Podcast appearances and mentions of lee hecht harrison

Susan Howington is the CEO and Founder of the outplacement and executive coaching firm called Power Connections Career Services, Inc, and equity owner of Career Partners International. She is a sought-after expert in the career management field due to her experiences as a career consultant, executive coach, author, and speaker. Her life-long goal is to help professionals manage and advance their careers through effective work relationships and strategic management growth, which ultimately leads to greater success for them and the companies for which they work. Susan made her mark in the industry throughout her executive tenure with the firm of Lee Hecht Harrison, a global player in outplacement and executive coaching services. Under Susan's leadership as Senior Vice President and Managing Director of the Southern California region, the company was branded as the premier Executive Coaching service in Orange County, California. She received Lee Hecht Harrison's Global Leadership Consulting Award and participated as a member of the Company's Executive Strategic Planning Committee. Widely recognized, Susan was profiled by OC Metro Magazine as one of “15 Orange County Women Who Inspire Others”. She has appeared in national and regional media outlets that include the Orange County Register, Los Angeles Times, and the Wall Street Journal. She is the author of the book on Amazon.com called “How Smart People Sabotage Their Job Search: 10 Mistakes Executives Make and How to Fix Them.” Susan is an Associate Certified Coach (ACC)™ through the International Coaching Federation. Her experience includes coaching C-level executives and key senior management. -- Critical Mass Business Talk Show is Orange County, CA's longest-running business talk show, focused on offering value and insight to middle-market business leaders in the OC and beyond. Hosted by Ric Franzi, business partner at REF Orange County.

Timestamps: 1:08 - Moving to Australia 7:30 - Shift from corporate to founder 16:50 - Reversing roles in job search 30:30 - How to keep contracts on FOUND 36:43 - Starting out bootstrapped About Georg Hirschi: ⁠Georg Hirschi⁠ is the co-founder and strategy lead at ⁠FOUND⁠, a startup bringing the digital consumer revolution to hiring. He holds an MA in Applied Sciences, Commerce & Business Administration from UZH, and previously worked at companies like PeopleScout and Lee Hecht Harrison before starting FOUND in 2022, together with his co-founder Ranjit de Sousa. Despite the COVID pandemic having turbocharged digitization in companies across the globe, hiring has remained immune to innovation for the past few decades. Employers and job searchers alike are overwhelmingly unhappy with the hiring process, whether that be with or without the services of recruiters.   FOUND turns the tables and has employers pitch opportunities to top talent. AI-based matching and gamified assessments make every interaction worthwhile and keep everyone happy. Of course, FOUND only works with fast growing companies committed to providing a great employee experience, and they only accept top talent onto their platform. Here's what sets the FOUND talent community apart: They have demonstrable experience in one of these 3 areas: product, UX/UI design, and software sales; Their onboarding involved a range of selective assessments, not only of their skills and experience, but also of their preferences and behavioral traits; They're employed but not quite happy with their current situation, though not so frustrated that they're willing to go through the traditional job searching process. Basically, if you're not on FOUND, you wouldn't find them. FOUND's services are free for talent, and free for employers as well right up until an employment contract is exchanged — then they pay a fixed fee. This way, it's a 0 risk proposition for both the employer and the employee. Memorable Quotes: "We want to simultaneously solve the skills gap for employers and get people jobs that they really love." Don't forget to give us a follow on our⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Twitter⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠, ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Instagram⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠,⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Facebook⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠and ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Linkedin⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠accounts, so you can always stay up to date with our latest initiatives. That way, there's no excuse for missing out on live shows, weekly giveaways or founders' dinners.

Given the rapid pace of change in today's world, the average worker may expect to be laid off three times over the course of their career. While the experience of being downsized is no longer uncommon, it can elicit a range of emotions, from resentment and shame to excitement for the new opportunities ahead. If you find yourself facing a career transition – regardless of your unique circumstances – there are several steps you can take in order to ease the process and ensure that your next position will be well-suited to your goals, strengths, and interests.  As the Senior Vice President of Global Operations and Delivery at Lee Hecht Harrison, a leading global provider for career transition and mobility services, Katrina Villarreal has over 20 years of experience providing services in the areas of recruiting, workforce planning, leadership development, change management and outplacement support. She is passionate about helping people – at what is often a difficult time in their lives due to having lost their jobs – see what options may be available to them and helping them transition into what could be an even better opportunity than what they had previously. In Episode 151 of The MINDSet Game® podcast, Katrina shares the following insights: The importance of reflecting on where you currently are and your most recent position, including developing a strong “exit statement” to answer the common recruiter question of, “Why did you leave your last job?” How seeking guidance and support from a career coach or trusted friends, colleagues and community can help you discover the different opportunities that may be available to you and lead you to your ideal next step  The power of mindset, and how approaching your job search in terms of the mutual value that you and an organization can provide one another may help position you as a more attractive candidate  Tips for networking and helping your connections help you  To learn more about Lee Hecht Harrison's services for both employers and job seekers, visit www.lhh.com.  To subscribe to The MINDset Game, visit www.TheMINDsetGame.com.   

Are you aware of the ripple effects that hiring the wrong talent can have on your organization? In this episode of Remarkable Leadership Lessons, our host, Denise Cooper, discusses the critical issue of the consequences of hiring the wrong talent with Deborah Snow Walsh, an authority on talent acquisition and management with an emphasis on Diversity, Equity, and Inclusion (DEI). Deborah Snow Walsh, who currently serves as the Head of Talent for Brown and Brown Insurance Company, shares insights drawn from her vast experience in talent acquisition, development, management, and more. As Denise Cooper introduces in the podcast, hiring the wrong person can lead to an array of problems such as a decrease in productivity, damaged relationships with customers, and potentially losing millions in revenue. For instance, Deborah highlights a scenario where the company hired a Vice President of Sales who turned out to be wrong for the role, causing significant harm to the business, to the extent of almost losing a $60 million account.In this epsiode, Denise and Deborah explore practical strategies for ensuring that organizations make the right hiring decisions. Deborah also elaborates on how putting the right person in the right position can have a tremendous positive impact on the organization's culture, productivity, and bottom line. If you've been wanting to understand and mitigate the impact of hiring the wrong talent on your business, this is the episode for you.THE FINER DETAILS OF THIS SHOWWhy is it important to be strategic in the hiring practice? What happens when we get it wrong? [3:00]What should you do when you have a senior level vacancy in a company that needs to hire more individual contributors?[08:52]How to you support a leader in bringing in talent that may even surpass their capabilities? [15:25]Now that may of us are in a hybrid work environment, does it change the rules for bringing in great talent?[25:20]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-snow-a0823b37EPISODE RESOURCESRSVP for our monthly Remarkable Leaders Network CallVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST DEBORAH SNOW WALSHDebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was...

Do you find yourself intrigued by the seemingly elusive mechanics of identifying and securing top-tier executive talent? In this insightful episode, host Denise Cooper interviews Deborah Snow Walsh, an experienced executive search professional. Snow Walsh offers a profound exploration of the executive search industry, providing guidance for both search firms and businesses in search of talent. Deborah emphasizes the significance of a 'white page mentality' for search firms, suggesting a receptive approach that prioritizes understanding the client's needs. Her experiences illuminate the value of identifying and advocating for talented individuals who may have been overlooked in traditional recruitment processes.For businesses seeking talent, she recommends a thoughtful approach to choosing a search firm, much like interviewing potential employees. Our guest highlights the importance of finding a firm that listens more than it talks, one that provides insightful feedback, and can identify candidates who will suit not just the current state of the company, but its future direction.Denise Cooper's conversation with Snow Walsh is a masterclass on talent acquisition and the intricacies of the executive search process, providing both search firms and companies with valuable insights into finding and placing the right talent. If you've been looking to better understand the subtleties of hiring for executive positions, this is the episode for you.THE FINER DETAILS OF THIS SHOWWhat questions should you ask yourself when determining is this the right search firm for me? [08:42]How do search quality consultants help you determine which candidate to hire when you're presented with multiple qualified applicants? [13:16]How do you verify that the search consultant is a reputable extension of your company's brand and culture? [23:13]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-snow-a0823b37EPISODE RESOURCESRSVP for our monthly Remarkable Leaders Network CallVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST DEBORAH SNOW WALSHDebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own...

