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The #1 reason hiring fails? Not treating recruitment like the project it really is.
So project mistake are you guilty of maybe: Not revisiting the job description? Forgetting to ask the client if they'll be on vacation (I've done this one)? Not pushing back when client says the want the talent but don't want to pay?
Mostly we just need to treat recruitment like a project. Meet with the client, set the goals, check in when goals aren't being bet etc etc.
My guest this week, Wendy Sellers aka The HR Lady dropped more truth bombs about what it really takes to attract top talent in 2024. She's hilariously outspoken so it's unlikely you'll misunderstand anything she says.
Wendy is an author, podcast host, and plain spoken HR expert. She has been featured in USA Today and even has radio show. Completely 'on brand' she wrote a book for HR called "Suck It Up, Buttercup". Really! And in this discussion she brought her practical, no-fluff approach to talent attraction.
Some other insights
🎯 Recruitment is 50% marketing and 50% HR. This is probably why another guest though recruitment should be part of marketing.
💰 If you want a less expensive employee, you'll probably have to train them. You'll have to pay anyhow.
💰 If you want top talent... you'll have to pay.
📋 You need to look at the job description.
🎯 Sometimes you need a bum in a seat. Even so, there are strategies.
It was full of the basics of getting the job done right. Which too often aren't done right. Check out the full conversation!
Find Wendy on her podcast or YouTube channel The HR Lady!
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Sometimes it takes fresh eyes to see solutions for problems you've been struggling with forever.
That's what this episode on culture change felt like.
My guest was Israel Peck - head of Cratic Ai. He used to be a consultant on massive cost-cutting projects and discovered that culture has a huge financial impact. So he started Cratic Ai to help companies successfully shape their cultures. As you might think, given cost-cutting, he has a finance background not HR.
So the conversation was overflowing with fresh perspectives and insights. Like:
- HR needs one metric. All the other departments have them. He suggests that employee net promoter score (eNPS) could be that number (see the video below).
- It's been shown that EBITDA will increase by $10-25,000 PER EMPLOYEE for every quartile shift in eNPS.
- He know how to move the needle on eNPS and you could use his software, but you don't have to.
- We often implement programs to change culture. His methods change it from the inside out.
- The secret is: conversation. Not so secret right? He has a weird way of encouraging it.
- In my opinion, you have to be brave to reap the rewards on this.
I have had other guests who reinforced the power of great conversation in helping to create better teams. Having done a lot of this work and accidentally did some of what he talks about, I believe he is on to something. I believe we will see more of Israel and his ideas! Check it out!
Find Israel on Linkedin or https://cratic.ai/Find me for HR consulting at https://thehrhub.ca
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Saknas det avsnitt?
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Not for profit organizations have different HR considerations. In part, their employee tend to be incredibly passionate about the organization's purpose. They'll often sacrifice their own well-being in service of it. And in many cases, they're expected to do it.
Dimple Dhabalia, a lawyer, humanitarian and this week's guest, has a powerful story about what she learned after years of humanitarian service around the world. She burned out, but instead of doing what the rest of us would do, she wrote a book. Her book is called "Tell Me My Story: Challenging the Narrative of Service Before Self." For anyone working in service of people, there is a lot to learn from this thought-provoking conversation about unique consideration of doing HR in NFPs.
For example:
❣️ "Being human is messy. And serving humanity is even messier."
❣️ Systems and culture drive employees to put the organization and their humanitarian service ahead of themselves.
❣️ It isn't all on the organization. Change starts with individuals.
❣️ Ultimately, individuals and organizations have to change together.
❣️ We (and especially women) are taught to give, give, give and that will only take us so far.
Find Dimple through her book: Tell Me My Story: Challenging the Narrative of Service Before SelfOr one of her podcasts:Service without Sacrifice: Conversations about Hope & HealingWhat Would Ted Lasso Do? Her websitehttps://www.rootsintheclouds.com/Find me, Andrea, https://thehrhub.ca/
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Organizational development is what we strive for in HR. It brings all the strategic pieces of HR together in service of organizational strategy. Or that's how it struck me in this conversation with Michelle Chambers of Chambers and Associates. She teaches Organization Development at Schulich Executive Education (York University). She has won prestigious coaching awards and worked at or for a very long list of leading companies. She was a GREAT guest to discuss this. I suspect she would be great guest for many topics, but this was a good one. There were big and small 'aha' moments in this for me and I bet there would be for you too. Like♾️ The work is incredibly diverse - coaching, working with teams, leadership development, change, transformation and more.🤝 Organization development experts are PARTNERS - we don't come in with answers. 🟰 Organization development is often synonymous with organization effectiveness.And so much more. This was a uniting idea behind what is HR is trying to do. It made so so much sense to me. If you are in HR, do yourself a favour and check it out. Find Michelle at https://www.chambersandassociates.ca/Find Andrea at https://thehrhub.ca
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All of us in HR have to build relationships with clients. So how?
