Playing it safe? How lack of creativity & fear are holding you back! ?

Do you ever feel like there’s only ONE way to do something?  Does confidence and fear get in the way of your ability to be creative and move forward?

This past weekend, I happened to get caught up with a friend and our catch up led to a rich conversation on playing it safe, fear, confidence and timing to name just a few of the things we touched on.

We started off catching up on our respective Euro trips that we both took separately at the end of the summer, exchanging stories and laughs and sharing our most memorable moments.  We then switched gears to talking about our realities and she shared she was on a quest to figuring out what to do next in her job.

She’s spent a considerable amount of her career with one company where she’s progressed but had reached a plateau and was feeling like she was consistently getting overlooked for promotions.  She was ready to get to the next level and was feeling like not only was she being looked over, but she wasn’t provided a clear path on what she needed to do to get there and time was ticking.  At this point, her confidence has begun to be affected, self-worth, and her own capabilities were just some of the things she started to doubt within herself.

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Leading your company through adversity? 3 things to keep in mind as leader

The workforce has changed tremendously over the last 10 + years.  Virtual set up’s, flexible working environments, social media has exploded and has influenced and impacted business’s and the way we do business.  Not to mention the landscape for talent has changed across the board with an increase in competition and more choices than we had before.

So, with how quickly and how vast the workforce has changed and evolved, shouldn’t leaders also evolve in their approach when it comes to challenging times in your business?

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Have you ever been in the transition stage?

Ok, this one is a little longer than some of my other posts so I hope you’ll stick around long enough to read to the end as it’s got some helpful insights that I hope you’ll find helpful.  If it doesn’t apply to you today, maybe someone in your life can benefit, so please share it with them.

You’ve been laid off.  You’ve spent 10 + years with your employer, given them your all, dedicated your time and energy to achieving a common goal and find yourself shocked and an emotional mess.

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GRATITUDE – Let us be Thankful!!

It seems fitting with the Canadian Thanksgiving around the corner that I write this week about the importance of gratitude.  For my American colleagues who celebrate in November, hopefully you can appreciate an early celebration for your fellow Canadian! 😉

I’m sure most of you have heard how important gratitude is to attract and continue to bring all those amazing blessings into your life, yes?  Because if you’re not actually grateful for what you already have, then why on earth would the Universe conspire to bring you more of what you want and are asking for?

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If you don’t know, now you know

Most of my posts so far have been around topics outside of actual recruiting.
I’m passionate about a lot of areas within business in general, however when it comes to PEOPLE in the workplace and talent, recruiting, hiring and everything else in between I get REALLY tuned in.

I’m so amazed at how there are such various types of interview processes across organizations all to find the best of the best’ when hiring for an open position.  Gone are the days where you would put an ad in the paper, someone would apply, you would call them in for an interview, you would interview them once maybe twice with someone else on your team, and they were hired.

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How important is culture fit for your organization?

Culture Fit – these buzz words float across all organizations and you often hear, “our company culture is so important to us”, to “we have to hire for culture fit above everything else”, to “I’m not even sure what our culture is.”

But what does culture fit really mean, and as a company should you really hire for culture fit?

An organization’s culture is made up of the core values, beliefs and behavior by a group of people.  It often makes a statement on WHO the people are behind the company regardless if you are a product and/or service-based business.

So why do companies put such an emphasis on culture and what does this mean for your ability to attract talent? Also, what does this mean for your existing employees?

The truth is the culture of a company sets the tone of what I call the HEART of the company. Your people are the ones behind it – from your leadership team to the very people doing the day to day operations and execution of whatever your business is (product or service based). They are the ones that collectively, shape it.  They embody and reflect the values and beliefs of your company (or they should).  With that said, whatever ‘culture’ you create – make sure it’s one people want to be a part of.

Being in recruiting, I often get asked the question by candidates on the regular around, “can you tell me more about what the culture is like”? Ultimately, people want to align themselves with a company that shares similar values and work ethic as their own.