Move over Myers-Briggs and DISC behavioral assessments, here comes Enneagram. While studying Myers-Briggs in college, Karl Hebenstreit, PhD accidentally was exposed to the several millennia old system called Enneagram. What is The Enneagram? It is a system of personality typing that describes patterns in how people interpret the world and manage their emotions. The Enneagram describes 9 personality types and maps each of these types on a nine-pointed diagram which helps to illustrate how the types relate to one another. This method dates back to the days of Aristotle. This is a fun conversation for HR professionals, sales people and even parents.. Out of the 9 traits: Perfectionist, The Helper, The Achiever, The Individualist, The Investigator, The Loyalist, The Enthusiast, The Challenger and The Peacemaker...what's your dominant personality trait? Karl Hebenstreit: Karl is a certified executive coach, leadership and organization development consultant, author, and international speaker. His 25+ year career spans the areas of HR and OD in the biotechnology, clinical diagnostics, life sciences, healthcare, pharmaceutical, telecommunications, professional services, high-tech, and real estate services industries, having worked at Merck, Bellcore, AT&T, Lee Hecht Harrison, Cushman & Wakefield, Kaiser Permanente, EMC², Bio-Rad Laboratories, and Genentech/Roche. He holds a PhD in Organizational Psychology from Alliant International University/CSPP (where his dissertation focused on “Helping Organizations Attract, Retain, and Motivate employees with the Enneagram”), a MS in HR Management from the Rutgers Graduate School of Management and Labor Relations, an Evidence-Based Coaching Certificate from Fielding Graduate University (that led to his PCC), and is an IEA Accredited Professional with Distinction as well as an IEA Accredited Professional/Provider/Teacher. He is the author of The How & Why: Taking Care of Business with the Enneagram (now in its second edition) and the children's book Nina and the Really, Really Tough Decision. About Awakened Nation: Fueled by the passion to ignite game-changing conversations, award-winning author Brad Szollose created Awakened Nation—a podcast dedicated to deeper conversations with today's outliers and cutting edge entrepreneurs, idea makers and disruptors, bestselling authors, activists, healers, spiritual leaders, professional athletes, celebrities, politicians and rock stars...conversations that take a deep dive into the extraordinary. This podcast will challenge your beliefs. Think Art Bell meets Joe Rogan. --- Support this podcast: https://podcasters.spotify.com/pod/show/awakenednation/support

What does it take to thrive as a female CEO? This week we're discussing how to thrive as a woman CEO in a male-dominated world. Although women have made significant progress in breaking through the glass ceiling, there is still a significant gender gap in leadership positions, especially at the CEO level. In this episode, Deborah Snow Walsh leads us through exploring some of the challenges that women face when trying to climb the corporate ladder and offers practical tips for women who aspire to become CEOs.One of the main challenges is the lack of access to coaching and information. According to a study, only 15% of women receive detailed information compared to 50% of men. Listen in to hear us delve into why this disparity exists and how it can be overcome.Lastly, we'll discuss the importance of networking, building a personal brand, and developing a leadership style that is authentic and effective. Deborah Snow Walsh also explore strategies for negotiating salaries and promotions, as well as ways to overcome imposter syndrome and other limiting beliefs.Women can be successful CEOs, and with the right mindset, skills, and strategies, we can break through the glass ceiling and achieve our dreams.THE FINER DETAILS OF THIS SHOW77% of women feel that they lack the information they need to advance their career. What do you think about that? [03:56] How do you navigate when someone asks why you're wanting a job when you run your own business? [17:32]How do we decide where to look for fresh talent?[21:43]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-snow-a0823b37EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewGUEST BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm. Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others. In 2011 she was recruited to Zurich Insurance to run Talent...

How can Gen-Z and Millenial workers grow their careers? With pensions and 30-year work tenures being a thing of the past, our approach to work has changed. This is especially true for younger workers, who have experienced a uniquely tricky entrance into the world. In this week's episode, Deborah Snow Walsh discusses the impact of the current generation, Gen-Z, in the workplace. This generation has grown up with different values and perspectives on work compared to previous generations especially around workplace cultures, compensation, work-life balance, and value-driven work. If you are a leader looking to better understand the tough challenges that employers may face in managing and connecting with this generation in the workplace. this is the episode for you. If you are a Gen-Z or Millenial worker looking to negotiate a stronger salary and connect with your manager in a meaningful way, you're in the right spot. When we understand each other's values without demonizing our differences, we build workplaces where everyone can show up to the table and contribute. THE FINER DETAILS OF THIS SHOWWhat do are the expectations of young professionals coming into the workplace versus other generations that might have come in earlier? [02:45]From an employer's point of view, what does it mean if Gen-Z feels less loyalty to the organizations they work for? [04:45]Many younger workers don't know how to negotiate salary, we haven't taught them how. What are the first steps they should take? [15:30]What role does one's reaction to failure play in the workplace? [22:40]KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-walsh-875b932EPISODE RESOURCESJoin the Remarkable Leadership Lessons Community NowVisit the Remarkable Leadership Lessons SiteGot questions? Send them hereInterested in being a guest? Schedule an introduction call!Subscribe on Apple Podcasts, Spotify, or Google Podcasts, and leave us a rating or reviewDEBORAH SNOW WALSH'S BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm. Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others. In 2011 she was recruited to Zurich Insurance to run Talent Acquisition, University...

You know how to prioritize hiring, but do you know how to build a successful talent strategy? How do we want to hire? Who do we want to hire? Who will work successfully? What areas of the organization need the biggest impact in order to grow the company? This week, we Deborah Snow-Walsh will be answering these questions and more. Snow-Walsh's expertise includes consulting for corporations regarding their internal policies, executive search processes, and coaching for leaders. She has been involved with HRPS, and was co-chair of its annual conference and various planning committees. This week's episode is part of a 12-month long series, where Deborah Snow-Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at denise.cooper@rllessons.com and we'll be sure to answer it later this year. If you're wondering how to positively impact the talent strategy at your organization, this is the episode for you. THE FINER DETAILS OF THIS SHOWWhat is a talent strategy (04:29) How do you interview for people who have the same or similar level of bias or thinking and judgment about you?  (11:52) How do you measure how quickly someone is moving up the proficiency ladder? (19:01) KEEP UP WITH GUESThttps://www.linkedin.com/in/deborah-walsh-875b932/ EPISODE RESOURCEShttps://remarkable-leadership-lessons.mn.co/plans/221111?bundle_token=4b95ffe2499218bea24341d2cab48999&utm_source=manual (Join the Remarkable Leadership Lessons Community Now) https://rllessons.com/ (Visit the Remarkable Leadership Lessons Site) Got questions? Send them here Interested in being a guest? https://calendly.com/denisecooperspeaks/podcast-overview-referral (Schedule an introduction call)! Subscribe on https://podcasts.apple.com/podcast/id1453921255?ign-itscg=30200&ign-itsct=lt_p (Apple Podcasts), https://open.spotify.com/show/52hAJHuGUXlyhKuOyuon3U (Spotify), or https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vY2xvc2luZy10aGUtZ2FwLw (Google Podcasts), and leave us a rating or review GUEST BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view. Those are her passions. She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable. She knew nothing about benefits, or the Fortune 200. She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations. When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm. Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others. In 2011 she was recruited to Zurich Insurance to run Talent Acquisition, University Relations and Diversity. She enjoyed the opportunity to see talent in action and build an organization. She returned to outside search and ultimately her own firm. Her clients include those from her previous firm as well as CDW, Icahn Enterprises, Citizens Bank, Pet Supplies Plus, Bloomberg and AIG. She focuses on everything Talent: acquisition, development, management, assimilation, experience and retention. Debbie's expertise is in consulting with corporations on their internal policies and practices to make them efficient, executive search and executive coaching. She has been involved with HRPS, was co-chair of its annual conference and various planning committees. She is part of the original CHREATE team, understanding and addressing the HR leadership of 2025. She is frequent and popular speaker before business groups.

What does a strong talent strategy look like in 2022 and 2023? It's easy to check skills boxes - it's harder to tell how well someone will adapt, collaborate, and evolve. Will they be able to play well with others in the sandbox of your organization? Some people are great with complex matrix organizations, while others thrive in small businesses. How do you know what your organization needs in terms of game-changing talent? When looking to source new talent, we can start by looking at senior leaders and what they anticipate will be upcoming in terms of people leaving the organization, aging out of the organization, or wanting to grow in the organization. In any business, there are areas of "evergreen" talent. These refer to any areas of the business where we are always looking for talent to drive business and move the needle in a meaningful way. We are always hiring for the next impact player, aka someone who will bring change to the organization. This can mean Heads of Sales, Marketing Leaders, Production Managers, etc. If you're wondering how to positively drive talent strategy in your organization, this is the episode for you. This week, we interview Deborah Snow-Walsh for her expert take on the future of talent development. This week's episode is part of a 12-month long series, where Deborah Snow-Walsh will be a repeat guest on the show. Have a question you want her to answer? Drop us a line at denise.cooper@rllessons.com and we'll be sure to answer it later this year. THE FINER DETAILS OF THIS SHOWWhat does a good talent strategy look like? (4:14) How does a business hire talent for 2-3 years out, when we can only see about. one year out? (7:20) What is the risk of hiring for “culture match”? How is this affecting organization's productivity and ability to adapt to changing world? (11:49) We're finding some managers are still resistant to remote work, what would you say to them? (14:00) How do we measure people's proficiency after being onboarded? (18:49) KEEP UP WITH DEBORAH SNOW WALSHhttps://www.linkedin.com/in/deborah-walsh-875b932 (Follow her on Linkedin) EPISODE RESOURCEShttps://remarkable-leadership-lessons.mn.co/plans/221111?bundle_token=4b95ffe2499218bea24341d2cab48999&utm_source=manual (Join the Remarkable Leadership Lessons Community Now) https://rllessons.com/ (Visit the Remarkable Leadership Lessons Site) Got questions? Send them here Interested in being a guest? https://calendly.com/denisecooperspeaks/podcast-overview-referral (Schedule an introduction call)! Subscribe on https://podcasts.apple.com/podcast/id1453921255?ign-itscg=30200&ign-itsct=lt_p (Apple Podcasts), https://open.spotify.com/show/52hAJHuGUXlyhKuOyuon3U (Spotify), or https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5jYXB0aXZhdGUuZm0vY2xvc2luZy10aGUtZ2FwLw (Google Podcasts), and leave us a rating or review GUEST BIODebbie is a builder of organizations and a talent executive, focused on DEI in thought and view.  Those are her passions.  She has a unique background in sales, having successfully started her career selling large benefits packages to the Fortune 200, working for AXA Equitable.  She knew nothing about benefits, or the Fortune 200.   She was recruited to Lee Hecht Harrison, where she excelled in selling outplacement and coaching services to large, multi national organizations.  When she was recruited again into the search business, she was already focused on female and minority talent and made the decision to become an entrepreneur and open her own firm.  Ultimately, her organization included ten professionals and served companies including IBM, JPMorgan Chase, the GAP, Pfizer, AXA Equitable, and Prudential among others.  In 2011 she was recruited to Zurich Insurance to run Talent Acquisition, University Relations and Diversity.  She enjoyed the opportunity to see talent in action and build an organization.  She returned to outside search and ultimately...

