Help your CEO become a leader for the year 2020.The changing job of the CEO is being discussed a lot these days. Companies and boards have come to realize that the CEO is a key player in attracting and retaining the talent needed to take the company into the forefront of their industry. But CEOs need to change in order to do that and HR is in the best position to help them do so.The coming change in the CEOConsultant and writer Laura Garnett wrote an article in Forbes based on an interview with Maynard Webb, who serves or has served on the boards of Yahoo and Salesforce and has written the book Rebooting Work. The article states that the old way of leading, command and control, no longer works. Webb states that “having an inspiring and engaged workforce is key to success.” In a post that I wrote about the CHRO helping the CEO I talked about a survey done that showed the successful CEO in 2020 will have to have more of a “coaching style” of management. In both these situations it is clear that CEOs need to change. In my opinion there is no one in the organization better suited to help the CEO change than the Chief Human Resources Officer. (CHRO)People firstWebb says that the successful CEO of the future will need to have a “people first” approach. Garnett quotes him as saying “The biggest priority should be helping each employee fulfill his or her destiny. Create a workplace that’s focused on helping employees get as far along on their journeys as they can, and you will never lose anybody. Focus on employee success en route to delivering company success.” Who is better positioned in the organization, or at least should be, to help the CEO achieve this people first approach than the CHRO? The CHRO should have the data on what is being done. The CHRO should have the resources to enable the organization to change. But first the CHRO has to have the ear of the CEO.The CHRO needs to…As I said in my previous post, published at Blogging4Jobs:One of the most important ways HR can help the CEO to prepare for these new challenges, is to work with and learn how to apply big data analytics to the selection of talent, and the development of teams that are capable of producing innovative services and products.The CHRO must also help the CEO understand the new workforce and help create a plan for the best use of this talent base. Developing innovative ways to use technology to select, assemble, evaluate, lead and alter teams as needed will be critical for the CHRO.There is a lot for the CHRO to do in this endeavor. As I said, “If you, as a CHRO, are not experimenting with new forms of technology, new forms of management, new forms of compensation, and new forms of building teams, you will not be prepared by the time 2020 gets here.”Webb sites Marc Benioff, the CEO of Salesforce, as an example of a CEO who can inspire and engage employees, and for that matter customers and suppliers alike. I have attended Dreamforce, the Salesforce annual conference, twice and the place exudes inspiration. Two years ago in a post called How You REALLY Create Jobs I estimated that Benioff’s efforts were responsible for at least 900,000 jobs. I am sure that today that number has risen substantially. I will be going again this year.At Salesforce HR is called “Employee Success”. This certainly sends the signal about “employee first.” According to Webb “Salesforce has been named the most innovative company for the last four years, and we achieved that through a fired-up workforce and energy. It’s more like a rock concert than a computer show. The energy and capability of an organization expands exponentially when you have engaged and passionate people working for you.” I personally can attest to the rock concert vibe of the conference.Can it pay dividends for you?If you can get your CEO to realize the importance of changing and work with them to help them coach and inspire and engage then I guarantee your job will also be more interesting and rewarding. Challenge yourself to create ways to change your HR department to an “employee success” organization. Everyone will be glad you did!Originally posted at OmegaHRSolutions.com
When you’re good at what you do, you don’t typically spend a whole lot of time thinking about what your next job might be or the next company you might work for, let alone the need to construct a better resume. In our work lives, we challenge ourselves to succeed and excel, and make the sacrifices necessary to set ourselves apart. We focus our efforts on building a future; working hard, working smart, and making the right decisions. We see this as the key to our professional development plan. But sound decisions aren’t limited to what we do on the job. What we do beyond the workplace can have a real and vital impact on how our careers unfold.Serving as the gateway to a professional development plan, crafting a quality resume can be one of the most important tasks in your professional career. Unfortunately, it also happens to be one of the most underrated and under-used aspects of professional growth for far too many of us.This is a place where we summarize our experience, our abilities, and our accomplishments. But that alone isn’t enough. To best serve our needs, we have to recognize—and mobilize—the ultimate purpose of the resume. This isn’t intended to be a book report on what you’ve done or the positions you’ve held during your career. It’s not just a snapshot of who you are today. It also must serve as a beacon that leads the reader towards what you’re capable of doing in the future.