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If we are ever going to make changes, stabilize our own lives, and help others out of the chaos of the recent past, we will need strong tools with which to build our future. It can be difficult to remain grounded in times of such uncertainty and hostility. Meditation can help reconnect us to our … Continue →

If you are an HR professional or key decision-maker, please note, "a simple training day" is not going to fix this. Yet many times, that's the choice that's made.In my experience there are 2 main reasons why: 1. Key leaders, decision-makers do not understand or appreciate the "human experience" in the work environment.2. There is a disconnect between how behavior (the human experience) impacts revenue. Therefore the "cheapest" prescription is chosen without being clear on the need and the best remedy to meet it. I call that the spray and pray decision. Let's spray out a bunch of information in a "training seminar" and pray it sticks and fixes things. I've said in previous posts, when dealing with employee performance problems, many decision-makers want a bandaid, when surgery is what is really needed. A bandaid seems to be much cheaper... really? And by the way, this is beyond an HR problem as some like to direct it...it is overall a leadership and management problem.Read full text here: https://www.joanncorleyspeaks.com/2016/02/the-one-thing-employee-training-cant-fix.html Web Toolbar by Wibiya

Ever heard the phrase "change is hard'?I think there is a bit of a misunderstanding about that phrase. In reality there is a range of "change capabilities". Depending on the context, change can be in an instant or permanent change can take time.I've learned over the years that change can be immediate, but transformation... does takes time. And this is a crucial mind-set for leaders when trying to achieve operational change of any kind. Unrealistic expectations lead to lots of unnecessary stress and poor planning and can waste time, money and talent.So, What About Change is Hard?What is hard...really hard...is what leads up to change. Getting to the point of change is the tough part. Here's what I mean.In the work I do, helping companies achieve better results through leadership and management development, I help decision-makers get to the point of deciding to initiate change...to their benefit.Even with all the evidence and constant discussion about the epidemic of incompetent or bad managers and with virtually everyone agreeing that good managers are needed...getting decision-makers to the decision of employing management training is tough. If it wasn't, it'd be pervasive. In fact, almost every company would have it as a part of their business development plan.But we know that just is not happening. Ever wondered why?Think about it for a moment. Why is the decision to do something so obviously needed so difficult to do?Well, the ultimate answer I believe is fear. But there's more. And the more... are 3 undeniable truths about change. I call them "change saboteurs" Read the complete text here: https://www.joanncorleyspeaks.com/2019/11/3-undeniable-truths-that-sabotage.html Web Toolbar by Wibiya

"People don't leave jobs, they leave bosses.'"This is a very popular phrase that circles around the HR and management community a lot...and in fact has been doing so even during the time I was a recruiter some 25+ years ago. And, in all that time has consistently proven to be true.However, I'd like to frame this truth in a different way. People don't leave jobs, they leave relationships. Because, in essence, that's what we're talking about. Leaving anyone, boss or not, is leaving a relationship.What they are leaving is the way they are being treated.Read full text here: https://www.joanncorleyspeaks.com/2019/11/people-dont-leave-jobs-they-leave.html Web Toolbar by Wibiya

If not, you're missing out... One of the elements of business I'm becoming more and more committed to - for myself and clients - is that of simplicity.I'm also devoted to spend my time providing insights and information from a different point of view that provides meaningful value...that is if you spend your precious time reading my blog...at the end of each post you'll think, "Well, that was worth it."From my experience, that different point of view is seeing business through a very simple lens. Here's the lens: all things business are derived from human behavior.  It has become a very defined view over the years and its benefits are enormous for this who are willing to see as I do.2 Simple Principles of Business You Should KnowBecause of this refined view, I see business in a much simpler way than I did when I first started my own business some 20+ years ago.After working with thousands of employees and their managers throughout North American over those past years, I've observed and have narrowed down the main, overriding issues to success in business and they are human behavior and relationships... and note how one naturally impacts the other in business outcomes.Read full text here: https://www.joanncorleyspeaks.com/2019/10/do-you-carry-this-critical-point-of.html Web Toolbar by Wibiya

