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Sharing Your Story: Addressing the Difficult Aspects with Positivity

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We all like to share our stories. One of the most difficult aspects of leadership revolves around being open with your employees and others.

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Not every experience is a positive one. These conversations can dredge up bad memories, foul emotions, and may come off as bitter to your listeners. Being honest about the darkest moments of our careers can feel like a slippery slope to drag us back to that place. With the right techniques, we can embrace and share our previous setbacks with grace and humility.

Keep your tone light/neutral. People quickly take notice of tone of voice. Speaking in a light or neutral tone will undercut any tension others might take away from your story. Laugh it off even. People will be more inspired by the ability to recognize the situation for what it was, and success may have been delayed, but never completely hindered.

Be sensitive of directly using names. Unless you are endorsing the other party in the story, try to avoid using names. We are all human and we all make mistakes. Directly using names of the people, places, or organizations can sound like an attack. That should not be the intention of telling one’s story. You made it through those rough times and that should be the main focus.

Take responsibility for your end. There are three sides to every story: your side, the other persons, and somewhere in the middle is the truth. Address where you fell short. Where there may have been miscommunication. Simply putting the blame on others without recognizing your part comes across as playing the blame-game. Taking responsibility for your side exhibits humility and a growth mindset.

Express gratitude for the learning opportunity. It is important to note the lessons you took away from the experience, as well as for the other parties. Even if there is no more communication between parties, it does not mean that anyone’s journey stopped there. Reenforcing the mutual growth from the situation will showcase continued respect and support from having the opportunity.

Try not to spend too much time harping on past mistakes and struggles. Convey these moments as speedbumps along the way that needed to be managed, then move on. People will always have their own, natural reaction and oftentimes this will lead to further questions. Be receptive. The tough times do not define us, they help use become stronger and wiser along the way.

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

Building a Solid Team for Long-Term Success

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“A players attract A players. B players attract C players.” – Steve Jobs

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When it comes to building a strong, high performing team, the hiring process is key. Skills can always be taught; however, attitude and experience cannot be bought. Inexperienced companies tend to look at which skills a person has and discards the attitude. So, what are some of the best attributes to look for when hiring A players?

Basic knowledge of your company. Unless they have been coached, or have a long-standing relationship with your company, chances are they will not be well-versed on the organization’s history, operations, and key players. However, as the company’s website, LinkedIn, and listing type are all public, there should be a basic understanding of:

  • With whom they will be speaking and their role(s)
  • The mission of the organization
  • Size of the company/General size of their department
  • The sector the organization lies in
  • Who the target customers are (generally)

Comes ready with questions/notes. A players take their position seriously. More often than not, they will arrive with a list of questions ready and more will arise throughout the flow of the conversation. The more questions, the better – as it represents their level of interest. You’re likely to hear questions such as the following:

  • What does the onboarding process look like?
  • What does the day-to-day look like?
  • Who will I be working with and who would I be reporting to directly?
  • What are the opportunities for growth?
  • What is the salary and bonus structure?
  • Is there a relocation package?
  • Are any additional benefits offered?
  • How does the organization handle overtime?

An open mind. Brand representation is the key driver of market recognition and loyalty. Opportunities for growth lie in diversifying the target audience and employee retention the organization is interested in attracting. Unwillingness to listen to dissenting voices, deeming concerns as minuscule, and attempts to drown out voices who disagree can lead to resentment between employees, yourself and the board, regression in the organization’s progress, and more.

Growth mindset. The world of business is ever evolving. The rate of technological advancement is exponentially faster than ever seen before in history. This has allowed for the fastest speed in communication between peers to share ideas, compare data, and transfer knowledge. To make the vision a reality, top players will be able to see the full-vision and the steps needed to be taken to get there. The ability to recognize and respect that growth is not linear is a great mindset for the business world.

At the end of the day, making the dream a reality is the main goal. We all have good days and bad days. Creating a work environment that is goal oriented through healthy collaboration starts with building a team that is focused on achieving, asks impactful questions and is respectful of each other.

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

The Proactive Journey of Professional Reinvention

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Many individuals feel trapped or limited by career paths dictated by their education and professional experience. Deviating from one’s ‘established’ path can sometimes be met with surprise, or even negativity. However, it is worth considering a professional reinvention as a viable option for those seeking a change while still leveraging their existing skills effectively. Professional reinvention should not be seen as reactive, or as a last resort in a futile job search, but rather as a proactive and positive decision. Hiring managers who welcome individuals who have professionally reinvented themselves can unlock an abundance of talent and new possibilities for their organizations. What are some key aspects to consider when undergoing professional reinvention?