It is a skill and what happens when things go wrong?
I interviewed Tiffany Castagno, an HR consultant and leader, and I sensed had a gift for building relationships with clients. Because she was building a relationship with me so quickly! I could see she has a unique and effective way of balancing professionalism with authenticity. I concluded that we have a lot to learn from her.
Some thoughts and questions:
- What are your intentions about your clients? She signs emails saying "In your corner." A person can only do this if they mean it and she does.
- Showing your human side strengthens relationships and vulnerability is a piece of that. How do you show your human side?
- You will have to have difficult conversations with good intentions - so considerable courage is required.
- Onboarding a new client is important!
There was a lot to learn from Tiffany and you'll smile with her. As I said at the end, she has some magic and I'm glad she shared!
Find Tiffany at https://www.cephrconsulting.com/
Linkedin: / tiffanycastagno-people-culture-consultant Find Andrea at https://thehrhub.ca
LinkedIn: / andrea-adams1
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Does your EVP attract potential employees or push them away? Is it a bad thing if it DOES repell people?
You want your EVP to help you attract the RIGHT people.
EVP was the focus of a fantastic conversation with Bryan Adams of Happy Dance. Not Bryan Adams the singer of course. Our Bryan recently left the role of CEO of Ph.Creative which is an Employer Brand agency. He has written a few books - the most relevant of which is 'Give and Get: Repel the Many and Compel the Few'. He has consulted to the likes of Apple and many others so he knows what he is talking about. We had a fantastic conversation during which I was actually surprised (the video below). And delighted.
These are some of the insights that delighted me and hopefully will delight you:
‼️ EVPs should be authentic - AND aspirational??
🥪 The EVP is the meat in the Employer Brand sandwich. Watch the video to see which parts are the bread.
➡️ A quote which should go on walls: "You could achieve any number of tactical steps, but if it doesn't strategically add up to what the business needs... then you're set to fail."
😭 One creative metric for the success of his results is how many people cry.
So fantastic. Check out the full discussion!
Find Bryan on LinkedIn at / bryanadams1 HappyDance: https://www.happydance.love/Ph-Creative: https://www.ph-creative.com/And don't forget to look up his book 'Give and Get: Repel the Many and Compel the Few with Impact, Purpose and Belonging' on AmazonFind me, Andrea Adams, for consulting supporthttp://thehrhub.ca
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Do you feel trepidation at the thought of looking for talent outside the country? It's an intimidating process for sure! I'm not American, but I feel the same way here. Surprisingly, it might not be that hard. This one is for all my American HR friends! I interviewed Sergio Athanasso for this. He's an American corporate immigration lawyer and knows the ins and outs of bringing workers to the US. A few tips that he shared:🚀 It's a lot easier than you might think, but you should hire an immigration lawyer and/or experienced recruitment firm.🌟 Success is a combination of the person's background matched to the position matched to the visa category. 📅 The lead time can range from 4 weeks to a year. Eg Canadians are the easiest and it goes up from there. ⛔️ If you hope to hire someone who is in the US illegally or a visitor: nope. It won't work.‼ Foreign workers often make excellent employees!Despite being Canadian, this opened up a window of opportunity in my mind. It's feasible for almost any talent acquisition strategy. Why not consider it?
You can find Sergio at https://sergiolaw.com or [email protected] can find me on LinkedIn or my website https://thehrhub.ca
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"Labelling, though it provides ease of conversing about something, it muddies up meaning."
This is certainly the case for "toxicity". It's really easy to label someone or a workplace as toxic and not have to think constructively about them anymore. It's easy say a leader is creating a toxic work environment when someone objects (maybe strongly) to something they're doing.
This muddiness has been on my mind a while so I reached out to Dr. Kevin Sansberry. He is a behavioural scientist, host of the Toxic Leadership Podcast, executive coach and deeply thoughtful and articulate human. Especially when it comes to organization leadership and toxic workplaces. We don't get muddy thinking from him.