Hiring...talent acquisition is in a perpetual state of handicap.If you were new to recruiting-hiring and took a moment to scan the breath of recourses available, it's likely you'd be completely overwhelmed. Getting a grasp on effective hiring can turn into a continual game of chasing a rabbit down a rabbit hole...not quite knowing where you'll end up...just crossing your fingers the route you're taking will get somewhere close to where you'd like to end up.As someone who's been in the space of talent management for over 20 years, spending my early days as a recruiter at a INC 500 boutique recruiting firm in Chicago, I've seen the evolution in the hiring industry to the point where I think it's become complicated and excessive. Hiring just does not have to be that involved and complicated. I know it can be done quicker and better.Here's Why - Breaking it DownLet's consider a different approach. Let's look at recruiting through the lens of human behavior - doing so provides needed clarity and refreshing simplicity. Here's what I mean.When looking to hire, what you are ultimately looking for is a behavior that achieves a desired result. You're looking for behaviors that are driven and shaped by a knowledge base, thinking, emotions, attitudes, capacity, aptitude and experience (which we assume develops skills. By the way this is not always true - experience does not necessarily equal competence).When you adopt this point of view, you'll begin to first of all read a resume very differently and hopefully draw the same conclusion I have over the years. Many people can do many jobs, with the exception of very distinct technical knowledge and/or capabilities (and even some of those can be acquired over time).What does this mean? Many recruiters and hiring managers have overlooked many people they could have hired and done certain jobs perfectly well...saving tremendous amounts of recruiting time, money and aggravation.This principle is another reason why some hiring managers use pre-hire behavioral assessments utilizing a great foundational principle - hire the best behavioral fit.What does this mean? Another way I like to term it is - natural vs needed. If you can match the needed behaviors (skills, capabilities etc. reflected in the job description) with what is most natural - (or preferred behaviors) the newly hired employee would quickly and easily contribute at a high level with little ramp-up time. (I like to use contribute vs. perform).Natural implies easy, less effort (effort-less), automatic. The added bonus?... in many cases when something is natural and easy,  it's more enjoyable.A couple of good interview questions to flush this out might go like this:>  "Looking at your resume, what activity do you do with the least amount of effort (or feels effortless)... or enjoy most (and/or) to the point you'd do it whether paid or not?"> Is there anything beyond your resume that you truly enjoy doing? Pay attention to 2 key hiring elements here - natural and most enjoy. This is way beyond just "can you do the job". Keep in mind the fact that some folks have been doing jobs for years they don't necessarily enjoy. Do you want to hire someone like that? They could be very skilled at being miserable.If someone naturally enjoys doing something, they will be naturally motivated to do so and will require less external management to do it. This is key!Motivation is an incredibly valuable "human resource" and one that is most challenging with managers. In almost every management training I've ever conducted, motivating employees was the most popular frustration point expressed. This frustration could be greatly minimized with a more sophisticated approach to hiring.The natural vs. needed point of view comes not just from my expertise related to human behavior in business, but also the many years spent as a career coach - particularly helping folks through a career change.My friend Sue is a perfect example - frustrated with teaching, she was ready to do something different. One of the self-assessment exercises I took her through was looking at areas of her life for which she was known for something - aka - did naturally.Something dramatically stood out. In our group of friends, she was known as the go to person for getting sound advice. She was a great listener and regularly shared sage wisdom and being with her was like snuggling up with a warm blanket - you felt safe, secure and loved.Knowing Sue, she has that kind of natural personality. She loves helping people by way of listening, enabling them to feel safe so they can open up to levels needed to sort through their thinking as they address life concerns.What does this sound like - counseling! Yep, Sue is by nature a natural counselor. Throughout here adults life, she's been doing it exceptionally well and not getting paid for it. She made the transition and now has a thriving practice in the Chicago area.In summary, her natural met what was needed and she is now highly successful, she thoroughly enjoys what she's doing and her clients just love her!You know, everyday better hiring matches could be made simply by using a refined hiring lens. I've decided to teach folks how to do this by creating a course entitled: Hiring Beyond the Job Description. It's in the works and will be released this fall. Drop me an email if you'd like to be notified when it's released: joann@jcsbusinessadvisors.com. It's part of my main business and management development offering The Executive Advantage Blueprint for Smart Management.One final note: If equal emphasis and commitment (financially and otherwise) was placed on developing competent managers and management, there would be less need to obsess over hiring "the perfect person". Both can sabotage a great hire!Final financial and operational advice - match natural to needed and support that hire with great management!// JoAnn is the founder of JCS Business Advisors - a strategic business management consultancy. Through her expertise in human behavior, she helps develop high functioning leadership teams and organizations as she partners with forward-thinking senior leaders, entrepreneurs and their HR counterparts, bridging the knowledge & execution gap of connecting human behavior to improving operational results. // Email: joann@jcsbusinessadvisors.com // Ph: 888.388.0565 // Schedule a 30 min. complimentary advisory call and receive a copy of our latest executive briefing. //Learn more about our "all-in-one" blueprint that develops competent leaders and managers, effectively manages operations, people, talent and time - The Executive Advantage Blueprint for Smart Management. Web Toolbar by Wibiya

Take a 10-minute breather today and learn how to determine when it's time to fire someone. Want to be clear & confident? Firing an employee is one of the most significant challenges and the toughest things to do in leading and managing. Yet, sometimes, it's absolutely necessary...and not doing so can severely hurt your business. Do you have a firing philosophy? Do you experience "fog" when you're trying to determine whether to do so or not? Web Toolbar by Wibiya

