Why do Senior Leaders change their jobs or think about doing so? What are they looking for in their work / in their careers? What do you have to do to retain them?
Strategy Study 2014 at a Glance | A.T. KearneyKearney
A.T. Kearney reached out to more than 2,000 executives, business leaders, and heads of strategy functions to discuss their thoughts on the state of strategy today. Our findings indicate that while most leaders continue to believe in strategy, the return on their strategy initiatives has largely eroded over the past decade. In fact, when asked what it takes to secure a prosperous future, more than 80 percent of executives consider agility as important or more important than strategy when it comes to securing a prosperous future. Fortunately, the findings also point to promising ways to reclaim strategy—including using future-focused tools and techniques and engaging the organization in strategy formulation.
This document provides an overview and action plan for improving employee engagement at ABC based on its most recent survey results. The key points are:
1) ABC's overall engagement score increased to 62% but remains below the desired benchmark of 80%; the highest scoring drivers were direct supervisor and culture while development, compensation, and trust in senior leadership showed the most room for improvement.
2) An analysis of the highest and lowest rated questions found that direct managers are working well but the culture is not seen as safe or productive and compensation is an issue.
3) Action plans should focus on high-impact areas like trust in senior leadership, an inclusive culture, and openness to new ideas, using the SMART framework
The State of Corporate Reputation in 2020: Everything Matters NowWeber Shandwick
This new survey was conducted among executives from 22 markets worldwide and examines what drives a company’s reputation, why it is important to be highly regarded and the benefits that come with having a strong corporate reputation.
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...Human Capital Media
The document summarizes a webinar about how CareSource uses leadership transition coaching to support new leaders and foster a positive workplace culture. Key points include:
- CareSource has experienced significant growth, making leadership development and support a priority. Their coaching program helps new leaders through transitions.
- Coaching focuses on expectations, priorities, and CareSource's mission/values. It increases leaders' confidence and engagement while reducing turnover.
- Testimonials praise the coaching's impact on developing leaders and culture. The program is a strategic investment that benefits all employees.
- Elements of an effective internal coaching program include clear goals and structure, measuring outcomes, and aligning with coaching ethics. Coaching supports new
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
The Value Proposition for Outsourcing Leadership DevelopmentPhillip Ash
Leadership development that produces the behavior change necessary to improve leadership effectiveness is expensive. This presentation describes a positive value proposition for leadership development.
Value proposition for outsourcing leadership developmentPhillip Ash
Leadership development is presently global CEO's greatest concern (PwC 2012). This presentation describes an outsourcing program for leadership development focused on driving organizational through through engagement and discretionary effort that can provide a powerful value proposition
Value proposition for outsourcing leadership developmentPhillip Ash
This document proposes an outsourced leadership development program focused on improving engagement and discretionary effort. It notes that CEOs are most concerned with leadership and its development. An effective program includes knowledge acquisition, competency development through assessment and active learning, and behavior change facilitated by coaching. The program outlined uses assessment, blended learning, and coaching to efficiently develop leaders' interpersonal skills and produce behavior change. It argues this approach can improve productivity, customer satisfaction, retention and create a 6:1 return on investment through increased engagement and discretionary effort.
Strategy Study 2014 at a Glance | A.T. KearneyKearney
A.T. Kearney reached out to more than 2,000 executives, business leaders, and heads of strategy functions to discuss their thoughts on the state of strategy today. Our findings indicate that while most leaders continue to believe in strategy, the return on their strategy initiatives has largely eroded over the past decade. In fact, when asked what it takes to secure a prosperous future, more than 80 percent of executives consider agility as important or more important than strategy when it comes to securing a prosperous future. Fortunately, the findings also point to promising ways to reclaim strategy—including using future-focused tools and techniques and engaging the organization in strategy formulation.
This document provides an overview and action plan for improving employee engagement at ABC based on its most recent survey results. The key points are:
1) ABC's overall engagement score increased to 62% but remains below the desired benchmark of 80%; the highest scoring drivers were direct supervisor and culture while development, compensation, and trust in senior leadership showed the most room for improvement.