- Sponsor – The job interviewer isn’t simply interested in what you’ve done or how much you’ve accomplished—other than how that applies to the position that they are looking to fill. What we’ve done in the past has to be seen as an indicator of future performance, and how that information is presented can make a tremendous difference in the way that we are perceived.The resume has to be more than an accumulation of dates and facts. It has to tell a story. It has to grab attention. It has to send a message. But it also has to be honest and genuine. It should be dynamic and confident. It should be organized and concise. It should show the building blocks of your career. It should help you stand out, and stand tall. This document is intended to represent who you are as a professional. It is a point of first impression. As such, it demands your effort and attention to ensure that it fills that role.Every job search is a competition. A company is trying to match their needs with an individual that will best meet all of the different aspects that a particular position entails. Those involved in hiring decisions typically begin the search process by narrowing down the field of potential candidates from among those that have applied. Various strategies may be used to assist decision makers in the process, but one common denominator almost always comes into play – the resume.The resume is a visual and informational representation of the candidate throughout the hiring process. It is a gateway to a successful professional development plan. From entry level positions to the pyramid heads for some of our largest companies, this remains a constant. If we want to set ourselves apart from the pack, then our efforts should start here.For more information on loss prevention careers, visit www.lpjobs.com. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now
Globally, over the last year there have been large numbers of both natural disasters and political turmoil. There has been the tsunami in Japan, earthquakes in Turkey and Brazil, and flooding in Australia, Brazil and Thailand, to name a few. In the US this summer, we’ve been hit with severe thunderstorms that knocked out power for days for large parts of the country and wildfires in the Rockies that destroyed millions of acres of land. Millions of people have been affected by these events.Businesses too are also often hard hit when disaster strikes. But very often the problem is that disaster preparation is seen as a low priority. Many small and medium sized companies cut corners when it comes to devoting resources towards disaster preparedness.A report from Aberdeen Research found that about 20 percent of companies have moved their Data Recovery operations to the cloud. But even cloud computing, which is often considered to be less vulnerable to regional disaster, was also hit by the recent storms which caused an outage in it’s Virginia facility. Netflix, Instagram, and Pinterest websites, for example, which depend on Amazon were affected by the outage.A report by HP found that:43 percent of businesses never reopen again after the disaster33 percent of businesses will close after two years50 percent of businesses never fully recoup their losses after a disaster.Jim Kirkos, Meadowlands Regional Chamber (MRC), said that “We need to get small businesses thinking about this. I don’t believe these severe weather incidents are going to stop. I think the days of the 100-year flood are gone.”Al Berman, executive director of the Disaster Recovery Institute, said that “Last year was the worst year we’ve had in the history of disasters.”Jim Beagle, chief executive officer of BridgeHead Software, said that “There is a lack of robust disaster recovery planning, despite the fact it appears to be a fundamental requirement for healthcare IT professionals… The situation is only going to get worse as…the datasets get larger and larger; this whole issue is becoming a growing problem for healthcare professionals.”
Philippe Coutinho is capable of great things at Liverpool and can play the role that Steven Gerrard played for the Premier League side, according to former Brazil international Kaka.Brazilian Coutinho underlined his worth at the club scoring a sensational 25-yard strike in the 86th minute of Liverpool’s Premier League opener against Stoke City on Sunday to seal a 1-0 win.”I have been a big admirer of Coutinho and he can be a very important player for Liverpool and Brazil,” Kaka, who plays for Major League Soccer side Orlando City SC, told the Mirror.Also read: Stoke deserved a point against Liverpool, says Huges”There will be a lot of expectation on him with Liverpool fighting to get back into the Champions League, but I know that he can handle it.”One great player doesn’t make a team, but you can build a team around one great player, and I believe he can be that player,” he added.Like the Brazilian, Gerrard has also moved to MLS where he plays for Los Angeles Galaxy and Kaka believes Coutinho is ready for a bigger role at Liverpool.”Coutinho is a humble guy. He won’t talk about being able to replace a legend like Steven Gerrard, and the truth is nobody could ever replace him, but with Gerrard gone they do need somebody to step up — and he can do that,” Kaka said.