There were many insights in this conversation about toxic workplaces and far more:
🕺🏻 Label behaviour not people. And be careful about the labels themselves. They may be a means to minimize a whole person.
😖 Performance management is not toxicity although someone who is being performance managed may feel deeply uncomfortable and unwelcome.
⤵️ Toxicity is destructive to relationships and connection and thus business outcomes.
☣️ Toxicity can spread reducing psychological safety and all the related positive outcomes.
🏃♂️➡️ Someone who is prone to action may come across as toxic if they're in a slow culture.
🔥 Don't gaslight yourself into thinking you're the problem. AND don't avoid considering your role. It’s a fine balance.
This conversation was wonderful. As I said at the beginning and the end, I felt lighter for it.
And if you're wondering what HR's role in managing toxicity is, that will be coming in towards the end of October.
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Do your employees experience trauma at work or are some of their 'off' behaviours a result of trauma somewhere else?
I spoke with Dimple Dhabalia about what she learned about trauma. She started out as a lawyer and then worked with refugees around the world. I think we can all appreciate how hard it might be to hear those horrifying and heart-breaking stories over and over. Unsurprisingly, she burned out.
However, instead of getting therapy and going on leave like the rest of us might do, Dimple wrote a book: "Tell Me My Story: Challenging the Narrative of Service before Self" In it she shares her insights on recognizing and addressing trauma at work.
The experience of our employees might not be as remarkable as Dimple's but we also don't know what people have experienced. How can we be mindful of that?
Dimple explained:
- the difference between "big T" and "little t" traumas, emphasizing how seemingly minor stressors can accumulate and impact an employee's ability to function effectively
• How recognizing the humanity in employees can lead to better decision-making and a more supportive work environment.
• Exploring practical methods for managing stress responses and improving emotional intelligence in the workplace.
• Creating a psychologically safe workplace: Gain insights on fostering an environment where employees feel comfortable expressing themselves without fear of retaliation.
After this discussion, I may have more questions than answers. HR has a job to do that sometimes can cause or trigger trauma. How do we get the job done with sensitivity? It's a big question - and this episode will get you thinking.
Find Dimple at Roots in the Clouds: https://www.rootsintheclouds.com/Her book, Tell Me My Story: https://www.amazon.ca/Tell-Me-Story-Challenging-Narrative/dp/B0CN3TYYP7Find Andrea at https://thehrhub.ca/
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This episode on incivility at work was soooo welcome. It doesn't matter if you're on the left or the right, it might make you uncomfortable!
I love it when this happens! After well over 200 episodes, it's thrilling to be unexpectedly challenged!
Sara Taylor has been a DEI expert for a long time. She started her company, deepSEE Consulting in 2002. She has authored two books including, recently, 'Thinking at the Speed of Bias'. She has been a Chief Diversity Officer. She was on my panel discussion around DEI. So, in light of these facts, you might think she would blindly advocate for any DEI perspective, but you would be wrong!
We all have biases. Every single one of us. Whether we're white, black, asian, gay, straight... etc. We all know it's true, it's just that some people with biases have power. Sara also said:
2️⃣ Most of the incivility that HR is dragged into have to do with people in the second stage of culture competence.
🤝 With cultural competence we are not talking about ethnicities or geographies, we're talking about our ability to interact effectively with people who are different.
👯 Everyone is different. It's a rather obvious statement, but this includes the people you think are in your tribe almost as much as the people you think are NOT in your tribe.
Don't get too smug: When we think we are so great because we're getting along and ignoring the differences, remember, we are NOT fully developed. Back to the previous point: all people are different.
So fantastic! You should watch it or listen and join me in feeling delighted by the new ideas! Links are in the comments!
Find Sara Taylor at https://www.deepseeconsulting.com/ or on LinkedIn.
You can find her books wherever you buy them starting with the most recent:
Thinking at the Speed of Bias: How to Shift our Unconscious Filters
Filter Shift: How Effective People See the World
Find me, Andrea Adams, for small and medium business consulting and HR project management at https:/thehrhub.ca
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"If you've met one person with autism, you've met one person with autism."
It's a saying in the neurodiverse space. Neurodiversity recognizes that all brains work differently, including those with conditions like ADHD, dyslexia and autism spectrum disorder. In this illuminating conversation, Curtis Braun addressed assumptions about neurodivergent individuals and shared how we can create truly inclusive workplaces.