2) An analysis of the highest and lowest rated questions found that direct managers are working well but the culture is not seen as safe or productive and compensation is an issue.
3) Action plans should focus on high-impact areas like trust in senior leadership, an inclusive culture, and openness to new ideas, using the SMART framework
The State of Corporate Reputation in 2020: Everything Matters NowWeber Shandwick
This new survey was conducted among executives from 22 markets worldwide and examines what drives a company’s reputation, why it is important to be highly regarded and the benefits that come with having a strong corporate reputation.
LEADERSHIP TRANSITION COACHING: A STRATEGY TO FOSTER A POSITIVE WORKPLACE CUL...Human Capital Media
The document summarizes a webinar about how CareSource uses leadership transition coaching to support new leaders and foster a positive workplace culture. Key points include:
- CareSource has experienced significant growth, making leadership development and support a priority. Their coaching program helps new leaders through transitions.
- Coaching focuses on expectations, priorities, and CareSource's mission/values. It increases leaders' confidence and engagement while reducing turnover.
- Testimonials praise the coaching's impact on developing leaders and culture. The program is a strategic investment that benefits all employees.
- Elements of an effective internal coaching program include clear goals and structure, measuring outcomes, and aligning with coaching ethics. Coaching supports new
Accenture Getting To Equal 2020 Research Presentation accenture
Accenture's new gender equality report explains differing perceptions on inclusive workplace culture & how leaders can drive a culture of equality. Read more.
The Value Proposition for Outsourcing Leadership DevelopmentPhillip Ash
Leadership development that produces the behavior change necessary to improve leadership effectiveness is expensive. This presentation describes a positive value proposition for leadership development.
Value proposition for outsourcing leadership developmentPhillip Ash
Leadership development is presently global CEO's greatest concern (PwC 2012). This presentation describes an outsourcing program for leadership development focused on driving organizational through through engagement and discretionary effort that can provide a powerful value proposition
Value proposition for outsourcing leadership developmentPhillip Ash
This document proposes an outsourced leadership development program focused on improving engagement and discretionary effort. It notes that CEOs are most concerned with leadership and its development. An effective program includes knowledge acquisition, competency development through assessment and active learning, and behavior change facilitated by coaching. The program outlined uses assessment, blended learning, and coaching to efficiently develop leaders' interpersonal skills and produce behavior change. It argues this approach can improve productivity, customer satisfaction, retention and create a 6:1 return on investment through increased engagement and discretionary effort.
This document outlines an "escape plan" from employee disengagement and lack of alignment. It identifies 9 causes of disengagement: stagnation, no alignment, lack of support, budget issues, poor management, siloed HR, disrespect, broken promises, and lack of leadership. For each cause, it summarizes relevant research and proposes ways to improve engagement, such as focusing on learning and development, strengthening company values and mission, prioritizing employee well-being and strengths, increasing recognition spending, providing positive feedback, integrating talent strategy, and improving leadership communication. The overall message is that addressing the root causes of disengagement requires treating employees as partners through clear vision, relationships, flexibility and regular communication from all
The document summarizes recruiting trends in India for 2016 and beyond. Some key findings include:
- Quality of hire is considered the most valuable performance metric by talent leaders. It is primarily measured through new hire performance evaluations and time to productivity.
- Employee referrals have re-emerged as the top source of quality hires. India leverages referrals extremely well compared to other countries.
- Employer brand is growing as a shared priority and responsibility between talent acquisition and marketing. Social professional networks remain effective for employer branding.
- Employee retention has become a top priority, but internal hiring is not prioritized at the same level. Many companies lack formal internal hiring programs.
The 9 Circles of Employee Engagement Hell Globoforce
This document provides an escape plan for addressing employee disengagement and lack of alignment in organizations. It identifies 8 key reasons for disengagement: 1) Stagnation, 2) No Alignment, 3) Lack of Support, 4) Budget, 5) Wrath, 6) Heresy, 7) Lack of Respect and Relationships, and 8) Fraud. For each reason, it summarizes relevant data and proposes ways to address the issues to increase engagement, such as focusing on learning and development, building a strong employer brand, and investing in employee recognition programs.