BE OUR NEXT GUEST: https://www.megapixxmedia.com/andb?af... David McCorkill talks about the top coaching advices for business/corporate companies. David McCorkill - Executive Coach- Corporate Trainer-Consultant https://www.mccorkillconsulting.com/ Linkedin: https://www.linkedin.com/in/david-mcc... Career Management & Transition | Recruitment | Leadership Development | Corporate Training ► LEADER: Respected speaker on the topic of career management and leadership. ► NEGOTIATOR: Played a key role in winning significant new contracts for both the Lock Search Group and Lee Hecht Harrison-Knightsbridge. ► SALES: Honoured as the Top Performer in Canada at Tremco Ltd. ► CORPORATE TRAINING: An extensive background in corporate training with a strong focus in the areas of leadership, career management, and selling skills. ► CHANGE MANAGEMENT: Oversaw the complex integration of Lee Hecht Harrison and Knightsbridge in Western Canada. ► EXECUTIVE RECRUITMENT: Grew an executive search practice by 400% over a 15+ year period. Progressive Sales Management positions held with world class organizations such as Rayovac, KitchenAid, Tremco and Time Inc. Through a series of promotions and career opportunities I have worked and lived in Calgary, Vancouver, Toronto, Winnipeg, and Montreal. ► National Sales Manager ► Western Regional Sales Manager ► District Sales Manager ► Territory Sales Manager About B: Linkedin: https://bit.ly/2ZrzOmz Dream Reach Achieve: www.dreamreachachieve.com “&B”: www.andb.ca Filmed and Edited: Artin Rahim The views and opinions expressed in the video are those of the authors and do not necessarily reflect the official policy or position of MegaPixxMedia Ltd and their Affiliates Any content provided by our bloggers or authors are of their opinion and are not intended to malign any religion, ethnic group, club, organization, company, individual or anyone or anything.

Becky Magnotta is a leadership coach that finds the magic in metaphors – my coaching; think of it like a three-legged stool! – and you'll never look at another three-legged stool in the same way again; it's the triad that works!! Becky isn't afraid to give feedback, even the kind that could get you fired, and recognises there is a gift in everything but sometimes gifts come in ugly packages! As a concert pianist, Becky brings the gift of curiosity, joy and awe in her ability to listen and recognise patterns in people. Homestead Coaching and Consulting, LLC., builds on a family legacy of great leadership, focused on the notion that everybody deserves a great place to work, building others through accountability and feedback. What's going to be your learning takeaway from this ‘Tyrannosaurus-Bex' episode? Coaching Moment – Ask those simple, pertinent questions. 1:20 Coaching Moment – Not working harder than your client! 3:06 Sliding Doors – Sometimes gifts come in ugly packages! 6:44 (Kim Miles – https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147691667 ) What makes a great coach? 10:30 Great questions, make great coaches - What keeps you coaching? 12:43 (Judy Sabah - https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147727342 ) Homestead Coaching – A family legacy. 14:05 Characteristics of a great leader – Accountability Cycle 17:10 Performance anxiety as a concert pianist and self-compassion 19:35 What do I use from my Piano in coaching. 23:50 Association for Talent Development (ATD) 24:08 Accountability – This could get me fired! 29:25 (Chris Kachel – https://www.opendoorcoachingusa.com/podcasts/the-coaching-podcast/episodes/2147713627 ) My coaching; think of it like a three-legged stool – it's the triad that works! 32:49 What is the gift? There is a gift in everything. 37:54 Becky-isms – The magic in metaphors! 39:33 Becky Magnotta, MBA, PCC, CPQC Leadership Coach and Leadership Development Expert Becky Magnotta is the founder and Executive Coach & Consultant for Homestead Coaching and Consulting, LLC. https://www.homesteadcoaching.com/ She has over thirty years of corporate experience with Lee Hecht Harrison and BetterUp, and twenty years of Leadership and Talent Development experience. Becky received her formal coach training from Blue Mesa Group in 2015. She is a Certified Positive Intelligence Coach (CPQC), and achieved her PCC Coaching Community of Practice. She is currently serving her second year as Director of Communications for the ICF-Colorado Chapter. Becky Magnotta was the Chair for the ATD International Conference (a 13 thousand-person event) and a member of the Planning Advisory Committee in 2020, and 2021. Becky enjoys public speaking and has presented talent management, leadership, and coaching topics at many conferences and events including; ATD International Conference, ICF's International Coaching Week, Human Capital Institute Employee Engagement Conference, EX Impact, and South Oil and Gas Leadership Meeting. Becky has a bachelor's degree in Piano Performance from the University of Denver, and an M.B.A. with a finance emphasis from Regis University in Denver. Outside of work, she enjoys reading, traveling, and the sights and sounds of Colorado with her husband, Steve. For more great coaching information and links visit: The Coaching Podcast website https://www.opendoorcoachingusa.com/

Nick Goldberg, the CEO and founder of London-based Ezra, is on a mission to democratize leadership coaching. Historically, executive coaching was reserved for the rarefied C-suite executives. Goldberg holds the belief that everyone could benefit from the help of an experienced coach. To level the playing field, he founded Ezra, a virtual coaching app that offers help to people at all levels. Ezra, part of the Lee Hecht Harrison family and parent company Adecco, leverages its 50 years of global leadership in 66 countries, to offer the best-in-class coaching and talent development to help build better careers, leaders and businesses.

This episode features an interview with Philip O'Donnell, Group SVP of Global Data Platforms at the Adecco Group, the world's leading talent advisory and solutions company. Philip has 13 years of experience in data analytics leadership and strategy consulting across a variety of industries. Prior to the Adecco Group, Philip served as Director of Data Science at Lee Hecht Harrison. On this episode, Philip discusses managing data at a big enterprise, how to prevent business decisions based on bad data, and turning data into dollars.Quotes*”Just showing data to people leaves it up to their interpretation. And that's not usually the value you're providing. You're there to communicate something to them. And we talk about things like data storytelling or crafting narratives with the data, because data by itself is just too unhelpful. You really have to turn that into something that people can understand, and that's a different skill set than it is to just analyze and reproduce the same information.”*”Most large firms are struggling with knowing that it's better to have all this data in the same place. But that's really hard, and it takes investment, and it takes time, and it takes executive commitment and buy-in, and I'm blessed to be able to have that Adecco. They have really put the focus on, ‘Let's figure this out.' Like, ‘We know it's hard. We know it's not easy, but let's do it. Let's make sure that we're dedicating the resources to do it.'”*”It was always the question of how much do you trust the data that you're getting? As data professionals will tell you, we don't create the data. We're getting it, we're interpreting it, we're reading it, we're organizing it, we're structuring it. But we don't create it. Something else creates it, some sort of business process. And I'm not in charge of that. So in some cases, the data quality is, did the report refresh on time? Now that's the kind of data quality that we, as data, professionals should be able to own. But the other kind of data quality is, did someone enter it in the system correctly? And we can't really control that. But what we can do is give visibility to whether or not that's happening correctly.”*”It's one thing for a report to be wrong. It's a different thing for you to tell the person that report is wrong so that they don't use it to make a decision. And then there's some sort of a process that's correcting it. And I think that's where we have to try to focus, is it's a very realistic assessment of what our scope can be as data professionals. And we mostly focused on informing and visibility. If there are data quality issues, the worst case scenario is that someone makes a decision on bad data.”*”If there's a piece of data that we're asking people for as a part of the process and it's not actually required for the process, [but just] because we want to know it, it's going to be very difficult to have that be high quality [data]. Because there's not an incentive from the person entering it, other than the threat of being yelled at because you didn't do it right… So if you can give ways of providing value to those users with the data that they're putting in, then you create a sort of incentive feedback loop… You have to provide ways of giving people incentive to enter the right information that is actually then helping them do their job better instead of it just being something that management dictates you have to put in.” *”You need to understand the data. You need to understand what it can tell you, what it can't tell you, and then you need to figure out what you can do [with it], because that's how you demonstrate value.” Time Stamps[7:09] The role of the data professional[10:09] Consolidating mass amounts of data at a large company[11:07] Risk management and controlling exfiltration[15:18] Proving value and ROI in data[20:50] Understanding incidental data and how to monetize it[24:20] To centralize or to decentralize the data?[29:09] Learning to trust the data[31:40] Incentivizing accurate data inputLinksConnect with Philip on LinkedInCheck out the Adecco GroupConnect with Rob on LinkedInFollow Rob on TwitterThanks to our friendsTruth Be Known is brought to you by Talend, a leader in data integration and data integrity, enabling every company to find clarity amidst the chaos. Talend Data Fabric brings together in a single platform all the necessary capabilities that ensure enterprise data is complete, clean, compliant, and readily available to everyone who needs it throughout the organization. Learn more at Talend.com

