I’ve often wondered the connection between our people loving their jobs and the level of service they provide to the candidates they come in touch with throughout their days, and the clients we serve on executive search assignments at McDermott & Bull and MB Interim Leaders. I know there have been many articles written about job satisfaction, relationships with fellow employees, and service levels delivered by happy employees having fun at their jobs. I’ve often wondered how variations in leadership style affects this type of customer experience.
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Customer Service, Loving Your Job, and Leadership
Monday, September 30th, 2013Are You a Linchpin?
Friday, September 17th, 2010
I recently finished the book Linchpin: Are You Indispensable? by Seth Godin. Great book. If you haven’t read it, I highly recommend it.
While most business books I’ve read don’t really introduce new concepts (I know my blog doesn’t really either), the really good ones get me to focus on the important things I’ve been missing, or some areas for improvement, generally in leadership. This book falls into that same category and reinforces some important concepts we’ve all learned in the past, but does put a different perspective, in my opinion, on the mindset the Linchpin has while doing her work. She’s an artist, and is “giving” away her art, or, in my opinion, her gifts and strengths to an organization and those it serves. It’s just who she is – she is going to do a great job and not keep score, and make sure she leaves those she serves better off for having interacted with her. Keeping score – “They don’t pay me enough”, “I’m not appreciated”, or “They overwork me” – can be very tiring and generally leaves the score keeper not feeling better for the experience.
What’s Up with the Responsiveness of Companies?
Tuesday, April 13th, 2010
I have heard from many job seekers that today’s market is worse than all past job markets in one very distinguishable area – the hiring companies today are not communicating like they used to with candidates. This is incredibly frustrating to candidates and can be the catalyst to get some people really worked up. I’d like to share some of my thoughts on this topic, and I can only profess to know my own personal experiences in working with candidates so please feel free to share your experiences as comments to this blog.
So, what’s the solution? You are probably not going to like what I have to say, but remember, it’s just my opinion, so here goes – what choice do you have?
Applying for the Wrong Job
Monday, March 29th, 2010
It will hurt your brand. Don’t do it.
What am I talking about? I am currently conducting a Chief People Officer search for a significant non-profit organization. I happen to be on the Board of this organization and have been for about 7 years, so it’s near to my heart. It’s one of the largest of its kind in the country, and currently employs about 1500 employees in four counties in Southern California. In short, this is a big HR leadership job.
I asked our program coordinator for the McDermott & Bull Executive Network to send an email out to our group of 1500 senior executive members to see if they knew anyone that could be a fit. Why not network on this and show it to all our members to find some great qualified candidates? Well, as the saying goes, no good deed goes unpunished. Ok, it wasn’t really that bad. In fact, I received many great responses from a number of qualified members that are interested in the position, as well as a number of great referrals, so I want to thank those that have responded with this kind of help.
What are You Willing to Do to Get that Job Offer?
Thursday, March 25th, 2010
As I wrote in my recent blog, I think some candidates do not “go above and beyond” to land a job they really want. How can you do this?
First, don’t think conventionally. As I’ve said before, you need to put yourself in the mindset that you’re not interviewing for a job – you’re meeting with a client to see if you’re the right solution for a challenge or problem they’re trying to solve. No jobs anymore, only problems that need solving. Obviously this is not entirely true, however, in more cases than not today, our clients are hiring people to solve serious problems and take advantage of opportunities at their companies, rather than just filling a spot. This is definitely true at the senior executive levels.
The Job That Should Have Been Yours
Monday, March 8th, 2010
After 11 years and over a thousand interviews with candidates for searches I’ve worked on, I can’t tell you how many times I’ve met someone that should have been great for a position, but either didn’t get presented to the client by me, or didn’t get the job once they interviewed. Has this ever been you?
If it has, you might have committed one of the job killer crimes. OK, so I just came up with that term, but to me it does seem like a crime when a great candidate comes up short because of a trait, a comment, a demeanor, or something else that doesn’t serve them well in the interview. I’ll share a few real-world examples I’ve experienced with candidates over the years that doomed their chances:
The Lost Art of Mastering a Great First Impression – Part VI: How to Position Yourself for that Dream Job
Monday, March 1st, 2010
Did you hear the one about the person who applied for the advertised job, only to be told there wasn’t one? While companies may post jobs, or hire search firms like McDermott & Bull to fill them, the reality is that jobs have changed character over the last 20 years. In the past, a job meant a potential career with a company. You really evaluated that company thoroughly, spoke to the hiring manager about upward mobility after that assignment, and tried to picture yourself retiring from that company. How often does that happen anymore?
The answer: not a lot. In fact, today, you need to take a different tack if you’re looking at an opportunity. A job is no longer a potential career (that’s not an entirely accurate statement), but instead is an opportunity to solve a problem for a company. Quite possibly – no more, no less.