TALENT SPOTTING AND SUCCESSION PLANNING: FILLING YOUR LEADERSHIP PIPELINEHuman Capital Media
We all know succession planning is crucial to our organization’s sustainability. Yet many of us are not investing in it. Why? In part, because the debate about how to spot talent and who to develop is an ongoing one. This webinar will provide you with the best and latest thinking about spotting and growing your talent pipeline.
This webinar will explore the business case for succession planning. Learn practical ways you can build your talent pipeline today.
This document provides a disclaimer and overview of an event discussing the people agenda for digital transformation in insurance. It includes an agenda with panels on the future of work, digital culture, talent acquisition, and talent development. There is also information on upcoming TDI awards and how to provide feedback on the event. The panels discuss challenges such as retaining talent and the need for learning and development opportunities, as well as solutions like developing employees and internal mobility. Contact details are provided for follow up.
Executive directors from more than 3,000 nonprofits participated in the Daring to Lead study. The top three most effective strategies for leadership development were found to be coaching, peer networks, and leadership development programs. Challenges for executives include staff turnover, lack of succession planning, and not spending enough time developing other leaders in their organizations. Recommendations include investing in both technical skills and personal support for leaders, and providing infrastructure and tools to systematize shared leadership.
The document summarizes the results of a study on employee engagement at State Bank of India (SBI). The study assessed 70 SBI employees through a questionnaire. Key findings included:
- Most employees agreed or strongly agreed that they like their work and colleagues, understand their roles, and are willing to work hard for the company's success.
- However, over 10% of employees felt neutral about whether their achievements are recognized.
- The majority of respondents were male clerical staff between 31-40 years old, with 1-3 years of service and a graduate education level.
Building Leadership Development from Scratch - ASTD 2011Benjamin McCall
This presentation covers 3 main points:
1. What should you think about when creating or adjusting your leadership efforts.
2. The content you may want to include within a program, and
3. What metrics should you include,
The document summarizes key findings from a 2015 survey of 924 nonprofit organization directors regarding board composition, structure, and practices. Some of the main findings include:
- Over a quarter of directors do not have a deep understanding of their organization's mission and strategy, and nearly a third are dissatisfied with their board's ability to evaluate organizational performance.
- Many boards lack formal governance structures like audit committees and succession plans for leadership. Fundraising is seen as a top priority over other board responsibilities.
- While most directors are satisfied with their executive director's performance, many boards could improve by establishing clear performance targets and evaluation processes.
Faculty & Research › Publications › 2015 Survey on Board of Directors of Nonprofit Organizations
2015 Survey on Board of Directors of Nonprofit Organizations
By David F. Larcker, Nicholas Donatiello, Bill Meehan, Brian Tayan
Stanford GSB, Rock Center for Corporate Governance, BoardSource, and GuideStar. April 2015
Accounting, Corporate Governance
In fall 2014, the Stanford Graduate School of Business, in collaboration with BoardSource and GuideStar, surveyed 924 directors of nonprofit organizations about the composition, structure, and practices of their boards.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
How to create a "Culture" of Execution and Sustainable Employee Performance!Michael Falco
The document discusses the importance of leadership development and training for employees, noting that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. It advocates developing leaders and employees through a process of behavioral assessment, training customized to individual needs, and establishing departmental and individual goals. The overall message is that enhancing company culture through leadership growth and employee development has the greatest impact on sustainable revenue and profit growth.
Part 2 How to create a "Culture" of Execution and Sustainable Employee Perf...Michael Falco
The document discusses the importance of developing and training leaders and employees in order to create a sustainable high-performing culture. It provides data showing that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. The document also outlines typical skills such as planning, communication, and decision-making that employees and leaders need training in.
