Tag: alignment

Retaining Talent Through Alignment, Accountability, and Clarity

Posted on May 14th, by Amanda Papini in Business and Workplace, Leadership. 1 Comment

With the qualified talent pool shrinking across the globe, the pressure on businesses to retain talent grows. In hopes of retention, companies across most industries are accommodating for generation X and Y’s desires by building a flexible, fun, informal environment that includes summer Fridays, remote work days, casual attire, and more. Start-ups are going to great lengths to mimic the Google and Facebook environments that attract and retain talent across the globe. I benefit from, and am a proponent of these environments. Some companies, however, particularly start-ups, must be mindful of, and guard against allowing informality to result in a lack of accountability, misalignment, and ambiguity. Now more than ever, it is critical to keep talent aligned with a clear company mission and hold them accountable. The flexible, fun, informal environment can only keep talent interested for so long. There must be something deeper for talent to identify with.

Talent must first identify with a company’s mission and core values. It is critical that veterans of the organization all understand, communicate, and embody the same message. Remember, Millennials look for guidance from those above them and as we know, businesses are constantly evolving to remain competitive. It is imperative that managers and executives keep these messages consistent. We cannot expect talent to feel secure and have the desire to commit to an environment that has a mission that continually changes, or a list of core values that is adhered to only when convenient.

Secondly, there must be a “fit to role.” When talking about a fit to role, most people will identify with qualified talent fitting the role; however, the fit to role actually starts with the role being appropriate for the department, division and company. Does the role benefit the company, and can it be successful within the current confines of the environment? With the ever-changing business environment, talent acquisition should ensure that an assessment of true business needs occurs or has occurred with each and every job requisition. It would be extremely challenging, if not impossible, for someone to remain engaged in a role that doesn’t make sense for the organization and is not aligned with its mission.

After identifying the appropriate role for the company, the appropriate candidate should be determined for the role. Many companies focus on the technical skills of the candidate and hope for a plug and play that will ensure the business doesn’t miss a beat. However, hiring managers cannot omit the importance of assuring alignment and engagement with the role by determining what the potential hire enjoys, doesn’t enjoy, and what drives her to achieve. This can be accomplished through conducting a personal assessment (such as the Harrison Assessment), as well as through technical assessments that assess her technical skill sets for the role.

Hiring the candidate is just the beginning of ensuring engagement and alignment exists throughout the talent’s tenure. There must be a clear relationship among the talent’s job description, career path and development. As soon as talent does not have clarity and understanding around their job descriptions and career paths, one can expect highly desired talent will begin their search for the next step in their career elsewhere. Generation X and Y have had information at their fingertips that allows them to learn; however, simply learning is not enough. It must have a purpose. Aligning short-term, tangible goals to reach the mission at hand will help ensure long-term engagement. Managers should anticipate the need for feedback and the desire to know how this newly acquired knowledge helps talent get from here to there in a career path.

In this fast-paced, ever-changing world, it is more important than ever to keep your talent aligned with your business and working for a greater purpose. Increased retention rates will be accomplished by creating an aligned environment that is buttressed by accountability across the organization. In addition to the fun, flexible environment that is permeating business places across the globe, leadership must establish and maintain a clear path and hold the talent accountable for accomplishing the plan. After all, how can they be recognized for their accomplishments if their objectives aren’t being established and tracked?

Photo credit iStockphoto

About the author: Amanda Papini, Recruiting Director at Response Mine Interactive started her career in recruiting at Medical Staffing Network in 2005, and moved over to a corporate recruiting role at BKV and Response Mine Interactive in 2007, where she built an internal recruiting practice for both companies. Amanda has since staffed over 250 full-time employees within both companies; an average of 50 hires per year. After assisting with RMI and BKV’s growth over the last 5 years, Amanda decided to move over to focus solely on RMI’s talent acquisition and take on a role more dedicated to employee development.


{Random Encounters} On the Road to Alignment and Purpose

Posted on March 6th, by a Guest Contributor in Women of HR Series: Random Encounters. Comments Off

Encounters with your boss aren’t really random, I guess, but I had an unexpected encounter with a boss when I was a young leader moving up in the organization.