Hey that may sound like a silly question, but it's legit! Here's why… I know that performance management, particularly for managers, can be challenging and without some basic knowledge to navigate its terrain, it feels like you're stumbling in the woods, can't see where you're going and don't know how to get out...and wish you'd never entered it in the first place.That's why @LinkedIn Learning asked me to create a course written specifically for managers on how to Manage Employee Performance Problems. Don't let the "course" word deter you from checking it out. My approach and mantra is to keep it real and keep it simple. You'll get helpful tips, insights and strategies.I have a fierce conviction about that mantra because I think a lot of processes and tools we use in business, particularly related to human resource management just overcomplicatesmanagement and the employee experience, wasting time and money. Read on... Web Toolbar by Wibiya

"A potent force lies deep within every actor in business...a force so strong it can fuel a vision, make or break a dream. It’s a power so remarkable it conjures inventions that have changed the course of civilization as we know it. This force is the human force - the human quotient in business. It's time to shake off the burdensome, blinding corporatism that is robing us of the full exhilarating expression of this extraordinary force (yes, it can be that way sometimes!). This force translated into work renders meaningful contributions to...creates value for those around us, no matter the endeavor. Whether concocting the next big tech thing or making bread that feeds the world, all work has value and should be honored and appreciated. We come to work bringing that force, the most precious thing we have - manifested as our unique "human resourse". That resource -- our heart, mind, spirit. body and all that entails is ultimately who we are - the essence of our being..." Link to complete text

Mike Lehr: Intuition in the WorkplaceI'm excited to launch my 2016 Talent Talk - Thought Leaders 3.0 podchat series with my first interviewee Mike Lehr who was my original first!  And I am thrilled we are taking on the topic of intuition. It's a perfect complement to the work I do surrounding creative, critical and innovative thinking. I suggest you take the time to contemplate and learn about your own intuition, particularly the role it plays in decision-making, inspiration and creative thinking. Harnessing it will expand your effectiveness! Use my interview with Mike to be the jumpstart. Additionally Mike has provided a white paper on the topic.  Also, check out other complementary information on his site as well as my first podchat with him -  What Box Do You Want To Be In?LISTEN NOW:Trouble loading? Download with this link: http://jrccoach.byoaudio.com/files/media/jrccoach-20160103193234-3258.mp3White paper link:  http://omegazadvisors.com/intuition-definition/ Helping you be a great steward of your talent! To a fabulous 2016!JoAnn Corley Here is all of Mike's Info:Mike LehrPresidentOmega Z Advisors, LLCBusiness Change ManagementNavigating Internal Cultures & PoliticsInfluencing & Problem Solving(330) 777-0094www.omegazadvisors.comMike's BlogTwitter: Mike LehrLinkedIN: Mike LehrFacebook: Mike LehrFacebook: Omega Z Advisors, LLCA reminder: This podchat is also on iTunes and the app The 1% Edge Portable CoachCheck out: If you want to learn more about our work with creativity or order the book Brain on Fire - click here. Web Toolbar by Wibiya

Note: Though this interview was done a year ago...it's still an interesting peek into the world of Zappos.Learn more about it - listen to my podchat with Zappos recruiter, Rockne Henriques.@Rockne808If you are a HR professional of any kind, you may have heard the recent news that Zappos is continuing to set the pace in demonstrating creative practices in cultivating a "human" centric culture (and for some of us set the pace means stretching our sensibilities in creating and running a company). This time it's in the area of recruiting.According to the Wall Street Journal, they have "zapped" their job board and launched a new way of seeking out and attracting talent with a social recruiting strategy.  Here is the link to the full article: Zappos Zaps Its Job PostingsOnline Shoe Retailer Creates Social-Media Network to Evaluate Potential HiresIt just so happened that I'd already had in my interview pipeline for my Thought Leader 3.0 Podchat series one of Zappos' recruiters and was so excited about the timing of the article and the opportunity to talk with a "Zappos Insider" (that's what they call potential candidates who join the social community to learn more about the Zappos way).  The interview was a fascinating insight into Zappos' practices surrounding: job descriptionsperformance managementusing pre-hire assessments (funny reaction to that question)raisescultureand the new (what I call) social hiring initiative and strategyRockne was great to interview and even during our interview there were tours and noise in the background -- all real time and authentic. You can hear his passion for the Zappos' way and his story is a testament to the culture and business philosophy of long time CEO, Tony Hsieh. (By the way, if you've not read Tony's book Delivering Happiness - it's a must read. It's the inspiring story of Zappos and his personal journey as a business owner and leader).Thanks Rocknee for a really fun time! Feel free to show Rocknee some love - @Rockne808Learn more detail for Michael Bailin, Sr. HR Mgr.: http://www.ere.net/2014/05/22/what-no-job-postings/ Web Toolbar by Wibiya