5 WAYS TO UNLOCK THE HIDDEN VALUE IN YOUR EMERGING LEADERSHuman Capital Media
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 best practices to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Even today, to the detriment of agile success, most organizational cultures remain delivery date-driven—resulting in delivery teams that are not focused on creating value for the customer. So how can we redirect stakeholders, the business, and the project team to concentrate on delivering the greatest value rather than simply meeting dates? Pollyanna Pixton describes the tools she has used in collaboration sessions to help participants begin the process of adopting customer-centric agile methods. These tools include laying out an end-to-end customer journey, forming reusable decision filters to help prioritize backlogs, converting features into actionable user stories, and developing a solid process for making group decisions and communicating those decisions. Pollyanna shares questions that product owners and managers can use to define the problem while making sure they don't solve the problem. After all, that is the responsibility of the delivery team.
The WILD Network's partners with EthicalCoach to deliver 1:1 pro-bono Leadership Coaching.
EthicalCoach is a bridge between world-class coaches and nonprofit organizations. Delivering resources and tools that build leadership capacity within nonprofits, enabling them to increase their impact and serve more people in need. Recognizing that these global challenges affect us all, EthicalCoach reaches around the world to engage coaches and non-profit, social impact and other related organizations.
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
In this webinar, Sallie George of the Robert Wood Johnson Foundation and Lynn Fick-Cooper and Sarah Stawiski of the Center for Creative Leadership share the story of how their organizations partnered to develop 220 emerging community health leaders and in the process how their work effected meaningful change in 8 different vulnerable communities across the United States.
During the Webinar they share:
Why the Robert Wood Johnson Foundation made this investment;
An overview of the program the Center for Creative Leadership designed and delivered to achieve RWJF’s intended outcomes; and
How successful they were in achieving these outcomes.
Market Signals – Global Job Market Trends – April 2024 summarized!Career Angels
How did the job market change in April 2024? Selected aspects: Europe (38 countries): +3.91% = 25 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 17 850 data points
- received over 500 insights from Executives & HR Directors
- published 106 monthly reports, 851 daily updates & 13 special reports
- tracked 80 countries around the world for 47 months
Check out our post summarizing the changes across 80 countries worldwide for April 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-april-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – March 2024 summarized!Career Angels
How did the job market change in March 2024? Selected aspects: Europe (38 countries): +3.91% = 24 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 17 430 data points
- received over 500 insights from Executives & HR Directors
- published 104 monthly reports, 830 daily updates & 13 special reports
- tracked 80 countries around the world for 46 months
Check out our post summarizing the changes across 80 countries worldwide for March 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-march-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
This document outlines an "escape plan" from employee disengagement and lack of alignment. It identifies 9 causes of disengagement: stagnation, no alignment, lack of support, budget issues, poor management, siloed HR, disrespect, broken promises, and lack of leadership. For each cause, it summarizes relevant research and proposes ways to improve engagement, such as focusing on learning and development, strengthening company values and mission, prioritizing employee well-being and strengths, increasing recognition spending, providing positive feedback, integrating talent strategy, and improving leadership communication. The overall message is that addressing the root causes of disengagement requires treating employees as partners through clear vision, relationships, flexibility and regular communication from all
The document summarizes recruiting trends in India for 2016 and beyond. Some key findings include:
- Quality of hire is considered the most valuable performance metric by talent leaders. It is primarily measured through new hire performance evaluations and time to productivity.
- Employee referrals have re-emerged as the top source of quality hires. India leverages referrals extremely well compared to other countries.
- Employer brand is growing as a shared priority and responsibility between talent acquisition and marketing. Social professional networks remain effective for employer branding.
- Employee retention has become a top priority, but internal hiring is not prioritized at the same level. Many companies lack formal internal hiring programs.
The 9 Circles of Employee Engagement Hell Globoforce
This document provides an escape plan for addressing employee disengagement and lack of alignment in organizations. It identifies 8 key reasons for disengagement: 1) Stagnation, 2) No Alignment, 3) Lack of Support, 4) Budget, 5) Wrath, 6) Heresy, 7) Lack of Respect and Relationships, and 8) Fraud. For each reason, it summarizes relevant data and proposes ways to address the issues to increase engagement, such as focusing on learning and development, building a strong employer brand, and investing in employee recognition programs.
