"Uhm...that's my stapler..."

During one of my business networking events, I was offered the challenge to blog on the topic of Leadership.  It seemed like a pretty simple challenge, I mean who wouldn’t want a chance to rant about the list of leaders they’ve encountered.  I know from my own experience it’s not all [...]]]>

"Uhm...that's my stapler..."

During one of my business networking events, I was offered the challenge to blog on the topic of Leadership.  It seemed like a pretty simple challenge, I mean who wouldn’t want a chance to rant about the list of leaders they’ve encountered.  I know from my own experience it’s not all it’s cracked up to be – from either side.

When I’ve asked others what they think of their current leaders (management) I’m met with the “armchair quarterback”.  I’m shocked, amused by the frank observations and brutal opinions.  For sure I’ve been guilty of these myself.   Inept management styles always makes me think of the movie Office Space.  Be sure to hang on to that stapler.

So based on conversations like this I ask myself…why in the world would anyone want to take on a leadership role.  It seems like a pretty lonely and thankless job.  If given the opportunity tomorrow which would you choose?  To lead or to follow?  I’m not so sure that everyone would jump at the chance.  It’s often easier to have an opinion than to actually take on the realities of responsibility.

What you do has far greater impact than what you say.”
-Stephen M. R. Covey

prin·ci·ple [prin-suh-puhl]

Noun:  a guiding sense of the requirements and obligations of right conduct: a person of principle.

I can say that with every impactful leader I’ve had the honor to serve under it was clear that they were People of Principle.  I trusted that they genuinely had my best interests at heart.  These leaders understood the challenges and weight of the responsibility while never forgetting they were working as part of a larger team.  I always sensed that they took their role on as a calling, not just a rung on a ladder.

I’ve striven to practice Principle Centered Leadership ever since I was first introduced to Stephen M. R. Covey’s book of the same name in 2001.  It was on the precipice of my first stint in Leadership.  I realized after reading this simple manual for a person of principle that basic laws of the universe guide us in right paths.  Surely this important role was a way to positively impact the world around me.  With that knowledge, how could I not take this opportunity to “serve”?

“Principles are not invented by us or by society; they are the laws of the universe that pertain to human relationships and human organizations. They are part of the human condition consciousness and conscience. To the degree people recognize and live in harmony with such basic principals as fairness, equity, justice, integrity, honesty and trust, they move toward either survival and stability on the one hand or disintegration and destruction on the other.”
-Principle Centered Leadership – Stephen M.R. Covey

The Gentle Red Path www.stuckincustoms.com

So many times it’s hard to “see the forest for the corporate trees”.  Our Principle Centered Leaders will ensure that by remaining faithful to the basics, walking the walk, we’ll  feel confident the paths we share lead to success.

And if we’re not always blessed to be led by those that are “called’ then we have to remember to foster a principle centered workplace.  Regardless of what obstacles may be laid in our paths…we have a chance to make a difference.

I was consulting with a client the other day and she asked me what my thoughts were on building out and promoting “Talent Communities.”  This question made me sincerely pause.  And the first question I asked in reply was…”what’s a Talent Community?’  Clearly I have no problem with seeming slow [...]]]>

Talent Community or Data Base?

I was consulting with a client the other day and she asked me what my thoughts were on building out and promoting “Talent Communities.”  This question made me sincerely pause.  And the first question I asked in reply was…”what’s a Talent Community?’  Clearly I have no problem with seeming slow and dimwitted.  I had no idea what she was referring to.  Was she referring to:

• The company’s Applicant Tracking System (ATS) Database?
• The existing employee population and the strength of their current Employee Referral Program?
• Potential candidate engagement opportunities on Soc Nets like Facebook, LinkedIn, Twitter, MySpace, Ning, etc.?
• The employee alumnus…those who either retired or moved onto opportunities with other employers?
• The Diverse Employee-and dare I say we’re all diverse?

Turns out the client was referring to “Relationship Marketing Databases.”  She’d had a potential vendor-partner visit with her and explain the value of remaining engaged with those potential candidates, whether they be experienced, college, alumnus…all diverse of course.   The concept was really novel, since the database would be embedded into a Careers Web solution with the goal of collecting email addresses with specified areas of interest.  The potential candidate would be “prompted” to enter their information and become a member of this Talent Community.  With this data captured the appropriate “marketing” communication could be directed to the new member of the Talent Community.

