Posts Tagged ‘culture’

WOW is…

Monday, December 1st, 2014


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All of the great people I have meet over the past three and a half years in …
Boston.

Colleagues and peers who have helped me to
Discover my true passion in my work:  Connect-Engage-Grow Talent.

Economic rebound and
Family and friends who are my foundation.

Graphic Designer Jenn Baldwin who makes WOW! look great.

Human Resource departments in organization that hire WOW! for our
Instructional design and talent development consulting capabilities.

JCE Group (Dave Turano), one of my clients who
Kept his cool throughout the design and development process.

Lots of cool clients and work colleagues who have
Made the transformation into friends, such as … Susan, Julia, Jill, Andrew, and
Nuno …

Opportunities to work with awesome people like Kathy, Colleen, Kate and Vanessa at
PTC.

Queen of edits and my writing and communications partner, Cindy Miller, who I
Respect, admire and who helps me sound articulate.

Solvay who allowed me to grow with them over eight
Terrific years and became a once-in-a-lifetime client opportunity.

UMass friends and alum I have reunited with both personally and professionally.

Various networking and membership organizations (TBCXPX) who have provided me
Tons of opportunities to meet new and exciting people, and talk about WOW!

Web designer Bethany Brown of 1018 Media, a master at her job who
(e)Xcels at every website she builds, and is fun to work with, too!

Your support and loyalty as I have transformed my business from A to
Z over these past 20 years.

A big thank-you for believing in WOW! – Nettie

Sisterhood

Monday, November 10th, 2014

 

Relationships are the key to success.  As the leader of WOW! transformations, I work hard to establish, build and grow relationships in all parts of my life — business, personal, professional.  I mingle clients, colleagues, peers and friends in one big group.  Not always an easy task, but for me it is second nature – mix everyone together and watch the exciting connections happen.

About two months ago, I came up with an idea:  Introduce all the great women I’ve met over the last three years to each other.  For most of us networking happens through an organization we belong to, an event we attend, or our alma mater. There isn’t a place where all types of great women can gather informally and get to know each other, so I created one.

I sent out an informal invitation — no need to RSVP, just show up at the place and time to meet other great women.  Our first event was a success.  About 20 women joined me to mix, mingle and connect. I was thrilled with the outcome and so were the great women who attended. Here’s what some had to say:

“I am in awe of what you did this morning. By gathering that amazing group of women, not only did you create opportunities for all of us to network but you also firmly reconnected us with our “sisterhood.”  There is such power, warmth and gratification to be found in these small intimate gatherings of women.  I found this particular group to all be authentic leaders, each accomplished in their own right, and willing to give back. Love that. Very grounding for me.”  – Nancy

“What a terrific idea and I am grateful to have been included. I had a wonderful morning and felt privileged to meet so many dynamic and inspiring women. The vibe in the air was genuine and organic and it was one of the most productive networking events I have attended in a while.”  – Kim

“Love the spontaneity and ‘just do it’ approach.”  – Ursula

Being Wildly Successful

Tuesday, July 15th, 2014

 

By Guest Writer:  Stu Danforth, Positive Leadership Dynamics

It’s a simple idea that drives companies to wild success.  Wildly successful companies - those with sky-high productivity, giant profits, and singular product and service quality – show a relentless focus on one element of their organizational strategy.

These booming organizations know that their competitors don’t get it – and they capitalize on that fact.  They know that most companies they compete against (and most organizations in the US) can only count on about 30% of their own work force to get the critical work done.

In order to become wildly successful, your people need guidance.  But you can’t be with every person every day of the week (and that tactic doesn’t work anyway).  You need to guide your employees in a way that provides them discretion to make good decisions and the freedom to get great work done.

You need a relentless focus on your organization’s culture.

 

In our new publication we show you the three ways to create this relentless focus, and achieve this wild success.  It has to do with three key elements: managing, communicating, and cultivating great people.

Download our expert tips on creating a wildly successful organization…goo.gl/eqb6Lj

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Expert tips on creating a wildly successful organization

What’s Your Company Persona?

Thursday, February 20th, 2014

 

Persona:  A fictional person who represents a potential employee for your organization.

A persona helps identify major characteristics and traits that are important to your organization. It helps identify people who will be most effective in your organization.  When considering what traits or characteristics to focus on, go beyond skills to include areas such as personality, demographics and years experience.

Why Create a Persona?

A better question is to ask, why not? Wouldn’t it be nice to share a visual representation of your ideal employee? It’s not like you are tearing a picture from a magazine and sending it around the office.  Creating a personal takes thought, work and insight.  It requires you to accurately describe company culture and values and articulate why someone would be successful in your organization.  It takes time, energy and teamwork to create a useful persona.

Getting Started

Gather magazines, markers, scissors, glue and flip charts to use to develop your visual representation.

  1. Create a name for the person if you like.
  2. Add detailed background information, such as education, experience, and location.
  3. List values, and how this person will support the company values.
  4. Identify personality traits and actions that will be important to succeed at your company.
  5. Describe your company culture, including the informal environment and how this person will fit into your company
  6. Gather other important details about your company

If you are intrigued by this process and want more information on Creating Your Company Persona, contact Nettie Nitzberg of WOW! transformations.

Company Culture is a Competitive Advantage

Wednesday, January 22nd, 2014

 

At WOW! transformations, we’re scanning the news for the latest ideas on employee engagement. Here’s a summary to a recent Boston Globe article. Want to read the entire piece? Click here.