TALENT SPOTTING AND SUCCESSION PLANNING: FILLING YOUR LEADERSHIP PIPELINEHuman Capital Media
We all know succession planning is crucial to our organization’s sustainability. Yet many of us are not investing in it. Why? In part, because the debate about how to spot talent and who to develop is an ongoing one. This webinar will provide you with the best and latest thinking about spotting and growing your talent pipeline.
This webinar will explore the business case for succession planning. Learn practical ways you can build your talent pipeline today.
This document provides a disclaimer and overview of an event discussing the people agenda for digital transformation in insurance. It includes an agenda with panels on the future of work, digital culture, talent acquisition, and talent development. There is also information on upcoming TDI awards and how to provide feedback on the event. The panels discuss challenges such as retaining talent and the need for learning and development opportunities, as well as solutions like developing employees and internal mobility. Contact details are provided for follow up.
Executive directors from more than 3,000 nonprofits participated in the Daring to Lead study. The top three most effective strategies for leadership development were found to be coaching, peer networks, and leadership development programs. Challenges for executives include staff turnover, lack of succession planning, and not spending enough time developing other leaders in their organizations. Recommendations include investing in both technical skills and personal support for leaders, and providing infrastructure and tools to systematize shared leadership.
The document summarizes the results of a study on employee engagement at State Bank of India (SBI). The study assessed 70 SBI employees through a questionnaire. Key findings included:
- Most employees agreed or strongly agreed that they like their work and colleagues, understand their roles, and are willing to work hard for the company's success.
- However, over 10% of employees felt neutral about whether their achievements are recognized.
- The majority of respondents were male clerical staff between 31-40 years old, with 1-3 years of service and a graduate education level.
Building Leadership Development from Scratch - ASTD 2011Benjamin McCall
This presentation covers 3 main points:
1. What should you think about when creating or adjusting your leadership efforts.
2. The content you may want to include within a program, and
3. What metrics should you include,
The document summarizes key findings from a 2015 survey of 924 nonprofit organization directors regarding board composition, structure, and practices. Some of the main findings include:
- Over a quarter of directors do not have a deep understanding of their organization's mission and strategy, and nearly a third are dissatisfied with their board's ability to evaluate organizational performance.
- Many boards lack formal governance structures like audit committees and succession plans for leadership. Fundraising is seen as a top priority over other board responsibilities.
- While most directors are satisfied with their executive director's performance, many boards could improve by establishing clear performance targets and evaluation processes.
Faculty & Research › Publications › 2015 Survey on Board of Directors of Nonprofit Organizations
2015 Survey on Board of Directors of Nonprofit Organizations
By David F. Larcker, Nicholas Donatiello, Bill Meehan, Brian Tayan
Stanford GSB, Rock Center for Corporate Governance, BoardSource, and GuideStar. April 2015
Accounting, Corporate Governance
In fall 2014, the Stanford Graduate School of Business, in collaboration with BoardSource and GuideStar, surveyed 924 directors of nonprofit organizations about the composition, structure, and practices of their boards.
Engaging for succes - a story about employee engagementSD Worx Belgium
This document discusses employee engagement and why it is important. It defines engagement as motivating employees intrinsically to strengthen the organization. Highly engaged employees are loyal, productive, innovative and help improve the company's reputation. The document outlines six benefits of engagement: 1) stronger customer relations, 2) loyal future employees, 3) higher productivity, 4) lower costs, 5) optimization and innovation, and 6) improved image and reputation. It provides tips for creating engagement such as addressing satisfaction drivers, culture, leadership, communication, career development and performance management.
How to create a "Culture" of Execution and Sustainable Employee Performance!Michael Falco
The document discusses the importance of leadership development and training for employees, noting that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. It advocates developing leaders and employees through a process of behavioral assessment, training customized to individual needs, and establishing departmental and individual goals. The overall message is that enhancing company culture through leadership growth and employee development has the greatest impact on sustainable revenue and profit growth.
Part 2 How to create a "Culture" of Execution and Sustainable Employee Perf...Michael Falco
The document discusses the importance of developing and training leaders and employees in order to create a sustainable high-performing culture. It provides data showing that training alone can increase productivity by 22.4% while training combined with coaching increases it by 88%. The document also outlines typical skills such as planning, communication, and decision-making that employees and leaders need training in.