Enlightened LeadershipPublished on August 24, 2013 by Alan AllardHost comments: Podchat based on this theme and post -- it's really good! Duration: 30 mins 48 sec.Subscribe to Podchats on iTunesA few weeks back I spent a couple of days with a senior leader who wanted to develop his "leadership intelligence." He has produced outstanding results in many ways and he has superb "technical skills," but his people skills were suffering. As a result, his relationships were suffering as well. Great leaders produce great results in one or more dimensions, but enlightened leaders produce great results in the human dimension as well.There is no doubt that both Nelson Mandela and Steve Jobs were brilliant. But not equally brilliant--because they didn't seem to have equal values when it came to people. One seemed to love and value people and the other seemed to love and value technology. Their values showed up in how they interacted with and treated those around them. Jobs changed the world in the technology sphere and Mandela changed the world in the human sphere.An enlightened leader knows that the human dimension is the foundation for everything else. An enlightened leader is someone who values the people he or she leads and shows it by how they communicate and interact with everyone, not just some. When someone is around an enlightened leader, they go away feeling better about themselves in every way--even when the leader has to help them see something difficult about their "performance" in some area.An enlightened leader doesn't diminish the dignity and self-esteem of those they lead. Enlightened leaders are tough minded but they are also tender-hearted. An un-enlightened leader likely doesn't even like the term "tender-hearted." An enlightened leader might never use that term, but they are known and loved because they embody it.Enlightened leaders have followers because they inspire individuals and groups. Leaders can get results when they intimidate others, they just can't get the best results--they can't get inspired results. Enlightened leaders know how to connect with, inspire and bring out the best in others.That's the genius of enlightened leadership and that's the magnetism of an enlightened leader. They not only see the best in those around them, they draw it out and delight in it. Even with those that are (unfortunately) sometimes referred to as "difficult" people.Enlightened leaders are not the norm; they are the exception. But when we find them, we love them and will follow them anywhere--because of how we feel about ourselves when we are around them.Subscribe to Podchats via email Web Toolbar by Wibiya

Pic SourceThis podchat is in reference to a post and book discussion on my corresponding blog: Blog post: Promoting Happiness for Holistic Talent Management It's an interview with the author of Seven Secrets to Enlightened Happiness! Living the Life You Were Meant to Live, Alan Allard.  I recommend you view the post, buy the book and listen to the Podchat.The Podchat discusses happiness from the view of it's value in the workplace through the lens of employee engagement, retention and company profitability.  It's a suggested seminar-workshop or webinar that should be brought to an organization or offered at a conference.You can listen here:Subscribe and Access via iTunes - Subscribe to Podchats on iTunesSubscribe via Email - Subscribe to Podchats via emailEnjoy!To contact alan - alan@alanallard.com Web Toolbar by Wibiya

For this first episode of the Savory Beats Podcast, I've put together a fun, summery house mix. Not really a lot of thought put into this one - just tunes that felt right at the time. Hope you enjoy the mix. Your Love – Noel Nanton (Ian Pooley Remix) Alibi – Reel People feat. Darien (Dennis Ferrer’s Out On Bail Mix) My Jazz – Alex Dimitri “South Soul” (Original Mix feat. Dieghito) Sun Splash – Outart (Original Mix) The Rain feat. Sharlene Hector – Reel People (Rafa's Beats) Repercusion – Dublex Inc. (Original Mix) Meerkat Music – D-t3ch (Sound Republic Remix) When We Swing – James Amato, Sombionx (Original Mix) Why Don’t You – Gramophonedzie (Original Mix) Love is the Look – Kristine W (Deepswing’s Runaway Glide Mix) Mucho Mambo (Sway) – Shaft (Knee Deep Rhumba Club Mix) Bad Habit – ATFC feat. Lisa Millet (ATFC’s Classic Re-Mixed) So Many Times – Gadjo (Original Mix) Share|

Leonard Slatkin becomes takes the helm of the Detroit Symphony Orchestra as its 12th music director. Check out an excerpt about the DSO and his arrival in Detroit.Click here For Tickets to the Leonard Slatkin PerformancesFor an upcoming schedule of Detroit Symphony Orchestra events and information visit detroitsymphony.comaddthis_pub = 'detroitsymphony';

"Fleisher Plays Mozart"Preview by Tom AllenFriday night Unmasked concerts bring you great music and how it got that way. CBC Radio host Tom Allen presents the evening from the stage with history, humor, and insight. Here is a preview of what you can expect from the upcoming halloween concert.Click here For Tickets For an upcoming schedule of Detroit Symphony Orchestra events and information visit detroitsymphony.comaddthis_pub = 'detroitsymphony';