I was one of a very few women in the middle management of the firm and was being promoted to the next level.  After accepting the new job and agreeing to deliver the outcomes as described, I praised my boss for being one of two executives in the company who had a track record of developing and promoting women into management positions.

He looked at me like I was a little nuts and said, “Are you kidding? Any time I have a women who is even marginally qualified for a management job I’ll give it to her.  She’ll work twice as hard and produce three times the results – for half the money!”

Heart stopping, right?

Now, he was a good guy. He had hired me and promoted me twice already. I knew he was pretty chauvinistic – what male boss wasn’t in the early 1990’s?  But here’s the thing: he thought he was being complimentary. He thought that telling me that he noticed that I worked harder than anyone else and produced results better than everyone else was a good message.  But you know, all I heard was the “half the money” part.

A few months later I got my bonus. It was fantastic. The biggest check I’d ever seen. But you know what I wondered?  I wondered if this bonus was a “half the money” bonus. I didn’t know what anyone else got and I didn’t know the bonus formula. So even though I thought the check was huge, I didn’t know what it meant.  And I always suspected that, although it was big, perhaps i

t was less than I would have received if I had been a man.

I came to peace with that pretty quickly. He really was a good boss. In the best way he knew, he was trying to acknowledge my performance and contributions. But I’ve always remembered that experience and have used it to be sure I’m clear in my communication with my team – communication about performance, money – and what it means, career opportunity and more.  Making sure that highly valued – and other – employees know I value them for what they do, how they do it, the results they produce and how those dynamics impact their career progress is critical in building manager/employee relationships.

I think back to that time and am glad he promoted me – even if his motive was a little suspect. We all got what we wanted: the organization got a highly effective leader, he got a region that blew out its numbers, and I got higher into management with a larger compensation package. Win-win-win.

Funny how those random conversations can change your perspective forever.  I chose to learn an important management communication lesson that I never forgot.  I think it was Benjamin Franklin who said, “I can learn something from any man – even if it’s what not to do.”

About the author: China Gorman is CEO of the CMG Group, connecting HR to business and business to HR, and author of the Data Point Tuesday feature at www.chinagorman.com.  Connect with her on Twitter as @ChinaGorman.

Photo credit: iStockphoto

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The Origin of Authentic Power

Posted on July 26th, by Kristin Kaufman in Wellness and Balance. 2 comments

What makes the difference in truly powerful leaders? How do they attract and keep loyal, committed followers? Where does their strength of conviction come from and how do we tap into it?

I believe it comes from within each of us, through a state of being I call alignment. So, what do I really mean by alignment?

Aligned individuals simply love what they do, they are good at it, and what they do and why they do it are almost always tied to a purpose greater than themselves. Once an individual is truly aligned around their purpose – and thus, they are indeed living their life on purpose – this is when and where true power is revealed and released. Their mind, body, emotions, and spirit are in harmony. There is simply no substitute for total alignment and congruency within a person or leader.

Think about it … when we see a person who truly walks their talk, whose life is a full and total manifestation of their beliefs, and whose profession is one that fully capitalizes and optimizes their gifts and talents – we see a person who is in their groove. One doesn't have to look too far for examples – they are the ones that would do their work for free and that come to work with a spring in their step. They are the ones that have a passion for their work, an intense desire to make a difference, and are centered and confident in the manner in which they choose to let this unfold. Their personal and professional goals are aligned and they remain committed to doing whatever it takes to fulfill their purpose.

It is my belief that this 'quest for alignment', like all things, is a journey not a destination. So, what are a few steps we can take to start moving toward greater alignment and authenticity of  'who we really are' as individual leaders? In this article, I am offering a few baby steps to help us start down the path of revealing who we really are and what we really want.