5 WAYS TO UNLOCK THE HIDDEN VALUE IN YOUR EMERGING LEADERSHuman Capital Media
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
5 best practices to unlock the hidden value in your emerging leaders
The business impact of investing in your current talent
How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Even today, to the detriment of agile success, most organizational cultures remain delivery date-driven—resulting in delivery teams that are not focused on creating value for the customer. So how can we redirect stakeholders, the business, and the project team to concentrate on delivering the greatest value rather than simply meeting dates? Pollyanna Pixton describes the tools she has used in collaboration sessions to help participants begin the process of adopting customer-centric agile methods. These tools include laying out an end-to-end customer journey, forming reusable decision filters to help prioritize backlogs, converting features into actionable user stories, and developing a solid process for making group decisions and communicating those decisions. Pollyanna shares questions that product owners and managers can use to define the problem while making sure they don't solve the problem. After all, that is the responsibility of the delivery team.
The WILD Network's partners with EthicalCoach to deliver 1:1 pro-bono Leadership Coaching.
EthicalCoach is a bridge between world-class coaches and nonprofit organizations. Delivering resources and tools that build leadership capacity within nonprofits, enabling them to increase their impact and serve more people in need. Recognizing that these global challenges affect us all, EthicalCoach reaches around the world to engage coaches and non-profit, social impact and other related organizations.
Employee Engagement when Senior Leadership is the ProblemTalentMap
As an HR Leader or CEO, how do you deal with such a sensitive situation and what can you do to facilitate change?
Norm Baillie-David, SVP of Engagement and a seasoned Executive, who has coached leadership teams over the last 30 years, in this insightful webinar covered:
-How widespread is the issue? Are we alone?
-What is the cost of not acting?
-Which leadership behaviours distinguish the "best from the rest"?
-Broaching the subject – who, when and how to approach?
-What's our role and responsibility as HR leaders?
In this webinar, Sallie George of the Robert Wood Johnson Foundation and Lynn Fick-Cooper and Sarah Stawiski of the Center for Creative Leadership share the story of how their organizations partnered to develop 220 emerging community health leaders and in the process how their work effected meaningful change in 8 different vulnerable communities across the United States.
During the Webinar they share:
Why the Robert Wood Johnson Foundation made this investment;
An overview of the program the Center for Creative Leadership designed and delivered to achieve RWJF’s intended outcomes; and
How successful they were in achieving these outcomes.
Market Signals – Global Job Market Trends – April 2024 summarized!Career Angels
How did the job market change in April 2024? Selected aspects: Europe (38 countries): +3.91% = 25 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 17 850 data points
- received over 500 insights from Executives & HR Directors
- published 106 monthly reports, 851 daily updates & 13 special reports
- tracked 80 countries around the world for 47 months
Check out our post summarizing the changes across 80 countries worldwide for April 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-april-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – March 2024 summarized!Career Angels
How did the job market change in March 2024? Selected aspects: Europe (38 countries): +3.91% = 24 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 17 430 data points
- received over 500 insights from Executives & HR Directors
- published 104 monthly reports, 830 daily updates & 13 special reports
- tracked 80 countries around the world for 46 months
Check out our post summarizing the changes across 80 countries worldwide for March 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-march-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – February 2024 summarized!Career Angels
How did the job market change in February 2024? Selected aspects: Europe (38 countries): +0.38% = 11 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 17 094 data points
- received over 500 insights from Executives & HR Directors
- published 104 monthly reports, 807 daily updates & 13 special reports
- tracked 80 countries around the world for 45 months!
Check out our post summarizing the changes across 80 countries worldwide for February 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-february-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – January 2024 summarized!Career Angels
How did the job market change in January 2024? Selected aspects: Europe (38 countries): -10.86% = 19 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 16 758 data points
- received over 500 insights from Executives & HR Directors
- published 103 monthly reports, 791 daily updates & 13 special reports
- tracked 80 countries around the world for 44 months!