An APMP certified (Practitioner) career proposal manager with over 20 years in the field, Krysta brings a wealth of experience, knowledge, and understanding of the process to every proposal she is involved in. Krysta is currently Director, Opportunity Management – North America (Team Lead) at Lee Hecht Harrison. Krysta started in the field by accident – and hasn't looked back since with previous roles at TELUS and Alcatel Lucent. Her favourite aspect of the role is the everchanging landscape – different client needs, different teams, different issues day in / day out.  She joined APMP to grow professionally and meet like-minded professionals like herself. Achieving Practitioner accreditation in 2013 is definitely a highlight of her career. Without the backdrop of formal education growing up, it was a very proud moment to have accomplished specific study in her chosen field of expertise. Krysta is also Treasurer at APMP Maple Leaf Chapter. Krysta lives in Halifax, Nova Scotia, Canada with her family and four dogs. She loves all things animals, the beach and spending quiet afternoons watching the world and listening to nature. Support the show (https://pod.fan/scribble-talk)

Pembe Candaner is the Co-Founder & President of JobzMall. JobzMall is the new way of finding jobs and exploring organizations, founded with the belief that humans are so much more than a resume, and companies are so much more than a job post. JobzMall Inc. strives to make the job finding process enjoyable, engaging and accessible to everyone. Prior to her work at JobzMall Inc., Pembe Candaner served as the CEO of Adecco SA Turkey, General Manager of Lee Hecht Harrison, and CEO of Kariyer.net, the largest employment portal of Turkey. She is a member of TUSIAD (Turkish Industry and Business Association), the top business association of Turkey and Society for Human Resource Management.  As a vocal activist of women rights, Candaner hosted her TV show at national ‘Artı Bir TV' channel about Woman Leaders and Entrepreneurs. She has also lectured in Bogazici University (Bosphorus University) and UCI (University of California. Irvine) on Development of Woman Leaders, Talent Management, Protocol and Etiquette and Intercultural Relations. Additionally to her career in private sector, Pembe has authored 4 books, and was awarded as the Business Woman of the Year in 2003. In this edition of Critical Mass Business Talk Show, Pembe Candaner joins host Ric Franzi to discuss her career path and leadership insights as the President of JobzMall. -- Critical Mass Business Talk Show is Orange County, CA's longest-running business talk show, focused on offering value and insight to middle-market business leaders in the OC and beyond. Hosted by Ric Franzi, business partner at Renaissance Executive Forums Orange County. Learn more about Ric at www.ricfranzi.com. Catch up on past Critical Mass Business Talk Show interviews... YouTube: https://lnkd.in/gHKT2gmF LinkedIn: https://lnkd.in/g2PzRhjQ Podbean: https://lnkd.in/eWpNVRi Apple Podcasts: https://lnkd.in/gRd_863w Spotify: https://lnkd.in/gruexU6m

Jim is a Career Consultant, “Next Phase of Life” Coach and Historian with a diverse career background. After spending the first thirteen years of his career as a history teacher, he spent the next phase of his professional life in corporate America, primarily with Arthur Anderson, in various roles: operations management, finance, human resources and recruiting. Having worked with a number of people in career transition over a period of years, Jim begin a third career with Lee Hecht Harrison as a career consultant in 2001. While his primary function was to help people find their next job, an increasingly important part of his work was helping clients prepare for the “Next Phase of Life” (i.e., retirement). Jim moved into “the next phase of life” himself in 2015. He continues to work as a career/retirement consultant. He derives great pleasure from working with couples who are approaching the “next phase of life” and helping them develop a vision of what they want their life to look like after their main working years have ended. In addition, Jim spends a great deal of time pursuing his interest in history – researching, writing and lecturing. Jim has BA and MA degrees in History from Oakland University and Wayne State University. He is married with four children and four grandchildren. He travels extensively, usually building those trips around sites of specific historical interest. Recently that has included visits to the utopian communities at Oneida, NY, New Harmony, IN and Robert Owen's mills in New Lanark, Scotland; the WWI and WWII home of the British Grand Fleet at Scapa Flow in the Orkney Islands; Normandy (5 trips in the past 8 years), as well as visits to the glorious cities of Venice and Calukmul, an extensive Mayan ruin in the southern Yucatan.   Investment advisory services are offered through Motive Wealth Advisors, a DBA of tru Independence Asset Management, a Registered Investment Advisor with the U.S. Securities and Exchange Commission. Any material discussed is intended for informational purposes only. It should not be construed as legal or tax advice and is not intended to replace the advice of a qualified attorney or tax advisor. This information is not an offer or a solicitation to buy or sell securities. The information contained may have been compiled from third-party sources and is believed to be reliable.   Connect with Jon Dwoskin: Twitter: @jdwoskin Facebook: https://www.facebook.com/jonathan.dwoskin Instagram: https://www.instagram.com/thejondwoskinexperience/ Website: https://jondwoskin.com/LinkedIn: https://www.linkedin.com/in/jondwoskin/ Email: jon@jondwoskin.com Get Jon's Book: The Think Big Movement: Grow your business big. Very Big!   Connect with Jim Niedzinski: Website: www.motivewa.com LinkedIn: linkedin.com/in/jimniedzinski Email: jim@motivewa.com

Change is eternal. There are people who avoid change and try to stick to the traditional ways of doing a particular thing. However, there are many change enthusiasts who understand change and support it. One of those is our guest for today, Mr. Ranjit D'Souza. He is the founder and Managing Director of The Coalyard. He is also the President of Lee Hecht Harrison. --- Support this podcast: https://anchor.fm/tbcy/support

The Lab Notes Podcast continues with Episode 8 - PermissionExecutives from the Connection Lab Network share their 6 Box Methodology practice on Business Communication, Presentation, and Leadership. On this episode, we hear from: • Angelica Tellez Director, Business Development at Lee Hecht Harrison and Director, Market Expansion Strategy & Customer Success at NATEB Global Consulting • Aaron Mills Senior Engineering Manager, Cloud Infrastructure at Ibotta, Inc.Conversations revolve around how they are practicing and what they are discovering based on the Connection Lab Six Box Model.About Lab Notes - the Connection Lab Podcast - is an ongoing conversation with people who have been though a Connection Lab workshop, an executive development program or through a Leadership Journey program. For everyone who has ever been to a workshop of this sort and had a useful experience - but are still working on turning that experience into a conscious practice - this is a show designed to support your effort and remind us all that we are not alone.If you want to be a guest on an upcoming episode email us at guestplease@connectionlaboratory.comMore information is available on our website www.connectionlaboratory.com

In this HRchat episode, we consider the need for companies to re-imagine workforce planning and development approaches. Bill Banham's guest is John Morgan, President of Lee Hecht Harrison, a subsidiary of Adecco.  Listen as John talks about HR managers' talent management strategies during the pandemic and their plans for the future.  LHH recently commissioned the Future-Proofing the Talent Pipeline survey which captures responses from over 2,000 global HR decision-makers and leaders, across several industries. It looks at how departments are thinking about hiring, upskilling, redeployment, coaching, severance packages, and more. Questions Include:How have HR departments changed the way they're thinking about hiring? Follow up: What about onboarding? It's a buyers market so how are HR departments helping to keep hold of their new recruits? The LHH survey suggests that HR decision-makers are prioritizing building a culture of training and learning (54.2%) and the development of people (52.6%). Why is that? What are the drivers? Beyond L&D investments, what are some other ways you're seeing your clients changing in order to future-proof their workforce? How have you seen coaching programs help c-suite leaders and executives? What has been the business impact?About LHHLHH's 4,000 coaches and colleagues work with more than 12,000 organizations in over 60 countries around the world to help them see the possibilities in their people. This is done through assessments, coaching, upskilling, and transitioning - meaning companies are better positioned to realize the untapped potential within their own workforce; resulting in increased productivity, morale, and higher brand affinity. Learn more at lhh.com.

With external talent shortages set to become the long term trend, many employers have to evolve their talent strategies to ensure they have the skills to be competitive. Reskilling, focused redeployment, and talent marketplaces are vital parts of this, so what is it that employers should be doing to make sure they are set up for the future? My guest this week is John Morgan, President of Lee Hecht Harrison, global specialists in workforce transformation. John has some great insights and valuable advice to share for all employers as we navigate these continually disruptive times. In the interview, we discuss:    •   How the pandemic has affected talent markets and how employers are evolving their strategies    •   The right skills for digital transformation    •   Career pathing in the digital economy    •   Holistic approaches to talent management    •   Focused redeployment and open talent marketplaces    •   Doing talent mobility well.    •   How will things evolve over the next two years?     Listen to this podcast in Apple Podcasts

  Mike Schultz is the President of RAIN Group, Director of the RAIN Group Center for Sales Research, and co-author of several Wall Street Journal and Amazon Bestselling sales books.   In this episode, Mike discusses how to leverage consultative selling to build trust with buyers and win sales.    Here are some of the topics covered in this episode: Tips on consultative selling and helping buyers make better decisions How to address your prospect's perception of risk Ways to build your likeability The best time to approach buyers About the Guest: Mike Schultz is the co-author of several books including the Wall Street Journal bestseller Rainmaking Conversations: How to Influence, Persuade, and Sell in Any Situation (Wiley, 2011) and Insight Selling: Surprising Research on What Sales Winners Do Differently (Wiley, 2014). He was named the Top Sales Thought Leader globally in 2011 by Top Sales Awards. Mike and the team at RAIN Group have worked with organizations such as Toyota, Monitor-Deloitte, Harvard Business School, Oracle, Fidelity Investments, Ryder, Quintiles, UL, Navigant Consulting, Hitachi, Lee Hecht Harrison, Lowe's, and hundreds of others to unleash sales performance.   Visit RAINGroup.com — a lot of helpful, free resources (blogs, white papers, guides) to help sellers and sales leaders Check out Mike's Bestseller “Virtual Selling” on Amazon - https://www.amazon.com/Virtual-Selling-Relationships-Differentiate-Remotely-ebook/dp/B088KW33WZ  Questions? Shoot Mike a message on LinkedIn (https://www.linkedin.com/in/mikeschultz50/  or email him at mschultz@raingroup.com   Listen to more episodes of the Outside Sales Talk here and watch the video here!    Start Selling More Today with Badger Maps - The #1 Route Planner for Field Sales See Badger in Action: https://www.badgermapping.com/outside-sales-talk-listener/   If you love the Outside Sales Talk podcast, you'll also love Badger's newsletters!  Our 95,000+ subscribers stay at the top of their game with actionable tips from top sales experts.   Are you in? Subscribe to Badger Maps' newsletters now! 

