Workforce Insights

Margaret Speaks

Keynote Speaking from Margaret Graziano

 

Margaret Graziano is a torchbearer in the staffing and recruitment industries. Her visionary ability, astute knowledge of full life cycle talent management, and her tenure in the field positions her far ahead of the human capital innovation curve. In the early 2000′s Graziano shifted her mindset from “recruiter working to make a placements” to “consultant committed to building extraordinary workforces.” She added a talent management division to KeenHire, created Conscious Hiring™, and significantly invested in her own personal and professional development. She utilizes her certifications in organizational development, behavioral interviewing, psychometric assessment usage, role analysis and employee retention to create curriculum and programs that elevate KeenHire’s ability to hire and retain the right people for their customers.

Margaret speaks on a number of current and pressing issues relative to hiring, leadership, retention, and selection in the professional world. Now more than ever it has become an absolute necessity to gain and utilize valuable industry knowledge. Through countless hours of research, education and experience, Margaret brings her unique point of view and deep industry background to you. As for specialties – well – she has many. Take a look:

• Talent Strategy 3.0
• 21st Century Leadership
• Conscious Hiring™
• Employee Retention
• Hiring Better Salespeople
• Organizational Development
• Maximizing Your Effectiveness
• Strategic Planning
• Succession Planning
• Recruitment Process Outsourcing

 

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Interested in booking Margaret for your event, business or conference?

Please contact KeenHire directly.

 

Webinars

AAs experts in the “people business,” it’s our job to share our knowledge with the world. Our commitment is to positively impact the industry, empower stronger employee-employer relationships, and transform the way businesses interact with their people. We do this on the corporate level, independent professional level, and the candidate level.

We help businesses scale for growth and hire key contributors in customer-facing roles

We give industry professionals the tools and knowledge they need to hire right

We unite highly skilled, highly qualified candidates in jobs they can (will) succeed at

And the best part? We love teaching…

KeenHire™ Recruiting Training

KeenHire™ Recruitment and Staffing Training

 

Recruitment Training – Programs/Seminars/Workshops

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“You must play BOLDLY to WIN.”
- Arnold Palmer

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Employee Development

Employee development and training means we invests in our people and help you to do the same.

We provide a systematic and integrated approach to employee development and training, delivered though 1-1 coaching, in-person seminars, or convenient teleconferences. By making career and personal development relevant, timely and social, we help you redefine your approach to employee development and help you to identify your emerging leaders.

New Manager Training

The difference between success and failure is simple. It’s all about execution; before, during and after the solution has been applied.

 

KeenHire’s New Manager Training program works with you to design, implement and reinforce new supervisor and new manager training programs that result in increased performance, organizational productivity, increased effectiveness of strategic initiatives and an even greater capacity for workforce engagement and retention of your top talent.

Like any other business skill or core competency, the ability to effectively identify and select the right candidate and to develop them into a true difference maker is learned over time. Mastery of effective management requires an additional set of skills that move new managers forward quickly, so they may inspire and engage others. Team motivation is powerful and has potential to achieve great results.

At KeenHire, our new manager training focuses on identifying strengths that will drive successful implementation of newly acquired responsibilities and actions, to create value to the company’s success. The value proposition for the new managers we work with is better teamwork, higher spirits, and a renewed enthusiasm.

Through our innovative approach, KeenHire helps new supervisors and new managers learn and apply principles, approaches, and tools that are critical to managing others and teams. Effective and clear information is provided about the role of a new manager, and how it is distinguished from previous roles. Creating from others requires a specific set of abilities and skills that differ from creating from self.

KeenHire guides new managers in the practical application of all necessary elements that create sustainable change. We help with the design of new alliances with all necessary individuals, which is critical when assuming the responsibilities of a new manager. We also provide a clear understanding of how to perform managerial tasks such as performance planning, accountability to others, as well as strategies to inspire and motivate.  Prioritizing and delegating are also essential skills. Our thorough, in-depth training on each of these elements is essential to the success of your developing leaders.

Each solution is customized to bring an increase in bench strength to your management pipeline. Proven results accelerate critical business initiatives and increase the performance of each new manager.

Contact us today for a free consultation.

 

Executive Assessment

As a leading decision maker at your company, it’s almost certain that you need to be sure your executive staff is corporately aligned and motivated for success. Because this type of psychometric data is almost never laid out in front of you, we’re here to show you that it can be. Take this sample executive assessment and a member of our team will guide you through how it works in solidifying and scaling your leadership team for the future.

 

Organizational Assessment

No matter what your industry is, your business operates on multiple levels that are crucial to bottom-line success. The effectiveness of each component working with the others is directly related to business sales, retention, and the overall effectiveness of your organization. Our organizational development experts work with your company’s existing operations to improve the quality, profitably, and efficiency of your business.  Our extensive organizational assessment tools are vital to this process.

We start with an extensive and precise data collection process to understand the root causes of organizational barriers to what your company wants to accomplish.  We then analyze your business processes and provide you with the feedback necessary to take developmental steps toward optimal organizational health. The goal of organizational assessment is to eliminate your company’s weaknesses and maximize your strengths for success.  Once the organizational development analysis is completed, we offer you our expertise in optimizing your strengths to offset your weaknesses. A thorough Organizational Health Check will make sure we know what these are and how to address them.