Curtis Braun is an HR instructor, consultant and coach who brings first-hand experience as the father of a neurodivergent son. He has recently started a coaching business focused on men with neurodivergent children so they have the mindset and support they need to help their kids. He discusses:
• Not that we will become diagnosticians, but there are 5 dimensions for assessing neurodivergence: language, perception, sensory skills, motor skills and executive functioning.
• 5 dimensions is a lot of a variety - putting people in boxes is not helpful.
• Common misconceptions include ideas like we need to lower our expectations and they do poorly with change. Not necessarily!
• Fostering psychological safety allows neurodivergent talent to thrive.
Curtis made the case that neurodiversity is a societal reality - and a competitive advantage for inclusive organizations willing to "unlearn" biases.
Find Curtis on Linkedin https://www.linkedin.com/in/curtiswbraunCheck out his company at https://advc8.ca/Find Andrea https://thehrhub.ca
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So you want career growth. But how do you make it happen?
You need to answer the question of 'what do you mean by career growth'. And the answer could be ANYTHING. Time with family. Travelling. Money. Praise. Promotions. Prestige. Specialization. Really it could be anything and an honest, personal answer will help you achieve it.
This was the focus of my conversation with Adam Pekarsky. He's had career growth, but not really of the traditional kind. He started out as a lawyer and now he is a leader and majority shareholder at Humanis Advisory - an executive search firm. He reflects on career growth in his new book (out this month) called "The Ampersand Chronicles Vol 1: Stories of a Small but Mighty Business in a Rough and Tumble Town". He writes the most amazing blog you've read and has organized his best into a book!
So his insights on career growth from his own perspective but also that of the people he helps:
- All motivation is valid, but you have to know what yours are.
- Maybe you want to climb the ladder, but maybe you want something else as well. There may be trade-offs.
- He resists the idea of work life balance because it's limiting, a zero-sum game. For him it's 'work-life integration' and it enables more possibilities.
- Passion is important. Think about what Tiger Woods said in his prime "I'm not the best golfer in the world because I have the most talent. I'm the best golfer in the world because I practice the most." It would be hard to 'practice the most' without passion.
It was wonderful conversation full of good stories and good advice
Find Adam on LinkedIn or at https://humanisadvisory.com/To get a copy of the book, please contact Kiara Tyler at [email protected] and they will add you to the list!Find Andrea for consulting support: [email protected]
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The future of DEI is murky. So the purpose of this panel discussion was to reflect on the recent developments in DEI and consider how we might evolve our effort to become more effective. We collectively dove into DEI around the murder of George Floyd - often with little to no experience.And it was a great discussion! The following were just a few of the ideas I took away:- We HAVE made progress. - And this problem is 400 years (or more) in the making. While we want to see change now, this is the work of generations i.e. a marathon not a sprint.- Much of our effort has been spent on diversity where the real work should focus on inclusion and equity.- To be effective we need to meet people where they are at.- If you are on the extreme right or extreme left, you may be contributing to the polarization. Overall, I'm left with a sense of hope and a reframed perspective. Thank you to the panelists:Amy E. Hull M. Ed. Amy is the Head of DEI for Paycor. She is a consultant and Former School Administrator. She recently won bronze from Brandon Hull for her DEI strategy. She is working on authoring her first book on the relationship between power and empathy. / amyehull6 Toby Mildon. Toby is the author of 'Inclusive Growth' and Host of a podcast by the same name. This year, he also released another book 'Building Inclusivity'. He runs Mildon consultancy and previously worked for Deloitte, Accenture and the BBC. https://www.mildon.co.uk/ Dr. Leeno Karumanchery has PhD in Sociology and Equity Studies from the University of Toronto. He is an author of a number of books including an upcoming book called 'The Old Black Lesbian Elephant in the Room: Why the Woke Need to Wake Up'. He is the head of Mesh diversity which takes a numbers and data science approach to helping organizations with DEI. https://meshdiversity.com/ Sara Taylor. Sara is the author of recent book called Thinking at the Speed of Bias, and another bestselling book called 'Filter Shift'. She is a consultant, owner of deepSEE consulting and has 35 years of experience in the field. https://www.deepseeconsulting.com/
You can find me [email protected]
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Curious about how Indeed is using AI to help employers and candidates? And how they apply it as an Employer? I certainly was. I spoke with Hannah Calhoon about how Indeed is using AI. She is the VP, Product at Indeed and AI is her responsibility. They've recently launched some generative AI improvements like Smart Sourcing. Smart Sourcing enhances the our user experience and improves the quality of matches. In the discussion, we ALSO learn about how to incorporate AI in our own organizations - Indeed aside.