"Believe in yourself, sooner." – Tammy Heermann Today my guest is Tammy Heermann, a keynote speaker who's passionate about advancing women and high potential talent. I had the pleasure of seeing Tammy in action five years ago at a corporate offsite, and I appreciated her commitment and message. Currently residing in Toronto, Tammy holds a BComm from the University of Saskatchewan and a MSc from the London School of Economics. Before founding her own company in 2018, she was SVP of Leadership Transformation at Lee Hecht Harrison.   In today's episode, we cover: -The importance of new leaders owning the entire experience. Management is difficult and rewarding, and new leaders must embrace both the good and the bad aspects of their role. -Prove possible. Building confidence becomes easier when you prove to yourself that it can be done. What have you attempted that you once thought was impossible? Regardless of outcome, you made it feel possible. -Reframe your story. Catch yourself when you start to say, "I can't, shouldn't..." etc. Reflect on why you automatically default to this way of thinking. Reframe and think about what is needed for you to say "I can, I will, I may, I am.." instead. -And much more!   If you find this episode valuable, please rate us on Apple Podcasts!   Women Empowerment and Why It Matters The experiment's hypothesis was that women would reduce their career aspirations if they were told that they weren't good at something. So at the beginning of the test, women had set higher expectations than the men in the study. And when the women were told that they performed equally well for this fake test as the men, they kept their career aspirations. But when they were told that they did worse than the men, they significantly reduced their career aspirations.   Misconceptions About Working Women The common assumption is that women are less ambitious especially when they're in their family planning years. But what large studies have shown is that women actually seek balance and will make it work when their organizations are seen as investing in them and giving them opportunities and acknowledging their work.   The Importance Of Speaking Up Some women think it's safer to not say anything. And I'm here to argue that it's actually not safer because then people think that you have nothing to add to the conversation, or that you don't know anything, or that you're too lightweight to operate on high-level responsibilities. And so the risk of not speaking up, I believe, outweighs the risks of speaking up. By not saying anything, you're actually putting yourself in a worse position.   Links and Resources Connect with Tammy: LinkedIn, Website Reframe Your Story by Tammy Heermann (book, COMING SOON) The Coaching Habit by Michael Bungay Stanier (book) Burnout by Emily Nagoski Ph.D. and Amelia Nagoski DMA (book)

Shawnna Sumaoang: Hi, and welcome to the Sales Enablement Pro podcast, I’m Shawnna Sumaoang. Sales enablement is a constantly evolving space, and we’re here to help professionals stay up to date on the latest trends and best practices so that they can be more effective in their jobs. Today, I’m excited to have Michelle join us. Michelle, I would love for you to introduce yourself, your role, and your organization to our audience. Michelle Anthony: Hi, thanks so much for having me, it’s great to be with you today. I’m Michelle Anthony, the chief revenue officer here at Lee Hecht Harrison, known as LHH, and we’re part of the Adecco group. What we do is we help organizations transform their workforces. Historically, LHH has been known as a career transition or outplacement business, but what we have found more and more is that organizations are looking to transform their workforces to be future-proof or ready for the workforce that they need for the future. We’ve been doing a lot of work to assist organizations, developing new skillsets and new leadership profiles that they need to have the right talent to match their business strategy going forward. We’ve been transforming as we’ve been helping our clients transform. As the chief revenue officer, I have the pleasure of looking after both sales and marketing globally here at LHH. SS: Well Michelle, thank you so much for making the time for us today. You have a wide range of experience leading teams across the business, and as you mentioned, currently you’re leading both sales and marketing. I’d love to hear from you, Michelle, how has this experience in many types of revenue-facing roles really helped set you up for success as a revenue leader yourself? MA: Yeah, thanks for the question. I’ve enjoyed a lot of variety in my career, both in sales leadership and in marketing leadership. I think being client-centric and being grounded and serving the needs of clients is really at the heart of good marketing and at the heart of good sales performance. I think that’s what unites us as functions and that’s really where we have a lot of common ground. Also, I began my career, my formative days as a marketer, my first decade as a marketer, with Dell many moons ago and we were really focused, not only on meeting client needs, but also having a revenue-generating mindset. That really shaped my thinking as a marketer. I’ve always been exceptionally close to clients and exceptionally close to the sales team, even in marketing roles, and have always considered marketing in many ways to be an extension of the sales team. That sales and marketing divide that many people experience or talk about or write about, my experience has been quite the opposite. I’ve always felt that we’ve been one team. One go-to-market team is the framework that I’ve always operated under and was trained under from a very, very early stage. That’s how I approach things here at LHH and I think we’ve been able to grow the team and grow revenue as a result. SS: That’s fantastic. I think you absolutely have the ideal setup. You’ve also said in the past that you believe sales and marketing have a joint responsibility to deliver value to clients. What are some of your best practices to create alignment between sales and marketing so that they can do exactly that? MA: Yeah, I think when we’re at our best, we’re co-creating with our clients and we’re uncovering those needs that our clients have that are informing things like our product strategy and our product roadmap. They’re informing our editorial calendar or thought leadership calendar or campaign calendar from a marketing standpoint so that our content that we’re putting out is topical and relevant and adds value to our clients. And then arms our sellers, arms our salesforce with things that are adding value and that are relevant so that they’re showing up in a way that is adding value and that is trusted and helping them build that trust with clients. It’s that dialogue. Some things that we’ve done to help facilitate that co-creation with our clients are establishing a client advisory board, I know a lot of organizations do this, with some of our biggest clients, some of our best clients, and some prospects as well, so that we can have a good sensing ear for what is really going on. What are their most pressing needs, what are some of the future sensing needs that we can be in front of and help them solve so that we can institutionalize that internally all the way from product development, all the way down through sales enablement. That has really been one of the things that’s added a lot of value across the organization for us. SS: I think that’s fantastic. Now, I want to pivot back to what you were talking about with regards to LHH and how you guys are helping organizations build a workforce for the future. You recently wrote an article where you said companies should focus on lifelong employability because as you said, technology innovations continued to create this gap between the skills a company needs and the skills that the workforce of today possesses. I’d love to understand from you, how can leaders shift their mindset and really think about helping to develop employees internally? MA: Yeah, thanks for the question. It’s so timely and topical right now as you’ve mentioned, It’s a bit of a perfect storm, isn’t it, that’s been accelerated by the COVID-19 pandemic. We’re in a world where things have been massively undergoing digitalization with the prominence of artificial intelligence that have only been accelerated because of the virtual nature that we’re living and working in now with the pandemic. As a result, we’ve got some critical skill gaps in the market. We haven’t been able to re-skill and retrain the talent fast enough, and we have an aging workforce. We’re not able demographically in many countries, in many markets, to refill the supply of talent at a fast enough rate. Bringing all of these things together, all of these macro trends together, and you have this perfect storm where you have this critical shortage of skills that are needed to do the jobs of the future. As a result, what got you here won’t get you there. The old hiring and firing practices won’t get you the workforce that you need because those jobs can’t be filled with talent readily available on the market because the skills don’t exist in enough supply. What you need to do is you need to look from within, and that’s what the most progressive companies have realized. That’s what the most progressive clients that we work with today are doing. They’re looking from within, and they are retraining and reskilling their own employees to fit these critical roles that they know that they going to need to be a viable business in the future. We’ve worked with several large organizations, but I’ll just take a large financial services client that we’re working with today. We have assisted them in essentially identifying populations of individuals that have the aptitude to be re-skilled. We also have diagnostics where we can help them predict which jobs are likely to change in skill composition and skill profile in the future 5 years out, 10 years out. So, what does your workforce look like today? What should your workforce look like 5 years from now, 10 years from now? What are the pools of talent that have the aptitude and are likely to be successful in a rescaling intervention? Then, what is the rescaling intervention that’s needed ultimately in order to place those individuals in those future-focused roles? That is the work that we’re doing actively with clients. One of the examples that I think is really cool is that insurance firms no longer need a lot of actuaries because a lot of that work has been automated through AI. We found out through doing this work in partnership with them that they tend to be really great data security workers. They’re very successful in those re-skilling interventions and it turns out large financial services or insurance providers do need a lot of data security talent in their future workforce. That’s just one example of how we’re working with clients to develop employees internally to be fit for the future. SS: I think that’s amazing. Now, you talked about how retraining is important, but on its own, it’s not enough to keep employees agile, and sales enablement is often very involved in training and professional development efforts. How can sales enablement practitioners take those efforts a step further to help drive retention? MA: Yeah, it’s so important, isn’t it? In terms of enablement and retention. What we’re finding right now is that it’s really agility and empathy that tend to be the softer skills that are leading to higher engagement and higher retention rates, especially given the COVID-19 fatigue. I think we’ve all pivoted and we’re all working virtually in this new world and no one really knows what the new normal is going to be. Everyone’s a bit fatigued based on Zoom fatigue or Teams fatigue, whatever your virtual medium is. What we have found in some of the research that we have done, again, in partnership with some of our clients, is that team empathy and team resilience is stronger, It retains better, it has higher engagement and performs stronger than individual resilience and empathy. What we have done is produced an article that’s out on LinkedIn that was actually co-authored by Keith Ferrazzi and our chief innovation and product officer Mary Claire Race and published in Harvard Business Review. It has some tips on how you build team resilience because that’s ultimately what drives engagement and retention. One of the coolest tips in that article is about your team huddle or your team meeting that you may have on a weekly basis or a bi-weekly basis. I know some sales teams even have huddle up on a daily basis. One of the coolest things that you can do to build some team resilience is just to do a quick temperature check at the beginning of every meeting and say, “Hey, on a scale of one to five today, how’s your energy? Are you a one? Are you all the way up at a five? And what’s driving that?” It just surfaces some really honest and open and safe conversations, and it builds some of that more emotive, more human connection. It’s really powerful, especially for folks who maybe aren’t naturally empathetic leaders because empathy is more of a behavior than a skill for some folks. That is just a quick tip, a bit of practical advice that will build empathy and ultimately will build resilience and engagement and your team that will lead to higher retention. Perhaps, maybe give that a try. SS: That’s fantastic. One of the things that sales enablement is often faced with is working with frontline managers because they are often the daily interaction or the daily point of contact into a lot of the folks on the frontline. It’s really important to be able to work with frontline managers in order to be able to drive that agility and that empathy that you were just talking about. How can sales enablement help set managers up for success in empowering lifelong learning amongst their own teams? MA: Yeah, I think it’s a great question. I know when we talked about it as a sales leadership team here at LHH and within the Adecco group, we institutionalized a couple of things at our sales kickoff and in early February this year that we’re giving a try because I think so much of the learning journey and the learning burden falls on the frontline manager, the first line manager. We were trying to institutionalize a couple of other things to see if that would help increase appetite for learning and the stickiness of the things that we were trying to get adoption on within the entire sales organization. The first thing we did was try to instill this concept of having a growth mindset and that all of us are always learning all the time. You’re never too old to learn new tricks, so we had an artist come in. Most of us in the professional working world probably think we’re not very good artists, at least I know I’m someone who only can draw a stick figure. We had someone who came into our virtual global sales conference and taught us all how to draw cartoon characters. By the end of the session, we all had these amazing drawings that we shared socially and we all really enjoyed seeing everyone else’s work we were all like, “Oh my gosh, we totally can learn something new.” Whether it’s cooking or drawing or coming together in a new way and having that aha moment, which is like, “Oh my gosh, I actually can learn something new.” I think it’s important to adopt that learning mindset or growth mindset. The second thing that we did is we put sellers together, not in their nucleus team, not in their normal sales team. We built some cross-functional teams, and we built these learning cohorts and folks are in their cohorts of six to eight people for the remainder of the year, this year. Every month we have a new learning module, whether they’re learning about a new product or practicing a specific sell skill, or working on prospecting techniques, you name it. They go and then practice that skill with a couple of dedicated 30 minutes slots each month with their cohort in a very safe space. Rather than all of that learning burden sitting with the frontline manager directly, they’re learning from one another in these cohorts. It’s an experiment for sure. I can let you know maybe if we do a podcast again at the end of the year, this time next year, how that experiment is going, but we’re hoping that the peer-to-peer learning will help institutionalize some of our learning objectives this year. SS: I love that. And yes, I would love to have you back to tell us how it’s gone. Michelle, I’ve learned a lot in this interview. I want to close with a question circling back to something that you said around the importance of resilience. I would love to close out understanding how leaders can help to basically fuel employee’s motivation and remove the obstacles that are draining the energy or contributing to burnout for them. MA: Yeah, I know we’re all feeling it aren’t we? I think we all have good days and bad days. I know I speak for myself and certainly my two teenage daughters that I’ve been working alongside as they’ve been homeschooling this past year. I think it really does come down to empathy at the core, especially as leaders. I have found that I’ve had to put on my calendar as a reminder to make sure, whether it’s a team meeting, whether it’s one-on-ones, that I’m creating time and space just to check in and ask people how they’re doing. And not like, how is work going, but like, how are you doing? How is life? How are things going for you? What can I do to help? What is it that you need for me? Amazing conversations surface. People are dealing with a lot of stuff right now as a result of the pandemic, so I have had to reach out and help my colleagues, my teammates in different ways as a leader than I ever have had to in the past. One example, I have a direct report who lives alone, and I think not having that social interaction for months on end when we were in the early days of lockdown, not having that daily coffee run that provided some social interaction was really critical to her. I was like, Oh my gosh, I need to send this person some of her favorite cold-brew or I need to do something different, inclined to make sure that this person knows that they’re needed and valued and part of this team and part of this community that we have here. We’re all part of different communities and making people feel valued and appreciated for the work that they’re doing as part of this community is really important. I think that empathy is needed from our team now more than ever. I think just listening, honestly, and responding on a human level is the best thing that we can be doing. SS: I couldn’t agree more. Thank you so much, Michelle, for the time today. MA: You bet, happy to do it. Thanks again for having me. I had a whole lot of fun. SS: To our audience, thanks for listening. For more insights, tips, and expertise from sales enablement leaders, visit salesenablement.pro. If there’s something you’d like to share or a topic you’d like to learn more about, please let us know. We’d love to hear from you.

