Hiring the wrong candidates for the sake of getting someone in place is not only costly and time-consuming, it sets a negative tone with your existing employees and your overall business. This is especially true for small companies or start-ups with fewer employees where staff additions or replacements have a seemingly larger effect on the team and on the culture of the organization.
Put simply, talent matters. Think of the hiring process as a subsector of your business — the human business — and plan accordingly. Here are a few tips on what it takes to hire well. Read more.
Mary Kaiser was a recent presenter at the CU Women’s Success Professional Development Symposium organized by the Faculty Council Women’s Committee. Mary helped attendees identify where they excel and how to best leverage and build from their strengths. The presentation reviewed research on why and how leveraging one’s strengths is critical for success, provide practical approaches to bringing individual strengths into the workplace and ideas/resources to build on this momentum.
A New Year’s business challenge
Get to know yourself better
By Mary Kaiser
In addition to running my own business, and being a mom, wife and daughter, I am also an avid tennis player. Tennis has become a great analogy for the work I do with companies and the opportunity I have to help business owners, executives and teams grow.
When I first started playing tennis regularly, I was asked to partner with a woman to form a doubles team. At that time, I didn’t consider how well we’d play together as a team, but rather accepted the invitation on a whim. Looking back over 10 years of playing the sport, I lucked out. I have a partner that compliments my playing style and brings out the best in me. And, I’ve gotten to know myself more — the parts of the game where I excel — and the areas in which my partner shines. We work well together and come at the mental game of tennis from the same perspective.
Now on the tennis court, I’m often amazed at how many people play together and don’t really have a sense of their strengths or their mental game and what they need from a partner. And, as I work inside businesses, I’m surprised at how often people are unaware of their strengths and how their energy may or may not be a fit with those they work with. I watch companies hire people for their resumes and then fire them because they didn’t fit the culture. Read more.
I recently read a fantastic article in Entrepreneur Magazine on The 7 Traits of Successful Entrepreneurs and personality traits crucial to a successful venture.
“Enter “entrepreneurial traits” into Google, and the menu of frequent searches will complete the query with “… of Steve Jobs” and “… of Bill Gates,” among others. These are the forces of nature that spring to mind for most of us when we think of entrepreneurs–iconic figures who seemed to burst from the womb with enterprise in their DNA.”
Do you have what it takes? Read more to find out.
Curious about your specific talents? Consider a strengths assessment. Contact Mary for additional details on identifying your natural talents and how to best leverage your strengths.
Put the right person in the right seat
Tips to identify and leverage strengths
By Mary Kaiser
I work with companies across the U.S., including many in Colorado – helping to grow and develop individuals and teams. What I find fascinating in my line of work is that most business owners and executives have a very limited understanding of their own strengths and/or the strengths of others within their organization. And they have even less of an understanding of what those skills mean and how to embrace them.
We are inundated by articles, reports and experts telling us that human talent is critical for business success. So why the lack of understanding and focus on our own talents and those of our co-workers, employees or partners? Read more.
I recently interviewed a handful of my clients and heard a common theme over and over with regard to goals for the new year. The majority of my clients – from Fortune 500 companies to small non-profits — all mentioned focusing on employee development and retention and defining or improving their corporate culture. Of course, I was thrilled about this shared vision and the emphasis they are placing on talent and culture.
This year, we’ll take a look at these and other components that impact both individual and organizational success. The Harvard Business Review notes six components of a great corporate culture: vision, values, practices, people, narrative and place. We’ll also look at the power of strengths, leadership and team development. As we close out 2013 and look toward a new year of possibilities, ask yourself this: Are your employees in the best position to succeed? Stay tuned here for ongoing resources and insights…