In competitive markets for talent, a company’s culture can help recruiting, but the most glamorous perks may not be the most effective.  Flexibility of scheduling is high on the list of cultural assets, as are transparency, teamwork and all the goodies like free beer, food and swag.

More important, however, are benefits that advance careers.  These include sabbatical programs, the chance to work with smart people on winning teams, and the likelihood of enhanced career opportunities.

Here’s one of the happy irony when local companies compete for talent: Everyone wins.  Why?  Work will flow to where the jobs are, so as new companies enter a region, the availability of jobs increases and the talent pool expands.

Learn more about how WOW! transformations can help create the culture you want at www.wowtransformations.com.

My Five Favorite Interview Questions

Tuesday, September 25th, 2012

By Guest Blogger, Tim Fulton

I have been involved in a lot of interview situations both as the one conducting the interview and also as the one being interviewed. I have made a lot of mistakes on both sides. Based on that experience, here are my five favorite interview questions.

 

#1. “What do you know about this organization?”

Typically, this is my first question. It amazes me that in this information world that we live in how many job applicants know very little about the company they are interviewing at. For me, this is an early test as to how much this candidate is truly interested in this job. Can you imagine interviewing for a job and not doing your due diligence ahead of time to see what the company does? Happens far too frequently.

#2. Behavioral Interviewing questions.

These are the best questions you can possibly ask in a job interview. The best predictor of future behavior is past behavior under similar circumstances. These questions focus on past behavior. Almost all Fortune 1000 companies use behavioral interviewing questions and likewise very few small businesses do.

As an example, imagine you are looking for a customer service representative who is good at dealing with difficult questions. An example of a behavioral interviewing question would be the following:

“Provide for me the most recent example of a time you had to deal with a difficult customer. What did you do? What was the result of your actions?”

Experts suggest that at least 50% of your job interview should be spent asking these questions. The key is to direct these questions at each of the key job characteristics you are most interested in. These are difficult questions to ask and even more difficult questions to answer. They will also provide you with much of the data you will need to make a good hiring decision.

#3. “Are you lucky?”

I love this question. My favorite answer is “Very lucky.” I am not interested in “lottery luck” here. I am looking for candidates that when they find themselves in a favorable position in life, they take advantage of it. It’s not enough to just recognize when you have an opportunity. It’s all about what you do with that opportunity.

In Malcolm Gladwell’s best-selling book “Outliers”, he describes three attributes of an Outlier. One of them is “being lucky”. An Outlier is someone is who among the elite in whatever they do like a Bill Gates, a Hank Aaron, or even Albert Einstein.

#4. “What will your last boss tell me about you?”

Most of the time we ask for references from the job candidate. More than likely one of those references will be from a past boss. Why wait to contact this person? Why not ask the candidate what he/she expects I will hear from this person. I like this question because it forces the individual to evaluate themselves through the eyes of an objective third party. It also saves me from having to hunt down their last boss by phone.

#5. “What do you enjoy doing most outside of work?”

Seems like an “easy” question. A “soft” one. Reality is, this may be the most important question you ask. When I am interviewing someone I am trying very hard to determine”fit”. Will this person “fit” in this organization? Is there an alignment between our core values and those of the candidate?

One of the best ways to determine one’s core values is to discover what they do outside of work with the valuable time they have. Maybe it’s time with family. Playing tennis. Traveling. Reading. Working out. Each of those activities hints toward a particular core value.

  • Time with family = Strong family value
  • Playing tennis = Competitive value
  • Traveling = Could represent several values. For me it suggests a need for Adventure
  • Reading = Learning
  • Working out = Staying healthy

If my organizational core values match these values, I have a good fit and potentially a good hire.

* * *

For more information about Small Business Matters and Tim Fulton:

Tim Fulton, Vistage Group Chair
www.smallbusinesmattersonline.com
tim.fulton@vistage.com |
678-427-7648

What are you doing to re-engage your talent?

Wednesday, March 23rd, 2011

 

A recent article in the Atlanta Journal Constitution, “Re-engaging workers a big hurdle for HR,” reinforces the level of unhappiness in today’s workplace. In times like this, it’s critical for a company to invest in its talent and create a culture where people are engaged and learning.

The article speaks to WOW! transformations beyondboarding™ process: A strategic approach to employee and organizational growth and development that accounts for the cost of hiring and retaining a company’s most valuable resources, its talent.

  • According to the Job Seeker Nation 2010 Jobvite Survey released in November, roughly two-thirds — about 77.5 million — of American workers are either actively seeking a new job or open to a new opportunity. Companies anticipate a mass exodus of talent when the economy gains steam.
  • According to a 2010 Society for Human Resource Management article, disengaged employees cost American companies $350 billion annually. That’s a huge problem for companies and human resource professionals who are struggling to recruit and retain the best talent.

Nancy Lewis, president and owner of Atlanta-based Progressive Techniques Inc., went on to say in the AJC article, “Companies need mentoring and training programs that encourage people to develop their skills and to ensure that knowledge is being transferred. Smart companies create a pipeline of future leaders. It’s not enough to find them and hire them if the corporate culture can’t keep them. The challenge is to create an environment where people are engaged and developing their talents. You need to invest in your people, and you need to start now.”

Are you ready to reinvent your talent development process?