Empresaria multicultural, experta en fundar, invertir y dirigir organizaciones a nivel nacional e internacional, posicionándolas como las firmas más innovadoras del mercado en México. Reconocida como una líder mexicana en Transformación de Empresas, asegurando la permanencia, continuidad y competitividad de sus clientes a través de Planeación Estratégica, Talento, Procesos de Tecnología de Información, Inteligencia de Mercado, y Modelos Digitales.   CEO del Talent Business portafolio que incluye Shore Consulting Group, Lee Hecht Harrison, Odgers Berndtson, así como de los proyectos globales originados en Mexico. Líder en búsqueda de Altos Ejecutivos desde hace más de 20 años en el mercado mexicano, generando una amplia red de contactos con los líderes que deciden el futuro del país. Caracterizada como una de las mujeres de mayor influencia en México, destacando visión estratégica y global, su capacidad de lograr negociaciones exitosas, por ser emprendedora y tomadora de riesgos.   En esta entrevista Linda nos cuenta: ✨ ¿Cómo construir una carrera profesional con un futuro que te inspire y una vida que disfrutes? ✨ El “detrás de cámaras” de los CEOs de grandes empresas ✨ ¿Cómo tener empresas familiares y socios que sean amigos o familia en dónde no se pierda la relación? ✨ La posibilidad de ser enfocado o de ser versátil ✨ Arriesgarte y llevar a cabo tus ideas en el momento en el que brotan   ► SÍGUENOS EN: ◄ ☘️ YouTube: https://www.youtube.com/channel/UCt2r8LeKpms_rf2zw_jYO-Q ☘️ Instagram: https://www.instagram.com/mentores_con_maite/ ☘️ Facebook: https://www.facebook.com/mentoresconmaite ☘️Spotify: https://open.spotify.com/show/2O952j0tyXgDCW5APgYpzN?si=HgB3vsMVRWSZYdk1ge5AAQ ☘️iTunes: https://podcasts.apple.com/mx/podcast/mentores/id1524837156   Contacto: info@mentoresconmaite.com   ➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖   Linda Shore (invitada):   Chairman de la junta de accionistas de Shore Consulting Group donde se realizan inversiones para diversificar el portafolio empresarial de la empresa, con inversiones activas en Educación, Transformación de Negocios, Telecomunicaciones, transferencia tecnológica en Ciberseguridad y Sustentabilidad, y Start-Ups.   Formación Acádemica: Harvard Business School:             Families in Business Generation to Generation University of San Francisco: Maestría en Administración de Empresas (MBA) Louisiana State University: Licenciada en Psicología   ► SÍGUELA EN: ◄ ☘️ https://shore.com.mx/quienes-somos/linda-shore/   ➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖   Este SET es patrocinado por mi empresa Yes to Value, una empresa que se dedica a dar “Performance mentoring” (mentoría en desempeño) a través de programas de inteligencia emocional, cultivar hábitos, aprender a vivir incómodos, mindfulness y despertar inteligencias. El enfoque está en generar excelencia y satisfacción dentro de las empresas y en la vida de las personas de manera simple y eficaz.   Si eres dueño de negocio o colaboras en alguna empresa contáctame si quieres que llevemos estos programas, serán impactantes, benéficos y ayudará a generar un ambiente laboral en el que es inspirador trabajar y crecer.   Escríbeme a: cursosmaite@gmail.com   ➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖➖   Maite Valverde de Loyola:   ✨Creadora y host de MENTORES ✨Fundadora y directora de “Yes to Value”, empresa que ofrece "performance mentoring” a través de conferencias y cursos multimedia sobre entrenar la mente, aprender a vivir incómodos, Mindfulness, disciplina, hábitos, bienestar, desarrollo de inteligencias, reducción de estrés, inteligencia emocional y hablar en público. ✨Fundadora y productora de su canal de YouTube y podcast: Maite Valverde de Loyola ✨Da cursos, conferencias y mentoría en performance, estrategias de comunicación, bienestar, inteligencias (inteligencia emocional y social) y public speaking ✨Tiene una Maestría en Mindfulness (Universidad de Zaragoza - 2017 - 2019) ✨Certificación en Formación Maestros de Meditación (Yoga Espacio, 2 años 2014-15) ✨Más de 10 años ofreciendo contenidos en medios de comunicación sobre: inteligencias, performance, disciplina, hábitos, meditación, estilo de vida, bienestar, logro de metas (ej: con Ricardo Rocha en Telefórmula, Televisa, TVC, Youtube) ✨Mentora de meditación para empresas, universidades y grupos privados (desde 2014). ✨Practicante de meditación ( más de 10 años) ✨Fue productora y titular de su programa Dimensión 11:11 (103.3FM 2017-2019, Radio Fórmula. De lunes a viernes 11pm) ✨Da terapia individual basada en Mindfulness y trabajo corporal ✨Es parte del equipo que está formando la siguiente generación de maestros certificados de Yoga Espacio (2019-2020)   ► SÍGUELA EN: ◄ ☘️ YouTube: https://www.youtube.com/channel/UCIH7z1i8IapYfN33NvI7ssQ ☘️ Facebook: https://www.facebook.com/soy.maite.txu ☘️ Instagram: www.instagram.com/maitevalverdedeloyola/ ☘️ Podcast iTunes: ‎https://podcasts.apple.com/mx/podcast/maite-valverde-de-loyola/id1463115047 ☘️ Podcast Spotify: https://open.spotify.com/show/1QJS3ZLfAWxKHzIHMKN13J?si=IGcvBQ48RKu217m5mioaMg Contacto: cursosmaite@gmail.com                Hashtags:  Innovación, marcas, modelos dígitales, estrategias, CEO, negociaciones exitosas, emprendedora, líder, socios, carrera profesional, inteligencia de mercado, transformación de empresas, head hunter, liderazgo, emprender, empresarios, directores de empresas, empatía, planificación, planear, estrategia, estratégico, negocios

