Most successful companies make employee growth and development a priority. At these organizations, supervisors value ongoing learning, employees are sent to seminars and conferences, and formal training is given frequently.
While all of this is great, it’s wasted effort unless the employee is invested in their own growth and development.
I’ve seen it hundreds of times. Companies spend thousands of dollars in training, and only a few employees benefit….The employees that value their professional development. The individuals that don’t make it a priority will never achieve their potential despite the best efforts from managers and executives.
My son plays baseball....I can pitch to him everyday, but if he doesn’t want to go out and do it, he won’t get better. The athletes that are really good, are the ones that are out in the dark, in the rain, shooting, running, throwing, and trying to get better. It’s innate…they want to be great and they push themselves to achieve their goals….The same is true in the workforce. If someone wants to expand their skills, get promoted, and climb the corporate ladder, it’s on their shoulders, not their manager’s.
When joining a new company, it's so easy to pay attention to the little things and make friends.
Yet, so many people don't...and while they aren't "huge" things...they become irritants. Like what? Spelling people's names wrong is a huge one or calling people the wrong name. Or calling people a familiar nick name too early in your employment. Listen, develop relationships...listen some more...look how people spell things...and duplicate it.
We have a Samantha in our office. She goes by Samantha. She introduces herself as Samantha. Why call her Sam? We have someone named Moe, yet people routinely spell her name Mo. We have a Jayme, not a Jamie and a Lawrence not a Laurence or a Larry. I find it interesting when people say they have great attention to detail or are great at reading people...and then I see these easy, common mistakes made.
It's the little things...
The other day I spoke with a CEO who is thinking of relocating his company to Chicago. He wanted reassurance that Chicago was his next strategic move to help grow the business…and it undoubtedly is- not just for his organization, but for nearly any company in any industry.
The Chicago job market is as healthy as I’ve seen it in ten years. Businesses are growing and hiring...and there are companies from a variety of industries represented in the market, but it’s not oversaturated.
There is a large talent pool for these businesses… candidates are relocating to Chicago, drawn by the charm of the city and the promise of careers at established companies and up-and-coming start ups….and more and more candidates are staying in Chicago, recognizing the opportunities that are close to home.
So forget Texas, and Rick Perry's plan to lure jobs from the city to the south…. Chicago is the place to be for businesses that want to expand or relocate, and Chicago is the place to stay for local businesses.
A few days ago, I spoke with Gordon Deal on Wall Street Journal This Morning about using Twitter in your job search.
Although it’s not essential for job seekers to have a Twitter handle (yet), leveraging Twitter can help candidates create a dialogue with hiring managers and senior leaders at an organization.
However, understanding how to do this strategically, without annoying them, is crucial. I shared my thoughts for how to do this with Gordon here.
Any other suggestions for how to leverage Twitter in your job search?
Yesterday morning I had the privilege to speak at Crain's Small Business Forum with fellow entrepreneurs Phil Nevels, founder of Power2Switch, and Terri Rogers, Founder of The NoOodle Company.
Some of the questions that were raised during the question and answer portion of the forum, I felt were relevant to not only entrepreneurs but to business professionals as well. I wanted to share a few of the questions, and
my responses. I'd love to hear any alternative views.
Q: How do you know if a candidate or new hire is the right fit for your organization?
A: Someone once told me that a new hire has to pass the airplane test, meaning that you need to be able to sit next to that person for four hours and actually enjoy your time with them. If you can confidently say that they would pass this test, they may be the right fit.
I look for two other things during the interview process as well. First, that they are a genuinely nice person, and second, that they have a strong work ethic...Everything else you can teach.
Q: How did you bounce back from your darkest hour?
A: We've been very fortunate because the recession didn't have a great affect on us...we didn't have to worry about big returns or answering to investors. However, we've had difficult times, and I've learned that the only way to move forward is to keep selling, and keep taking on market share.
Q: Have you ever walked away from a client?
A: Yes...but in all honesty, it's hard to walk away from a client who is paying their bills. It's easier to turn down a prospect who you know is bad, than a client whose check clears every week. At some point, if you are in the business long enough, you will probably have to walk away from a client.
Q: How did you get your first customer?
A: I begged! There is an art to begging...you can be humble and gracious, but what it comes down to is that you have to swallow your pride, and beg. I won't hire a salesperson that is above begging.
Recruiters should never ask a client if they want to meet a candidate….instead, they should tell them that they need to meet a candidate. It’s all about word choice.
If you are presenting someone that doesn’t meet the job specs, or is at a higher comp range, don’t preface the conversation with, “I’ve got a candidate that is $10K above your desired comp, would you still like to meet them?” Nine times out of ten, they will say no.
The best analogy here is food. If someone said, “I want a steak dinner,” and the waiter offered them chicken, usually they will say “no!” However, if the waiter said, “We have this great chicken, it’s the best I’ve ever tried and you have to try it,” they probably would.
Asking a client if they want to meet a candidate gives them an out. Telling them that they need to meet a candidate because the person is so great, leaves little room for indecision.
I recently read an article about six things new hires should do in their first 30 days on the job. Since my company has been doing a lot of hiring, I was interested to read the advice the author, Jennifer King, would share with my new hires.
Here’s a recap:
King hit on six key components, but for me, the devil is in the details. New hires should:
These four points are not mutually exclusive. You can’t do one and not another. If you understand your role but have a negative attitude, you’re not going to last long at most companies....if you have perfected your elevator pitch but are unwilling to dive into a task, I doubt your manager will be
impressed. If you don’t focus on the small things like attitude and work ethic, it won’t matter if you do the big things that King suggested….because you won’t be there long enough for it to matter.
Sales people get stood up for meetings all the time. Whether intentional or not, it happens….and it’s a good thing.
When I first started in sales, I was stood up eight times by a prospect.…eight times! But I kept coming back. I knew they could be a huge account for us and I was determined to meet with them. Ten years later, they are one of our biggest clients.
So don’t wallow in no show meetings.…leverage them. It’s ok to make your prospective clients feel a little guilty for blowing you off….and it’s ok to keep calling your contacts and asking for another meeting. Chances are they will appreciate your persistence and maybe give you some business.
I’ve read so many great articles lately about how the Olympics relate to business. Some of my favorites include Ten Reasons Winners Keep Winning, Aside from Skill, and How Female Olympians Can Inspire You at Work.
Below are some takeaways, and a few I created myself.
Train for every event if you want to compete. In the sporting arena, this means preparing both physically and mentally. In the business world, this means being your best every day, doing research, coming in early and staying late and absorbing information constantly.
Failures make you stronger. The road to success is hard…there will be obstacles and slipups, but what matters is how you respond. Get back up after you fall….learn from your mistakes and push yourself to do and be better.
An individual may fail, but a team can win. Because someone fails to reach their personal goals does not mean that a team or company cannot win. The most successful people find a way to contribute even when they are struggling.
Winners keep winning…so act like you’re a winner. Mimic the qualities of top performers….listen to how they speak, watch how they act, and learn from them!