But what happens when people don’t want to work for your company BECAUSE of your culture? You have the best brand/product/service, etc. and yet still can’t seem to attract the right talent.  As an employer, do you just assume they’re not the right culture fit, or do you assess and evaluate if there’s something about your culture that needs to be re-evaluated?

There are a few things I like to consider when I think about culture.  Maybe this might help you think about your own company culture.   Especially if you’re in the middle of shifting what that looks like and embarking on a cultural change, which can often be taxing and a challenge in and of itself.   Change is important, it’s inevitable and can be well worth it with the right intentions.

PEOPLE – probably one of the most important aspects to consider.  WHO are the people that will thrive the best in your organization?  What makes up the characters, backgrounds, work ethics, etc.  Do they align with your company values?

Service – do what you do with the intention that it can serve and help someone other than yourself. Do you have a strong philanthropic arm to your business? Do you support volunteer work? Do you give back to your local community?  This should be part of every business out there. A mindset, a belief and a way of doing business with the intention of giving back in some way. Yes, you need to run a business and make money, but it shouldn’t overrule your people or be more important than being of service to others.

Vision – Define your company’s mission and have a clear, strategic direction and vision.  Where is the company going?  What do you want the future to look like?

Values – what are these? Are they clearly defined? Remember, whatever values you list as important to your company, you have a responsibility to reflect them and embody them every day. This starts with your executive leadership team.

Place/Location – where does the HEART of your organization live? Is it in the hustle and bustle of the city? Are you accessible? Or are you set up virtually? Something to think about.

These are just a few aspects of what I think makes up a company culture and sets the tone of a strong one to say the least.

When you’re thinking about evaluating your own as an employer, make sure it’s clearly defined and it’s one where people stay because of it.

I’d love to hear from you!

What kind of culture’s have you been a part of in your career?  What about that company culture resonated with you the most?

If you could change one thing about your current company culture, what would that be and why?

Thanks as always for your time!

With so much appreciation,

Lisa ♥

Are you self-promoting or are you just bragging?

OK so how do you balance self-promoting and ensure you’re not just bragging about yourself and your accomplishments?

For so long, we’ve been taught that we have to be our own self-advocates when it comes to our health and really when it comes to anything we want.  Especially in our careers.  If we don’t go after what we want (our dreams, that job, that promotion, etc.) we’ll always be in the same spot and our efforts and talents can go unrecognized.

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Benefits and flexibility – employer’s where do you stand?

Flexibility in the workplace I know stirs a lot of different perspectives of what this means and what this looks like across many organizations.  It’s a common goal no matter what size your company is.

If you missed my last post on work/life balance which relates to this, check it out here.

As an employer, have you ever wondered or questioned where your company ranks when it comes to benefits or offering special perks that support flexibility and balance for your employee’s?

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There is no work/life balance – there’s just balance

I think every company and every one of us can relate to the idea of work/life balance. Companies promote how important work/life balance is for their organization, and many of us want to understand what this looks like when engaged in a job search and evaluating potential employers.

Everyone seems to have a perspective on how this should look and I’ve been asked this question plenty of times in my career.  But one thing I do believe is we can all relate to trying to strike a balance no matter where you are in your life and what company you work for.

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Have you figured this out yet?

At what point do we learn or KNOW who we are, and get it ‘right’ by aligning ourselves with the right job?   What about aligning ourselves with the right company, working with the right people and doing meaningful work?

For me, this was something that I was hunting and searching for the longest time.  I got out of school with my degree in HR and was determined to get a job that aligned to my degree.  From there, I figured I would just continue to grow in my job, learn new skills, figure out with experience what I liked, what I didn’t like, etc.   All the while, not even questioning that maybe I was just going through the motions and doing things that I didn’t necessarily think I should be doing, but more that I knew how to do, I learned to do and I would grow to enjoy.

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