"We'll Take Over The World"

BRAIN SPASM – if I become a member of this community (which is a closed database by the way) how do I actually consider this a community?  How do I interact and build relationships that are genuine and authentic…aren’t I actually just an email address and a name delivered to an automated e-mail distribution tool? This is the thought that has invaded my mind while listening patiently to my client’s enthusiastic narration.

I nodded my head when my client was done and then I stated….Ah…you’re referring to Relationship Marketing (RLM) and the building out of candidate databases, then remaining engaged through targeted communication whether analog (print) or digital means.  Sure I think  RLM is a very important part of your over-all strategy…but I personally would not call it a community.

I began to further uncover the big vision for this clients “Social Web Engagement Strategy” and a multi-faceted approach began to take shape…there was genuine excitement.

And then I shared a few thoughts around the idea that perhaps we could think of the recruitment of candidates as “Employee Tribe Management” as opposed to Employer Brand Management.

Yes…I’d be referring to Seth Godin’s book “Tribes…We Need You To Lead Us.”   Seth’s Blog post January 30, 2008, offers a very profound observation.. about the need for people to connect to a tribe.  Here let Seth explain…it’s much better coming from him.

Tribe management is a whole different way of looking at the world.

It starts with permission, the understanding that the real asset most organizations can build isn’t an amorphous brand but is in fact the privilege of delivering anticipated, personal and relevant messages to people who want to get them.

It adds to that the fact that what people really want is the ability to connect to each other, not to companies. So the permission is used to build a tribe, to build people who want to hear from the company because it helps them connect, it helps them find each other, it gives them a story to tell and something to talk about.

This is the good stuff…and I want more of my HR clients to think outside of the RLM database box.  It’ll be a tough challenge to gain buy-in from corporate compliance around this concept for some…but whether they get it or not it won’t matter.  The Tribes have already spoken.  Look at how many corporate recruitment focused Facebook Fan pages Twitter accounts, (Tweeps)  have cropped up in the last 6 months.  Some of the best examples  are of course Sodexo Careers, Past Present and Future Facebook Fan Page, Discover Careers Facebook Fan Page, @acareerathca HCA Twitter feed, and the list continues to grow.

Now the next challenge encountered is how do we begin to craft an over-all Social Web Engagement Strategy.  I’ve said this many times…first… “LISTEN.”  Before jumping into the social web stream…we’ve got to take a step back evaluate an over-all online presence (audit the noise) and determine if any IRL (In Real Life) reputation fragments have made their way to web conversations.

Once auditing the noise is complete…we can really build out robust, interesting, engaging villages, or colonies for tribe members to congregate.

I caution my clients and perhaps those who stumble upon my musings – don’t be seduced by those who offer “turn-key” Employee Tribe Management solutions.  The social web is NOT a turn-key experience.  Real people…real candidates want an authentic vision into your organization…to get to know more than just your location, last years 10K, the cool video testimonials.  The potential members of your tribe want a chance to visit your talent tribe community…walk around, ask what’s the weather like over there from people who live with that weather.

I know the thought of this is really frightening from a compliance perspective…and HR is definitely kin to corporate legal.  But no matter what…these tribes will be established whether you like it, support it, endorse it or ignore it.

Wondering if with all of our educating behaviors, are we remembering to listen to the client? [...]]]>

I have been absolutely running crazy with proposals and presentations. It feels great to be this energized about something again. And while I am seeing some light bulbs go off in the heads of clients, I’m still wondering.

Wondering if with all of our educating behaviors, are we remembering to listen to the client? Are we hearing their pains and identifying their needs.

Last year, Microsoft Digital Advertising Solutions released a video that brilliantly demonstrates how traditional media advertisers weren’t listening to their customers.   It really got me thinking…not sure that much has changed in a year.

Our client’s coin purse is closed SHUT right now.  They’re being very “modest” with their advertising spends.  Now more than ever…we need to be listening.  We need to be sure that we’re bringing real solutions to the table…with real measurable ROI (metrics) attached…not just a lot of noise.

During the moments that you educate and convert the decision makers, you are hopefully keeping it simple.

I was inspired to post this [...]]]>

Had a really great presentation on Friday. I have to tell you that my absolutely favorite part of selling is presenting. There is nothing like the opportunity to connect with the buyer!

During the moments that you educate and convert the decision makers, you are hopefully keeping it simple.

I was inspired to post this video from TED Talks given by, John Maeda: Simplicity Patterns. I just love this site for so many reasons…mostly because as I shared it inspires me.

Lets all remember to keep our selling practice simple…don’t complicate this folks, sales is not Rocket Science…Enjoy!