Organizations large and small benefit from the use of retained executive searches. Each nonprofit, and even each department within a nonprofit, has a unique set of leadership needs, and retained search is one way to plan an organization’s future. For the use of a retained search to be effective, it is important for clients to [...]
As a recruiter for the nonprofit sector, I often find that candidates see my role as one of a sentinel hired to prevent them from gaining even just a glimpse at a dream job opportunity. But, it doesn’t have to be that way! By understanding the roles and relationships of all participants in the job search process, everyone can benefit. In my next post, I’ll address how clients can best work with a recruiter. Today’s focus is on the relationship between the recruiter and the candidate.
A client of mine was told that, in order to be promoted, she needs to demonstrate greater “Executive Presence”, which is the new buzz-word phrase in Leadership Development circles. But, she is puzzled about what exactly that means. It seems to be an elusive quality, and different people have different interpretations and opinions of what it actually is. This is my attempt to come up with a common framework for recognizing and developing “Executive Presence”.
Last week, a client contacted me with the question, “How should I update my resume to meet this market?” I quickly realized that talking about updating the resume is just the beginning of the story because when seeking a new position, it’s not just about the resume anymore. It’s about making sure all written and media materials are in perfect alignment.
But, what does that mean?
Take a minute and survey all of the ways you are “out there” and accessible online (or all of the ways you could be …).
Giving, gathering and receiving feedback is on my mind this week as I have conducted thirty six interviews with managers, peers and direct reports of six of my executive coaching clients, five of whom are ending a six month program and one of whom is at the start of hers. Indeed, feedback is on my mind! Feedback [...]
At times, navigating the waters of career advice is murky. Everyone has an opinion about what you should or shouldn’t do and what you should or shouldn’t write. Have you read every article on resume writing or submitted your resume for free evaluations only to find that every place says something different? With all of the [...]
Last week, I facilitated a meeting between senior leaders of industry and a professional association to explore the topic of collaboration. For the session, I defined successful collaboration as knowing how to respect personal boundaries and how to break down conceptual and organizational ones. I discovered collaboration is a fluid concept taking many forms:
While the very smallest nonprofit organizations may not find it necessary, any organization with more than one or two employees should consider creating a written handbook outlining non-contractual employment terms and work conditions.
Sometimes themes emerge in my work. This week’s is the following interesting observation: The long dreamed of promotion or the eagerly awaited job, once achieved, often turns out more troublesome than anticipated. Can some people never be satisfied? Or, is there something deeper to it? And, can anything be done to avoid falling into a hole once what was anticipated is now reality?
“Where are they going to go?” “They’re lucky to have a job.” These are, unfortunately, actual statements I’ve heard in the past year from nonprofit managers offered as rationales for not taking steps to advance human resources practices within their organizations. While there is no question both the economic downturn and its effect on labor [...]
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