Check out our post summarizing the changes across 80 countries worldwide for January 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-january-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – December 2023 summarized!Career Angels
How did the job market change in December 2023? Selected aspects: Europe (38 countries): -10.86% = 19 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 16 338 data points
- received over 500 insights from Executives & HR Directors
- published 102 monthly reports, 769 daily updates & 13 special reports
- tracked 80 countries around the world for 43 months!
Check out our post summarizing the changes across 80 countries worldwide for December 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-december-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – November 2023 summarized!Career Angels
How did the job market change in November 2023? Selected aspects: Europe (38 countries): -10.86% = 19 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 16 002 data points
- received over 500 insights from Executives & HR Directors
- published 101 monthly reports, 758 daily updates & 13 special reports
- tracked 80 countries around the world for 42 months!
Check out our post summarizing the changes across 80 countries worldwide for November 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-november-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Blog Post MaSi live_summary of October (1).pdfCareer Angels
How did the job market change in October 2023? Selected aspects: Europe (38 countries): +9.18% = 27 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 15 666 data points
- received over 500 insights from Executives & HR Directors
- published 100 monthly reports, 739 daily updates & 13 special reports
- tracked 80 countries around the world for 41 months!
Check out our post summarizing the changes across 80 countries worldwide for October 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-october-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – September 2023 summarized!Career Angels
How did the job market change in September 2023? Selected aspects: Europe (38 countries): -2.60% = 5 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 15 246 data points
- received over 500 insights from Executives & HR Directors
- published 99 monthly reports, 717 daily updates & 13 special reports
- tracked 80 countries around the world for 40 months!
Check out our post summarizing the changes across 80 countries worldwide for September 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-september-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
How did the job market change in August 2023? Selected aspects: Europe (38 countries): +2.39% = 16 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 14 826 data points
- received over 500 insights from Executives & HR Directors
- published 98 monthly reports, 696 daily updates & 13 special reports
- tracked 80 countries around the world for 39 months!
Check out our post summarizing the changes across 80 countries worldwide for August 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-august-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Blog Post MaSi live_summary of June.pdfCareer Angels
The document analyzes data from June 2023 on job market trends in different regions globally based on the number of job advertisements tracked on LinkedIn. Some key points:
- In Europe, job ads increased 5.73% from June 5-26 while Africa and Americas saw decreases of 6.84% and 5.83% respectively.
- Germany was the only country tracked among Germany, the UK and US to see an increase in job ads (5.66%) while the others decreased by 2-3%.
- Across the DACH region (Germany, Austria, Switzerland), Germany saw a 4.08% decrease in job ads from May to June while Austria and Switzerland increased slightly.
-
Market Signals – Global Job Market Trends – May 2023 summarized!Career Angels
How did the job market change in May 2023? Selected aspects: Europe (38 countries): -7.92%
What do the other market signals tell us? Here a preview of what’s we’ve analyzed so far:
- gathered 13632 data points
- received over 500 insights from Executives & HR Directors
- published 96 monthly reports, 638 daily updates & 13 special reports
- tracked 80 countries around the world for 36 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2023! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Trendy HR, w tym zagrożenia: high volume i social mediaCareer Angels
Rekrutacja high-volume odnosi się do praktyki obsadzenia dużej liczby stanowisk w krótkim czasie. Statystyki odnośnie zatrudnienia z LinkedIn (2022) pokazują, że rekrutacja za pośrednictwem mediów społecznościowych zyskuje na znaczeniu z dnia na dzień, ponieważ okazała się skuteczna.
Trendy HR, w tym zagrożenia: analityka HR oraz diversity & inclusionCareer Angels
Według raportu LinkedIn Global Trends 2020, 73% firm uznało, że skupienie się na analityce HR jest ich priorytetem na najbliższe kilka lat, ale jednocześnie 55% specjalistów ds. talentów twierdzi, że nadal potrzebuje pomocy we wdrażaniu podstawowych analiz dotyczących zarządzania ludźmi.