Olá, pessoal! Estamos de volta com o VTcast! Nesta semana, bati um papo com Paulo Carvalho, amigo de longa data que já foi meu colega em diversos trabalhos voluntários, e foi exatamente sobre essas experiências que conversamos. Paulo é hoje líder de um time de Vendas na Neoway e, na época em que gravamos este episódio, ainda em 2020, ele trabalhava na Lee Hecht Harrison, ou LHH, uma consultoria de Recursos Humanos. Paulo já foi voluntário na AIESEC, Fundação Estudar, Empresa Júnior, ABRH, Movimento Choice e mais um monte de lugares. De minha parte, já fui voluntária na AIESEC, ABRH, Instituto Viva Lendo, Frontier College e Junior Achievement, entre outros. A ideia foi mostrar todas as habilidades, networking e bagagem que você adquire ao atuar de forma consistente em projetos voluntários. E, quem sabe assim, inspirar vocês para seguirem o nosso exemplo. Olha só algumas das perguntas que fiz para Paulo: Como foi o seu primeiro trabalho voluntário? Em qual trabalho você mais se envolveu e mais se supreendeu com os resultados? Qual trabalho voluntário foi mais divertido? Que habilidades você desenvolveu no trabalho voluntário? Como o trabalho voluntário influenciou e contribuiu para a sua carreira? Por que você acha que todos deveriam fazer trabalho voluntário? Para quem nunca fez trabalho voluntário, por onde começar? Você quer participar do VTcast? Estou iniciando um quadro novo, em que as pessoas me mandam um áudio com a sua dúvida, e eu respondo aqui no VTcast. Para enviar o áudio, basta mandar uma mensagem para o Vida de Trainee pelo Instagram. O VTcast está disponível gratuitamente no Deezer, Spotify, Soundcloud e no seu aplicativo de podcasts favorito! Duração: 29 minutos Edição de Som: leomarkss Ouça as edições anteriores do VTcast! Links comentados no artigo publicado em 05/04/2021 no Vida de Trainee: https://www.vidadetrainee.com/vtcast-81-trabalho-voluntario

On this episode ICF Associate Certified Coach Jeff Sierra asks three simple questions that can help you identify actionable steps to turn your situation around, find greater joy, & determine if you're truly ready to make a change. Jeff Sierra is a Career Consultant at Lee Hecht Harrison and is the owner of Mind Fuel where he provides career coaching services to help companies & individuals maximize performance, accelerate growth, & achieve transformation. https://www.mindfuel1.com LinkedIn: Jeff Sierra --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/mondaysshouldntsuck/support

Host Tony Lee speaks with career services expert John Morgan of Lee Hecht Harrison on what to expect from the world of work in 2021 and beyond. They discuss how the pandemic will continue to impact recruiting, workforce planning and the changing role of HR.Subscribe to All Things Work on Apple Podcasts, Google Play, Spotify, Stitcher, TuneIn or wherever you listen to podcasts. Check out SHRM.org/podcasts to listen on your desktop. And be sure to rate and review the show on Apple Podcasts or on your podcatcher of choice.Keep up with SHRM by visiting the website, liking our Facebook page, checking us out on LinkedIn, and following us on Twitter and Instagram.

Jessica Aebi is a certified career coach based in San Francisco, CA. Her focus is on driven, conscientious business "doers" who tend to give so much to others they don't have the energy left to focus on their own career paths and ambitions. Jessica herself has had a zig-zagging career, which makes her adept at working with people across a variety of industries. Jessica is also a career consultant for Lee Hecht Harrison, the world's largest management consulting and outplacement firm. https://www.linkedin.com/in/jessicaaebi/Chapter Markers:00:00 - Introduction02:12 - Job Misalignment15:04 - Personality Tests17:30 - Establishing Trust/Active Listening23:23 - Resume Discussion19:57 - Job Search Misconception36:42 - Working with Recruiters40:18 - Making Money, Seasonal Jobs, and Being an Entrepreneur47:52: Lasting Thoughts

Sake Hitman is a globally experienced executive in the areas Business Transformation and Change Management, Organisational Restructuring and Business Process Outsourcing.  As Country Manager for Lee Hecht Harrison in New Zealand, Sake works with Managing Directors, senior HR managers and other key stakeholders to plan, negotiate and implement large scale restructures, downsizes and career management projects spanning the public and private sectors, covering all industries.  Previously, Sake worked for American Express Advisory Services, providing a mix of management consultancy and e-commerce solutions.  Extra-Curricular: As Honorary Consul to the Kingdom of the Netherlands, as an extension to the Dutch Embassy in New Zealand.  Sake is a Graduate from the Maastricht School of Management in Maastricht, the Netherlands.  On this Episode: Sake gives his background and how he got into management. Sake shares lessons he learned from one of his favorite leaders and how it has affected Sake’s leadership style. Denis and Sake discuss the importance of reinvention and how no leader should be exempt from reinventing themselves. Sake explains how being fundamentally approachable as a leader is important especially during changing times. Hear why Sake believes leadership is changing faster now and what leaders need to do about it. Key Takeaways: People connect emotionally with service or a product so keep your focus on customers. It’s okay to make mistakes- just not the same one every time. Focus on learning individually and providing learning for employees to prepare for the future. Tweetable Quote: “You need to reinvent yourself to stay current in the marketplace.”  Sake Hitman: You can find more and connect with Sake on LinkedIn: https://www.linkedin.com/in/sake-hitman-33b99b/ Resources: Email: denis@leadingchangepartners.com Leadership Is Changing FaceBook Grouphttps://www.facebook.com/groups/LeadershipIsChanging/ ( https://www.facebook.com/groups/LeadershipIsChanging/)

Janice Hale-Harris knows what it means to just “go with the flow” in your career. She started in corporate, “retired” to spend time with family, returned to corporate in a different industry, left to become an entrepreneur (the hardest work she's ever done), and returned to corporate. She “climbed the ladder.” But, she knows we are more than our titles, not every dollar is worth pursuing and leadership is about listening with your head AND your heart. About the Guest: Janice Hale-Harris is a seasoned professional in leadership strategies with extensive experience in achieving the best in Human Capitol.  She currently leads Organizational Development and Strategy for Waste Management. Janice was President of KH Technologies, Inc. providing coaching and consulting for business leaders, NBA and NFL players.   She also served as Senior Vice President and General Manager for Lee Hecht Harrison's South Texas area.  This role utilized her extensive experience providing the world's leading names in business with a variety of career transition services as well as executive coaching and leadership development.  She developed sales and marketing expertise with Microsoft Corporation as Manager of the company's retail market segment across a four-state territory.  Janice has also applied her management skills as a franchise owner for one of the fastest growing franchise chains in the U.S.  Janice has an MBA from Texas Woman's University and a BS degree in Communications from Syracuse University.  She is a Master Certified DDI Facilitator, an Insights Facilitator, Birkman facilitator, Arbinger Facilitator and a Certified Spiritual Director.  Janice is also a Hogan assessment specialist. Among her many professional and civic affiliations, she serves as immediate past Board Chair for Houston Public Media supporting Houston's NPR, Classical Radio and PBS Television station.  She is also a board member of Houston's Tax Increment Reinvestment Zone Five. Janice is a Lifetime member of the NAACP, a member of Delta Sigma Theta, The Links, Inc. and an American Leadership Forum Senior Fellow.   Janice serves the March of Dimes as a Steering Committee Member Advocate for Birth Equity for Women of Color. Janice has authored a short story and journal series entitled Hand In Hand, a way to have meaningful physical connection to friends and family no matter where they reside   Resource Links  Book referenced by Janice: Hope for the Flowers by Trina Paulus (can be found on Amazon.   About the Host: Laurel Rutledge's human-centered approach, empathy, and understanding of individual needs make her a top-notch personal advisor and women's leadership coach. Her care and compassion have made her an indispensable guide for countless women navigating the next phases of their lives and careers. Add to that her intimate knowledge of the HR landscape, and it becomes clear why her HR clients have had such transformative experiences. Just as Rutledge has helped countless others get out of their rut and off of the ledge, so too can she help you. After receiving her MBA, Laurel moved from accounting and consulting to human resources, driven by a desire to do good in a business environment. It quickly became apparent that the switch had been a good choice — she flourished professionally and became happier, satisfied with the difference she could make through her work. After a 30-year career, she left the corporate world, but her passion for HR and helping others has only grown. Now, she works one-on-one with clients, leveraging her experience in leadership and personal development to help them get the most of out their lives and careers. From her beginnings as a consultant at Deloitte to her time as VP of HR at Covestro, Laurel has seen more sides of the business world than most. She's achieved technical mastery of HR, with a deep knowledge of the rules and regulations that must be followed. She's also a people person, perceptive and outgoing, with a sixth sense for helping others to see the difference between what they want and what they need. The culmination of this is in her personal philosophy: “lead with your heart, act with your head.” Find out more at: https://laurelrutledge.com   Thanks for listening! Thanks so much for listening to our podcast! If you enjoyed this episode and think that others could benefit from listening, please share it using the social media buttons on this page. Do you have some feedback or questions about this episode? Leave a comment in the section below! Subscribe to the podcast If you would like to get automatic updates of new podcast episodes, you can subscribe to the podcast on Apple Podcasts or Stitcher. You can also subscribe from the podcast app on your mobile device. Leave us an Apple Podcasts review Ratings and reviews from our listeners are extremely valuable to us and greatly appreciated. They help our podcast rank higher on Apple Podcasts, which exposes our show to more awesome listeners like you. If you have a minute, please leave an honest review on Apple Podcasts.