Here are just a few insights: ♾️ Indeed has been using AI for a long time but now they are incorporating generative AI. It will help with personalized job recommendations, skills extractions out of resumes, and recommendations to employers. 📈 There are already signs of success. They can do deeper analysis of resumes and help employers and candidates make better matches. 🎓AI can lessen the use of proxies in hiring decisions e.g. we use education as a proxy for assessing intelligence, ambition, perseverance, and industry knowledge. There might be other clues elsewhere in the resume of these same qualities that are harder to spot. ❌ They won't be using AI to make final decisions. That would go against their set of AI principles. 🛠️ TOIL. It's my new favourite word. And AI will help reduce it. Woohoo!How have you been using proxies? Do you have AI principles? How have your older systems been using AI? Are you tired of toil? There were a remarkable number of insights in this discussion that extend well beyond Indeed.
Find out more about Indeed's Approach - AI Principles: https://www.indeed.com/esg/responsible-ai Hiring Lab: https://www.hiringlab.org/ AI Articles: https://www.indeed.com/lead/artificial-intelligenceSmartSourcing - Just Google it. Find me for HR consulting https://thehrhub.ca
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I think we know that "culture is not about ping pong tables and snacks."
Too often, company culture gets reduced to these superficial perks. Or perks like this become the symbols of culture everyone points to. But true culture runs much deeper - it's about your core values and how those get lived out through behavior, communication, leadership and more.
I spoke with HR consultant Tiffany Castagno of CEPHR consulting about culture. She helps her clients with it all the time and breaks down the key dimensions of workplace culture that you need to be intentional about shaping. She says:
📝 Assess your current culture through surveys, conversations, audits - but make sure to take action on the findings.
🏆 Leaders play a crucial role in modeling the values and norms you want to reinforce.
🔍 Look at metrics like engagement, belonging, growth opportunities to measure if you're living your desired culture.
⚠️ Common culture mistakes: Lack of consistency, not listening to employees, and having the wrong hires misaligned with your values.
0️⃣ And none of what we talked about has to do with perks. Although those are nice and we like them!
So want to build a magnetic culture that attracts and retains top talent? Check out this episode!
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Mindset is harder than rocket science according to NASA scientists. So all you HR people out there? Give yourselves a pat on the back! The people stuff is hard!In this episode, I spoke with Mitch Warner, managing partner at the Arbinger Institute, which is responsible for the book "Outward Mindset". Mitch helped with the latest edition and shares his insight into mindset generally. He focuses particularly on the value of having an outward (rather than inward) mindset. He's worked with clients like NASA and this is how he knows what the rocket scientists think! An "outward mindset" has all employees (including HR) focusing on others' needs and objectives alongside one's own. This approach, he argues, is key to fostering a productive, connected, and innovative workplace culture. Key insights from our conversation:• There are many mindsets (growth, safety, positive, scarcity etc) but many of them would have us focus on ourselves rather than others around us. • Changing mindset has been shown to be far more effective in creating change than simply prescribing new behaviours. • We can use an outward mindset to help our employees redefine what it means to have a job in terms of impact on others including our customers and coworkers.• He gave examples of how an outward mindset can revolutionize areas like workplace safety and debt collection. HR is often instrumental in creating the kinds of organizations we need. An outward mindset has a so much potential. Forget silos, remember our customers, ditch bickering... This is an idea I am thinking about a lot! Mitch's insights offer a fresh perspective on organizational culture and leadership, challenging HR professionals to rethink their approach to employee engagement and performance. Whether you're looking to boost productivity, enhance teamwork, or drive innovation, this episode provides strategies for leveraging the power of mindset in your organization. Find Mitch and the Arbinger Institute at https://arbinger.com/You can find their books (The Outward Mindset and Leadership and Self-Deception) anywhere you buy your books but also via their website: https://arbinger.com/store/
Find me, Andrea Adams, at https://thehrhub.ca/
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"We (need to) talk to people not about people." Talking about people (unless you're venting with a trusted friend), greatly harms trust.
Building trust within teams is critical for high performance, but it's often an overlooked aspect of team dynamics. It came up recently for me in relation to consulting so I sat down with trust expert Ila Edgar to dive deep into the key behaviours and mindsets needed to foster trust on teams.