Recognize and prioritize the transferable skills you have acquired throughout your career that can be effectively utilized in various contexts. Skills such as coaching and mentoring, communication, and problem-solving, which you may have indirectly applied in one setting, can become the focal point in a different role or industry. You do not have to be your previous job title or degree.

Re-vamp your resume and LinkedIn. Break free from being narrowly defined. Emphasize your skills throughout your resume and include an “About” section at the beginning as a professional narrative that highlights your strengths, achievements, and the value you can bring to potential employers or clients. While your roles and experience are important and must be described, it is crucial to highlight your achievements, which are based on transferable skills, and demonstrate their applicability beyond specific roles or industries.

Be open to continuous learning. There will always be a learning curve in a new role, particularly along a new career path. Expect to be trained, mentored, or professionally developed along the way. Embrace the opportunity to apply your skills and experience in diverse and unfamiliar environments without hesitation.

Connect with your network. Consider your network beyond those who share the same role/title/industry. You may have engaged with professionals from diverse industries in the past, and your unique skill set could make you an ideal fit for opportunities outside of your current domain.

Maintain a positive and proactive attitude. This process does not diminish the value of your current or previous roles, nor does it imply a lack of success. It is a respectable choice that does not make you any less of a professional.

Professional reinvention involves proactively reshaping one’s career, embracing new opportunities, and leveraging transferable skills in diverse settings. This introspective, creative, and bold approach to your professional journey can unveil unexpected, rewarding possibilities that you may have never considered before.

Do you have comments, questions, ideas, or suggestions? Share with us at: [email protected]

AI in the C-Suite

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The workforce has been closely monitoring the advancement of AI tools for multiple reasons including excitement of what can be created, how they will make work-lives easier and how it will affect the workforce. We have observed a gradual effect throughout the last few decades, but the global unveiling of ChatGPT earlier this year brought on an explosion for the future of AI. The most recent shake up is that AI has officially taken a role in the C-Suite!

On July 6, 2023, Quick Custom Intelligence made a groundbreaking announcement: their new COO is an AI system, and not just any system either, the AI was created in-house and has been dubbed, JARVIS.

So, how does this announcement shake-up the future of succession planning and the workforce? A change in the training of future Executives, the loss of organizational Leaders/Smaller Teams, and more collaborative teams, just to name a few.

How can we stay relevant in an AI powered workforce?

  1. Continuing education. We are lucky to live in an age when access to educational resources is just a click away, in addition to the traditional learning opportunities that come from formal education organizations, private services, workshops, etc. Which allow for the additional bonus to network outside of your team. Personal educational platforms, such: Udemy, xEd, Coursera, etc., and even recently, these platforms have expanded their offerings to include team courses for businesses. Also, many organizations are now offering “Product Specific” training modules on their websites. Whichever route you choose, there are a plethora of great opportunities for low risk first exposures to new skillsets; some even offer full courses, certificates, and advanced learning.
  2. Improving Communication Skills. Working on improving teamwide communication has always been essential to organizational success, and now it requires different perspectives and attention. As workflows pivot away from repetitive and regular tasks, due to the engineering of models and algorithms taking them off our hands, we will naturally be left focusing on work that requires more uniquely human input. These parameters will change as our tools upgrade, but our teams will still need well-structured internal systems and communications to stay aligned and achieve the organizational mission statement.
  3. Exploring More Creative Ventures and Collaborations. When it comes to the bottom line, AI systems are only tools created in the interest of making lives easier for humans. The advancement of their abilities allows for users to have more time to explore creative ideas. Additionally, exploring different tools will, more than likely, bring about new inspirations never considered before.
  4. Leveraging AI Modules to find hidden Talents/Skills. Exploring different AI Modules that are not in your typical scope of interests is an excellent method of keeping well-rounded awareness. It is not necessary to become an expert; yet, having a base knowledge in additional areas will keep your brain sharp and adaptable.

Technological advancements have been changing the game of the workplace throughout time. The introduction of AI’s true capabilities reveals the potential for technology to fully take over businesses. Despite the racing speed of technological advancements, it’s important to take the time to research thoroughly. Even though we see AI modules expanding capabilities, they will not be able to replace what companies really need: People.

Do you have any comments, questions, ideas, or suggestions? Share with us at: [email protected]

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