Trendy HR, w tym zagrożenia: nagrywane rozmowyCareer Angels
Jak mówi HireVue, do września 2019 r. przeprowadził 12 milionów rozmów kwalifikacyjnych – 20% z nich za pośrednictwem sztucznej inteligencji, co oznacza, że po drugiej stronie ekranu wideo nie było rekrutera. Do lutego 2021 r. liczba ta wzrosła do 19 milionów. Raporty mówią nam, że sztuczna inteligencja zastąpi 16% miejsc pracy w sektorze rekrutacyjnym przed 2029 rokiem.
Trendy HR, w tym zagrożenia: ATS (Applicant Tracking System) i testyCareer Angels
Jak wynika z badania opublikowanego przez JobScan, już 98,8% firm z listy Fortune 500 korzystało z ATS w roku 2019. W dodatku, według naszych własnych danych, 60-70% ról kierowniczych jest obsadzanych przy pomocy wstępnej selekcji z użyciem ATS – do 2016 roku byłoby to niespotykane! Coraz większą popularnością cieszy się również wykorzystywanie testów podczas zatrudniania nowych pracowników.
Market Signals – Global Job Market Trends – April 2023 summarized!Career Angels
How has the job market changed in April 2023? Here are some data points relating to the changes in the number of published job ads on LinkedIn:
- Europe (38 countries): -4.10%
- only 14 out of 38 countries saw an increase
- 24 saw decreases from -0.14% – -25.18%
- 127.78% increase in Iceland
For more, check out our post summarizing the changes across 80 countries worldwide! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-April-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
Market Signals – Global Job Market Trends – March 2023 summarized!Career Angels
How has the job market changed in March 2023? Here are some data points relating to the changes in the number of published job ads on LinkedIn:
- Europe (38 countries): +3.48%
- only 3 out of 38 countries saw an increase
- 35 saw decreases from -0.77% – -49.49%
- 22.52% increase in Italy
For more, check out our post summarizing the changes across 80 countries worldwide! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-March-2023-summarized/
#Markets #Jobs #Europe #CareerAngels
HR trends and their threats: smartphonization, LinkedIn, ESGCareer Angels
This document discusses trends in recruiting and job searching. It notes that 32% of Gen Z job seekers do most of their searching on mobile devices. It also mentions that only 20% of employers have mobile optimized career sites, potentially losing candidates. Regarding LinkedIn, it states that every second 95 applications are submitted, every minute 6 people are hired, and 50 million people use it to search weekly. The document provides solutions such as optimizing career sites for mobile, archiving messages that don't require replies on LinkedIn, and setting clear ESG goals and reporting progress transparently to address potential issues like not keeping promises. It concludes by offering free consultations to implement the solutions.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
IT Career Hacks Navigate the Tech Jungle with a RoadmapBase Camp
Feeling overwhelmed by IT options? This presentation unlocks your personalized roadmap! Learn key skills, explore career paths & build your IT dream job strategy. Visit now & navigate the tech world with confidence! Visit https://www.basecamp.com.sg for more details.
Job Finding Apps Everything You Need to Know in 2024SnapJob
SnapJob is revolutionizing the way people connect with work opportunities and find talented professionals for their projects. Find your dream job with ease using the best job finding apps. Discover top-rated apps that connect you with employers, provide personalized job recommendations, and streamline the application process. Explore features, ratings, and reviews to find the app that suits your needs and helps you land your next opportunity.
Learnings from Successful Jobs SearchersBruce Bennett
Are you interested to know what actions help in a job search? This webinar is the summary of several individuals who discussed their job search journey for others to follow. You will learn there are common actions that helped them succeed in their quest for gainful employment.
Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
5 Common Mistakes to Avoid During the Job Application Process.pdfAlliance Jobs
The journey toward landing your dream job can be both exhilarating and nerve-wracking. As you navigate through the intricate web of job applications, interviews, and follow-ups, it’s crucial to steer clear of common pitfalls that could hinder your chances. Let’s delve into some of the most frequent mistakes applicants make during the job application process and explore how you can sidestep them. Plus, we’ll highlight how Alliance Job Search can enhance your local job hunt.
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.