staff are stretched beyond their traditional roles. Overseeing the current employee pool (onboarding, training, overseeing performance reviews, trouble-shooting) can cut into time to identify and interview new staff. In fact, hiring staff has become more complex as more prospective employees offer different skillsets and experiences. A growing number of HR professionals bring specific skills needed to assemble new teams. Human Resources is About Employee Assessments Most employees and employers will agree that two game-changers appeared in Human Resources over the past couple of decades: The sheer amount of resumes shared by prospective employees on the web that