Talent Strategy And Workforce Optimization

If you have been concerned about how your company can compete for key talent now and in the future, it is imperative to sit down with the business leader and discuss the need to develop a compelling talent strategy. An effective talent and workforce strategy must have more than an endorsement from the CEO. In other words, developing and implementing a competitive and effective talent strategy for the purpose of optimizing your workforce must be an initiative that comes from the top of an organization. Without stakeholder alignment no talent strategy can sustain the test of time.

With four generations in the workforce, emerging industries on the rise, senior level leaders on the verge of retirement or redeployment and a whole new generation entering the workforce, every company who relies on people to deliver a service needs to be working on building competent hiring practices, creating employee development programs and establishing competitive employee retention strategies. While these are all elements of an effective talent strategy they are not the only important factors. Workforce optimization requires a comprehensive holistic approach that includes metrics and measurement in key areas of concern – employee retention ratios and hiring effectiveness ratings, from both the hiring manager and the new employee.

Talent Strategy or Competition? How to make all your people feel like they’ve been promoted

I recently read an article for employees about how to position themselves for a promotion.  In a corporate culture where the path to the goods is getting on top, getting that promotion is the key to nirvana.  The next step up the corporate ladder means more money, more respect, more job satisfaction, and perhaps a sense of job security, if anyone has that these days!  What if all those things could occur for everyone who works for your business? 

You can reference the entire article here.  For our purposes, I’ll give you the tip for getting that promotion, followed by deeper look at how you can optimize your employee engagement strategy.

1.  Know your job.  The advice for promotion seekers is to do a good job with the one they have.  This is easy to do if the job is a good fit.  Your job as a manager is to hire right in the first place.  Keenhire’s Conscious Hiring process ensures precious time and resources are not used placing a square peg in a round hole.
2. Volunteer.  People who want to be made use of make themselves useful.  Your job is to have a great talent strategy so that the gifts and talents in your talent pool are contributing.  This is how everybody wins!  You get the best results, and your people get to do what they’re good at. 
3. Create your own position.  When people are stepping into a need, new job descriptions get created.  Your job is to develop your people so they can step into the new opportunities that your company’s growth will provide.  A comprehensive employee development strategy is a must.
4. Let your boss know.  Your job is not to wait for an employee to tell you they are interested in contributing.  Make sure your employees know that you know who they are, and are paying attention.  This is a key component to employee engagement, which I discussed in last week’s blog. 
5. Get more education.  Your job is to add value to your workplace by providing ongoing training and development within your organization that helps people do what they do even better.
6. Don’t create drama.  It is difficult for your employees to create drama if you have crafted your company culture to reflect the ideals that everyone wants to participate in.  Company culture starts from the top down, and congruence throughout the organization will make drama a waste of time for all concerned.  Keenhire’s organizational assessment tools will help you understand what’s going on at every level of your organization.
7. Network.  The promotion seeker networks.  The productive organization encourages collaboration.  Cooperation rather than competition is something that you can create, if you’ve hired right, provided a dynamic, creative, high performance company culture, and set up an ongoing employee development strategy. 

Today’s economic climate requires that people at every level of your business are engaged and happy.  A promotion is a great thing, and you can ensure that everyone who works for you is happy without one.  To make sure you're creating the company culture you want, talk to a Keenhire consultant today at 888-533-6447.

 

Written by Elizabeth Danu

 

Jake’s Take: How Bad Managers Bungle Employee Engagement

Why do people leave your employ?  Why do they think about it?  Various estimates indicate that somewhere between 60-70 percent of employees are not personally invested in their workplace.  What does it take to engage people so that work is exciting, not a chore? 

According to a June 2011 article in Inc., most people leave their jobs because they are dissatisfied with their supervisors.  Having good managers is obviously an important component then, if you want to keep your people.  Even good managers can make bad decisions though, or not have the tools to help their employees feel appreciated, engaged, and growing.  Employee engagement suffers when managers aren’t engaged in knowing the people who work for them.

If you want your employees to look elsewhere, here are the top ways for even decent managers to bungle:

First, assume that what motivates you is what motivates your employees.  While you may like to stretch, your employee may want training and support to feel competent on the job.  This goes right along with not making the time to get to know your employees or to listen to them.  Employees who feel that they are just a number or a nonentity to upper management are more likely to be dissatisfied.

Another great way to bungle is to fail at effective hiring.  Having the right person in the right job makes employee engagement easier from the start.  When your employee is working within the company at a job that’s the right fit, work is more satisfying.  Not doing due diligence, not using the right criteria, and not attracting the right candidates will make it more difficult to engage the ones you do hire.

Be competitive instead of cooperative.  This is a great way to discourage people from getting engaged and working together.  An atmosphere of goodwill, transparency and positive feedback is essential.  Skip on that, and the feeling of scarcity will make your employees contract, disengage, and update their resumes. 

If you really want to upset people, overlook talent that is right under your nose.  Your employees have many talents that may not have been revealed to you.  Before you hire someone outside to do something that contributes to your business, have you looked into your own talent pool?  Your talent strategy must include being aware of who you already have that has something to contribute.  If not, you’ve missed an opportunity. 

These are just a few of the more glaring ways that unconscious supervisors can undermine employee engagement.  Managers who make the first move towards understanding and engaging their own employees will not make these mistakes.

If you are a manager who is unwittingly bungling, you might consider getting some executive coaching from keenhire to make the most of your own talents.

contributed by Jake;  ghostwritten by Elizabeth Danu