Author: Lori Michele Leavitt

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7 things that managers can do today to improve their hiring success rate

If you’ve read through this blog you will know that I’ve run into more than my fair share of schmucks. So let me see if I can make life a bit less troublesome for you by sharing my thoughts – and guidance from others – that will keep you clear of such schmucky-ness! The post below is from an excellent writer, and scholar, Marshall Goldman. Just hearing the title of one of his books, “What Got You Here Won’t Get You There,” made me want to jump the snowdrifts in Bellingham, WA right now to the nearest bookstore! In the excerpt below from his recent post on the Harvard Business Publishing blog, Marshall provides practical guidance to improve hiring. Enjoy! – Lori

We distilled 13 years of consulting insights across hundreds of companies, performed exclusive interviews with over 20 billionaires and 60 other CEOs and investors to collect their best advice and stories on this topic, and completed a university-sponsored scientific study of 313 CEO careers.

What did we learn? We learned 7 things that managers can do today to improve their hiring success rate from 50% to 90%. We call this the “A Method For Hiring.” Continue reading “7 things that managers can do today to improve their hiring success rate”

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Wow! Excellence is not perfection

You received a Holiday e-card from me today. It was a team effort, —– and me, and it gets my wow because it was started and completed fast! We’ve not always been good at “fast.”

Here’s our “wow” for this week: —–, I am sending you this “WOW!” because you did exactly what was needed to get this out on time, hurdling obstacles in this quick race.

Why is this “wow!”? At the last minute, Thursday, I decided to create a holiday video. I had confidence that we could get this done fast. And we did! But we were faced with many hurdles, most of which —- ended up having to jump over….

It started with me… I couldn’t figure out how to put together the light kit I purchased. I really wanted this to be my sincere, personal-yet-professional message. I also wanted it to be festive… Continue reading “Wow! Excellence is not perfection”

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Taking Action Against Distractions

Distractions. While one might expect this is simple to define, I say it is anything but! Is social (virtual) networking a distraction? Is answering the phone a distraction? In my terms – with an eye on alignment between action and Strategy – I categorize these as distractions if they divert from Strategy, and as a necessary part of the day if they do not. You can only know this for you and your team if you have clearly defined your Strategy. I’ve sought out other opinions and below you will find the first of several guest posts. I hope you enjoy this post written by John Hagerman, COO of Ontend. – Lori

It’s three o’clock in the afternoon and I’ve been busy working all day long, and I haven’t gotten one thing done that has moved my business forward an inch! I love to get things done, actually I live to get things done, you know, write the list, do tasks, and cross them off the list type of getting things done. Unfortunately, I’ve found that all too frequently getting lots of busy stuff crossed off my list means I’ve totally neglected what matters. This holds especially true when it comes to all the demands and enticements technology creates. Continue reading “Taking Action Against Distractions”

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Wow! Getting to core team w/ core values

This Wow! is again for many, although fewer than before. It is for the team remaining after reorganizing: a core, value-sharing team. A team that rallied to stop the bleeding caused by misguided employees, contractors and vendors. This core team includes me, and our officer and advisors. We are a team that thrives by adding value and is motivated by pay for performance.

Here’s our “wow” for this week: I am sending you this “WOW!” because you continue to think about your work through the eyes of the customer, whether that is me, this company or our end-customer or client. You do not say “can’t” and you pick up through cracks even if you did not drop what is hidden there. You are stewards of our assets and idea-generators for our future.

Why is this “wow!”? Fraud is on the rise all over the World (per a recent WSJ article employee fraud has grown significantly). It isn’t just us. But it has happened to us. I take responsibility for it, and have learned from it. I am wowed by the remaining team rallying around our Strategy with a keen eye for what needs to be done to be stable and move forward. I am thrilled by all who have sent your personal statements about what you believe. Your values are well-aligned with mine. Continue reading “Wow! Getting to core team w/ core values”

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First, ask and engage people. “Connection Series”    Part 2

Here’s the first step to connecting people to and into your performance management system: Asking and engaging.

It seems so simple, yet without a system to help us (leaders) do so, our best laid plans and intentions get pushed aside. And when we make poor decisions, not connecting all the dots is usually why.