  • Observe when we are really 'in the zone.' You know what I mean: when we are fulfilled, happy, and energized, when our heart is singing, we are in the zone and 'in the flow.' Pay attention to these moments. They are whispers revealing the 'real me'. We need to get to know this person; and give ourselves freedom to be who we are. Let all things flow from there. This can be such a revealing process. Pay attention to that little voice inside. It may come as a question in the middle of the night, or as crystal clear as a voice in the shower. The voice is our soul – it is our core and it is the pure essence of what and who we are meant to be. Heed it.
  • Create time for solitude. There is nothing like quiet time to shut out the noise of our day to day lives. Often, when we are searching for 'something to fill a void,' we surround ourselves with people, things, and activities. We over schedule and over program our lives. This 'busyness' clutters the air waves. Stop. Be at home. Feed the birds. Read a novel. Watch a movie. Turn off the car radio. Be with YOU … just like with others, the more time we spend with ourselves, the better we will get to know ourselves. I have also found that keeping a journal is amazingly enlightening. This may be a stretch for some who are reading this article – that is ok. Even if you only write down only one or two thoughts you have – when you have them – it is amazing how they will grow and multiply in your mind's eye. It is a great way to reflect on your day, the lessons learned, the observations of yourself and others. It is like living it 'over' in some ways – which is incredibly powerful.
  • Stay connected. This may appear contradictory to being alone; yet, it is not. We are all connected. We are all part of the same energy of this world. To really define ourselves and get to know ourselves, we do this in relation to others. As the cliché says: “if you really want to know yourself and all your idiosyncrasies – be in a relationship!” How

    true this is. So, yes, we need both solitude and community to truly enlarge and embrace our sense of self. By staying present in the moment, some of our greatest teachers will be revealed. As the Buddhist proverb says, 'When the student is ready, the teacher will appear.'  I have found this can be through the random encounters with taxi drivers, bartenders, passengers on subways, and even our children. Yet, we have to be present to win! This means we must put down our iPhones and Blackberries, and be awake to the happenings around us. Try it the next time you are in an airport terminal – it may surprise you.

  • Trust your gut and have courage to follow it. Choices are the right and left turns on our lives' highway. If we truly listen to our 'gut' and our intuition they seldom lead us astray. Our challenge is to have the courage to listen to our gut. We often rationalize, justify, and 'sell' ourselves on what we think we need to do. Sure, there is a balance – this is called judgment. However, I will offer that in my life every single time I have not listened to my inner voice – my intuition – the decision has been far less than optimal for supporting my true and authentic self. Let go of expectations of others for your life. Many times we may have a 'hit' to do or be something other than what we are presently – and we fight it (or just flat out ignore it) because it is not what we think we should be doing. The trappings of our world are intoxicating. We often get 'drunk' on these. What I believe, however, is if we truly follow our heart's desire – we will be successful. All the other trappings will take care of themselves.
  • Finally, be willing to play hard and possibly fall hard. Whether this is engaging in a yoga class, a lacrosse match or taking a monthly art class, we need to 'do stuff' we really love. This is our essence. We need to go for it with all the gusto we can muster. If we stumble or fall – that's ok. We are living life without fear of failure. Whew, what a concept. If only we could truly embrace the cliché: 'what would you do if you knew you could not fail' in every moment of every day.

We have the choice to grasp all the possibility within ourselves, and then act in a disciplined, concentrated and focused way. Whether we are leaders in our organizations, mothers and fathers raising our children, or simply making our way in the world, as Hawthorne offers: “No one man can, for any considerable time, wear one face to himself, and another to the multitude, without finally getting bewildered as to which is the true one.” Once we find 'the true one face,' we reveal and embrace our fullest potential with simply 'the real me.' Therein lies the power of the authentic and fully aligned self.

So, is alignment the secret to authentic power? I actually believe authenticity and alignment are synonymous. I also believe there is undeniable power in the authentic congruency of mind, body, heart, and spirit. So, yes, I believe becoming 'aligned' with your core soul, and allowing this to manifest into the world through your choices, is the secret to living your life with powerful purpose and purposeful power.

Photo credit: iStockphoto

About the author: Kristin Kaufman formed Alignment, Inc. to help individuals, teams and leaders increase their overall contribution, bottom line effectiveness and personal fulfillment. Using a well-rounded ‘end to end’ alignment process, she helps some of the world’s leading organizations achieve measurable results and develop and inspire leadership capacity for ongoing transformation. Kristin’s first book, Is This Seat Taken?, centered on her global experiences seeding her journey toward alignment, was published in 2011 to national acclaim. Kristin is on Twitter as @KristinKaufman.

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