Ila is a coach, former recruiter, and co-host of the "Trust on Purpose" podcast. We did a couple episodes year before this one and they were some of the episodes I refer to most often at work. She shares her invaluable wisdom on:
💥 Why distrust can actually be a good thing and how to manage it productively
💥 The 4 key domains of trust (competence, sincerity, reliability, care) and how to cultivate each on your team
💥 The vital role leaders play in modeling trust-building behaviors
💥 Dangerous trust-breaking behaviors to avoid at all costs
Whether you lead a team or are part of one, this episode is packed with practical insights to create an environment of psychological safety where people can do their best work. Don't miss Ila's perspectives on this crucial but often overlooked team dynamic.
Find Ila at https://www.bigchangeinc.com/
This is her podcast: https://trustonpurpose.buzzsprout.com/
Andrea is an HR consultant in Western Canada. Find her at https://thehrhub.ca
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"You have to think about [retirement], it doesn't just automatically happen." How are organizations supporting the retirement of their employees? Are they getting pushed out the door or supported in making informed decisions? Having recently embarked on her own retirement, Dr. Melanie Peacock offered her account of reimagining life's next steps and how to improve your employer brand by informing your employees. She is an HR expert; she's also an author, keynote speaker, and a fellow with CPHR Alberta, making her insights informed from both an HR and retirement perspective. Melanie provides insights on:📝 Why retirement planning goes far beyond just finances - the emotional and physical health aspects are critical 💡 How employers can support transitioning employees while building their employment brand🧠 Simple ways to start normalizing retirement conversations from your first steps out of school👵🏻 The benefits of alumni programs and allowing phased retirement Check out this conversation on how organizations could support their employees, decrease turnover and improve their employer brand. Find Melanie on LinkedIn: https://www.linkedin.com/in/drmelaniepeacock-cphr-doublem/https://www.doublemconsulting.net/ourteam/Find Andrea for consulting support:https://thehrhub.ca
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'The difference between the skill of job seekers and those who are employed is often significant.'
So, for executive search, you are almost exclusively looking for leaders who are in good jobs that they probably like. So how do you entice them away?
If you think about it, this has many implications to the talent acquisition process.
I had a great conversation with Adam Pekarsky of Humanis Advisory. Adam started out as a lawyer, but has been in executive search for 20+ years. He has one of the best newsletters that I have ever read (the Ampersand) and his own podcast. He has an inspiring way of connecting the details to the big picture and to his values and ethics. It's apparent in everything he says.
For instance:
🫨 Ethics are critical. In addition to personal values, there is no ethical wiggle room especially in smaller communities. Word will get out.
🤔 He defines sourcing differently. I thought it was reaching out directly to potential candidates. He defines it as asking people who might know the candidates.
🎙️ Authentic, honest, story-telling is important: the story of the organization and the story of the candidate.
🌟 The role of the client who wants to fill a job is critical. In executive search they must SELL the job.
... And shouldn't ask "So why do you want the job?"
Adam approaches his work and role with such respect and insight. Watch it. You will learn a lot on many levels!
Find Adam Pekarsky on LinkedIn:https://www.linkedin.com/in/adampekarsky/Humanis Advisory:https://humanisadvisory.com/The Ampersand Blog (highly recommended):https://humanisadvisory.com/blog/Find Andrea for HR Consulting https://thehrhub.ca
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"Without conflict, you don't have innovation. So I want to make sure people use their voices." And use it effectively in a leadership team when there are a number of strong voices present.I spoke with Tish Squillaro of CANDOR Management Consulting about the art of building leadership teams. This is something you'll do more as you progress, but the principles apply to any team. Tish, is a candid consulting expert who has worked with Salesforce and IBM. She knows her content inside and out and one of her core interests is team dynamics, a crucial aspect of scaling organizations. Tish shared her insights on her approach to leadership team dynamics or what she calls team chemsitry. She talks about the qualities that a leadership team should possess, and why these are so crucial for organizational success. She also discusses the challenges of recruitment, the evolution of leadership teams as companies scale, and the tools she uses. Here's a peek into some of what we covered: 🎯 The importance of a leadership team that not only drives the business but works well together. It's the first team first. 🔍 The complexity of the interview process when you're looking for skills and personality. 📊 The use of DISC behavioral profiles as a tool for understanding team dynamics.🔧 The actionable steps to improve team chemistry after identifying gaps in leadership teams.🎙️ The significance of effective communication and conflict resolution.I've already applied what I learned so I know this episode is a treasure of useful information!
You can find Tish at https://candor-consulting.com/https://www.linkedin.com/in/tishsquillaro/Find Andrea for consulting [email protected] or https://www.linkedin.com/in/andrea-adams1/
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