Recently, I had the pleasure of delivering a Constructive Conflict workshop to a group of local leaders. Going in, on a Friday afternoon after two days of meetings and what looked to be a hearty lunch, I wondered about the energy of the crowd. However, when I arrived, the room was full, and people were eager and ready. Constructive conflict is a hot topic these days and one that was particularly relevant for this group.
When I was a 30-year-old mother and career-driven director at IWK Children’s Hospital, I was mistaken for the paper-boy by a staff member’s mother when dropping off documents at her house one Saturday afternoon.
For years, organizations have been advised to pay close attention to “cultural fit” in their hiring practices. Paying attention to a potential employee's fit with your organization, workplace culture or company values has often been touted as the solution to hiring misfires, poor retention, and negative morale. But what do we mean by fit? And how do we decide that a potential candidate doesn’t fit?
Last year, I worked for six months with a client who diagnosed himself with “imposter syndrome”.
He had a number of skill sets, appeared to have a pretty high I.Q., his E.Q. appeared to be way above average and he had a good job that paid well.
You’ve probably heard about the study that showed that 55% of communication is body language, 38% is tone of voice, and only 7% is based on the words spoken. Whether or not these numbers hold up, we all know that the subconscious mind is skilled at detecting non-verbal cues and that these cues can significantly impact the way an interviewer perceives a job candidate. With this in mind, it’s worthwhile to pay close attention to the cues you might be sending out during your next job interview, so we’ve provided a few tips below to help you make a great first impression.
“Should my child drop Grade 11 Chemistry?” I’ve heard that question, or some variation of it, dozens of times from the parents of high school students over my thirty-year career as a teacher and administrator. Perhaps your son or daughter is finding a course particularly difficult and wants to exchange it for another, or he or she has decided that science is not the path that they want to pursue. It seems like a relatively simple choice, but decisions like this one can have remarkably profound consequences.
Employers are increasingly using Skype and other electronic media to interview and interact with candidates from across the country and around the globe. Virtual interviews are often seen as a more effective way to establish rapport and assess a candidate’s fit with an organization than phone or email interviews.
Our team has conducted hundreds of virtual interviews and have compiled a list of tips to help candidates maximize the effectiveness:
Manage your electronic brand
Past performance is a strong predictor of future performance. This is why many interviews use behavioural or experience based question formats. Behavioural or experience based questions ask candidates to share examples of situations where they have demonstrated skills, competencies or capabilities critical to success.
There is no question, we are in a downturn, slowdown, or some even say a recession here in Newfoundland and Labrador. In response, leaders often instinctively look internally to reduce costs, frequently through downsizing and increasing productivity, while protecting their client base. However, this can be a time of opportunity.