To take this step I have good news for you: you do not have to add to the “to dos” for your financial or technical teams to start on this improvement process. And you do not have to be an analyst. You do need to be willing to think through data to get a feel for the cause and effect between what is communicated and what gets done. Think of it as removing the “so?” to get to “oh! Got it.”

Continue reading “First, ask and engage people. “Connection Series”    Part 2″

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Better decisions with less effort. Introducing the “Connection Series” Part 1

It’s time for a transformation, and I’m leading the charge. No, I’m not going to teach you to be an analyst. What I will explain is how you – an HR or executive leader – can takes steps to connect people to, and into, business performance management systems.

Those who do not understand how I do what I do may initially think that I run solely by the numbers. Yes and (emphatically) no. Sure, I’m a pretty serious, challenge-loving, bottom-line-focused gal. I look at indicators and outcomes. If I can’t connect an action (in business) to an increase in long term value, then it is likely I’m not going to spend long with it, for me or for my clients. But what isn’t so easy to see is that “action” necessarily requires a focus on, and connection with, people! People are the most critical component of my businesses, and likely of yours as well.

Continue reading “Better decisions with less effort. Introducing the “Connection Series” Part 1”

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Wow! Thinking like an Owner

This week’s Wow! goes to —.

Here’s our “wow” for this week:

—, I am sending to you a “WOW!” because you continue to think about the company with the eyes of an owner; someone who deeply cares about the company’s success and the realization our vision.

Why is this “wow!”? While all stakeholders (employees, advisors, officers, vendors) care that we continue to be a going concern, usually everyone but the owner(s)…the person(s) assuming all the risk and not getting paid unless the company makes money… are at-will in their motivation and focus for the company.

—, your owner-like attention, effort and patience are a true gift to me and to the company. Continue reading “Wow! Thinking like an Owner”

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Twitter & Collaborative Action … via Tag!

As I contemplated what to share in my next blog post, something compelling happened; I was tagged. Yes, this is like the game we used to play as kids, and then played with our kids, etc…but with mental rather than physical energy.

This Tag is being “played” in Twitter, a social networking site bring short bites re: current thoughts, info and happenings. I was tagged via Twitter by Sharlyn Lauby at HR Bartender.

There’s something to learn from this! The addition of expectation of someone I like and respect helped me take that next step to action. And this simple game is a good display of collaboration. I’ll be sharing links to benefit others, tagging someone to do the same with a virtual handshake to promote an interest we share: helping people find the right fit w/work and perform at their best.

Was the action productive? My thoughts are mixed on that, just as they are mixed on social networking in general. Og Mandino in his 1970’s book “The Greatest Secret in the World” points to a disclosure by a great salesman, George Severance, who tracked his time and found, when looking back, that “If a business day is a social success, it has been a business failure.” Is this statement simply outdated? Tell me what you think about this! I’ll share my thoughts in the next post. For this post, let me finish up what I promised…

Continue reading “Twitter & Collaborative Action … via Tag!”

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Productivity and knowledge workers (esp. when right-sizing)

What do you suggest to increase the productivity in a consulting services organization, and why?

Lori’s Answer

You have asked about how to increase productivity (and why) in a consulting organization. And I believe you are referencing that there is “right-sizing” happening in your organization due to the economy. Based on this premise, I will address the question…

First, it is important that you are a team of knowledge workers. It is typically harder to quantify the productivity in a practical way, but it is not impossible.

My response considers a simple definition of productivity as “doing the right things right.”

Here are some tips you can use:

Continue reading “Productivity and knowledge workers (esp. when right-sizing)”

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How integral are support staff to everyone’s productivity and performance?

Question: How integral are non-revenue-earning support staff in the context of surviving the turbulent times and cost cutting ?

Lori’s Answer

You have asked a question that leads me to wonder if you are looking to cut costs in your organization. You are not alone.

So how does one look at the productivity of the organization and determine how to (instantly, if possible) reduce the cost structure without harm to revenue retention and generation?

I’m going to start with some general tips. I believe you will Find them useful even without my being specific to an organization in the conference and training sector. If you have signed up for a call, we can get more detailed.

Continue reading “How integral are support staff to everyone’s productivity and performance?”