Alex Vincent is Senior Vice President, Leadership Transformation with Lee Hecht Harrison. Alex’s focus is on helping maximize individual, team and organizational performance. He is an experienced facilitator and consultant in the area of leadership development focusing on personal leadership, team coaching, and the execution of organizational strategy. He excels in helping clients realize their leadership potential by developing team synergies through group facilitation and establishing clear direction and focus to driving results. His exceptional communication abilities combined with his creativity have allowed him to develop and deliver workshops on coaching for results, leading cultural change, and strategic leadership. Alex has worked with organizations in a variety of sectors — including telecommunications, engineering, healthcare, pharmaceuticals, financial, professional services, and public sector. Alex completed his Ph.D. in Psychology at the University of Toronto and went on to complete post-doctoral studies in the Human Performance Laboratory at York University. He is a Professional Certified Coach with the International Coaching Federation, as well as a previous faculty member in the department of Psychology at the John Molson School of Business, Concordia University. On This Episode: Learn how Alex got exposed to the concepts of psychology and began managing research projects. Alex discusses his time as a security and safety consultant with the U.N. Denis and Alex discuss the importance of adapting your leadership style to various contexts. Key Takeaways: Context is continuously evolving. Lose wisely. Your team has to feel both physically and psychologically safe. Tweetable Quotes: It’s not about winning it’s about how you win. To be an effective leader you have to understand the people you lead. Dr. Alex Vincent: https://www.linkedin.com/in/alexv4/ (https://www.linkedin.com/in/alexv4/) Denis Gianoutsos: denis@leadingchangepartners.com https://my.captivate.fm/www.LeadingChangePartners.com%C2%A0 (www.LeadingChangePartners.com )

Lee Hecht Harrison surveyed 277 human resource managers to find out what was missing from the job candidates they receive application materials from.The prompt was: “Please rate how detrimental you believe each of the following issues is to a candidate's chances of being selected for an interview.”Lack of job-related skills…9.0Lack of required technical skills/experience…8.7Spelling and/or grammatical errors on application materials…8.5Lack of required education and/or training…8.1Inappropriate social media content…7.7Resume doesn't showcase results or accomplishments…7.5Gaps in work history…7.4Lack of industry experience…7.3Lack of tenure in current/previous position…7.3Titles don't accurately reflect positions and/or responsibilities…7.0Poorly defined value proposition…6.2Generic resume and cover letter…6.0Failure to include a cover letter…3.9The MessagesIt seems that unqualified, or minimally qualified, candidates are applying for positions due to the prevalence of job boards and ATS (Applicant Tracking Systems).The inboxes of HR managers are filled with applications from unqualified candidates, increasing the chances that your qualified application may be overlooked in the pile. Or that the employer will try to bypass publicly posting their jobs the next time around.Another message: You can be well-educated and have great, relevant work experience…but not get called in for an interview because your marketing materials are riddled with misspelled words and poor grammar.You can be THE perfect candidate…until they Google you and find some unfortunate content…or a lack of positive professional content.You can be a great candidate EXCEPT for your habit of job-hopping, and the fact that you've only been in your current role for six months.I've hired a lot of employees over the years, and here's my biggie: It's the whole resume thing. Mis-spelled words, poor grammar, and inconsistent formatting drives me NUTS. Of course it does, I'm a Master Resume Writer. Want help finding your next job? Here's the link to a series of FREE webinars I'm conducting in July to support you:https://mastercoachwebinars.carrd.co/ To visit my website: www.exclusivecareercoaching.com Follow My YouTube channel (Lesa Edwards); it's chocked full of valuable career management content in easily digestible bites. Want to speak with an expert about your career/job search goals? Need help figuring out what's holding you back from achieving your dream career? Let's talk. Here's the link to schedule a 45-minute consult call with me: https://my.timetrade.com/book/KRKLS.Hope to see you soon!

Lee Hecht Harrison surveyed 277 human resource managers to find out what was missing from the job candidates they receive application materials from. The prompt was: “Please rate how detrimental you believe each of the following issues is to a candidate's chances of being selected for an interview.” Lack of job-related skills…9.0 Lack of required technical skills/experience…8.7 Spelling and/or grammatical errors on application materials…8.5 Lack of required education and/or training…8.1 Inappropriate social media content…7.7 Resume doesn't showcase results or accomplishments…7.5 Gaps in work history…7.4 Lack of industry experience…7.3 Lack of tenure in current/previous position…7.3 Titles don't accurately reflect positions and/or responsibilities…7.0 Poorly defined value proposition…6.2 Generic resume and cover letter…6.0 Failure to include a cover letter…3.9 The Messages It seems that unqualified, or minimally qualified, candidates are applying for positions due to the prevalence of job boards and ATS (Applicant Tracking Systems). The inboxes of HR managers are filled with applications from unqualified candidates, increasing the chances that your qualified application may be overlooked in the pile. Or that the employer will try to bypass publicly posting their jobs the next time around. Another message: You can be well-educated and have great, relevant work experience…but not get called in for an interview because your marketing materials are riddled with misspelled words and poor grammar. You can be THE perfect candidate…until they Google you and find some unfortunate content…or a lack of positive professional content. You can be a great candidate EXCEPT for your habit of job-hopping, and the fact that you've only been in your current role for six months. I've hired a lot of employees over the years, and here's my biggie: It's the whole resume thing. Mis-spelled words, poor grammar, and inconsistent formatting drives me NUTS. Of course it does, I'm a Master Resume Writer.   Want help finding your next job? Here's the link to a series of FREE webinars I'm conducting in July to support you: https://mastercoachwebinars.carrd.co/ To visit my website: www.exclusivecareercoaching.com   Follow My YouTube channel (Lesa Edwards); it's chocked full of valuable career management content in easily digestible bites. Want to speak with an expert about your career/job search goals? Need help figuring out what's holding you back from achieving your dream career? Let's talk. Here's the link to schedule a 45-minute consult call with me:  https://my.timetrade.com/book/KRKLS. Hope to see you soon!

Ricardo Viana Vargas é graduado em Engenharia, considerado uma das referências globais em gerenciamento de projetos , autor de vários livros sobre o assunto e Diretor Executivo da Brightline Initiative, formada pelo The Boston Consulting Group (BCG), Project Management Institute (PMI), Bristol-Myers Squibb, Saudi Telecom Company, Lee Hecht Harrison, NetEase e pela Agile Alliance.

As the founder of NextCareer Coaching, Elizabeth Borelli has remained a top-ranked career counsellor for multi-national talent conglomerate Lee Hecht Harrison since 2016. She leverages a BA in Psychology and ICF Coaching Credential with multiple accreditations to help her clients find their niche, build their brand and reach their business goals. We discuss: A windy road to a purpose-driven role [1:55] Why getting sales as quickly as possible is key to pivoting [5:20] How to speed up a start-up business if you have been laid off [7:20] The mechanics of prioritizing in networking [9:41] The mistake a lot of people make when reaching out to people in their network [13:07] A confused mind always says “no” [16:20] How to approach an introduction to a second-level decision maker [18:47] The [in]credible power of referrals [19:53] The more you connect, the more likely you’re going to be connected [21:21] Learn more about Elizabeth at   www.nextcareercoaching.com (http://www.nextcareercoaching.com/) . Brief Description of Gift A complimentary coaching consultation URL for free gift https://nextcareercoaching.com/gift (https://nextcareercoaching.com/gift)

Did you know the job market has really changed over the last 5-10 years? In Episode 11 of CareerMoveSECRETS Podcast I interview JC Townend, CEO UK and Ireland at LHH an outsourcing and Talent Management business. JC Townend is one of the very best senior Executives I have had the pleasure to work with as both a client and a candidate. JC has over 25 years experience leading Professional Service businesses. She has lead Management Consulting businesses of over $100 million turnover and managed workforces of over 1000. JC brings a very interesting triple layer perspective to our discussion. JC is a real top level operator, she shares her experience as a senior hiring manager, all the different methods she uses and when she is prepared to create a role for the right individual. She also shares her career story and she admits that even with her experience, the task of being an active job seeker was very tough. Finally JC explains how her business Lee Hecht Harrison works with clients to manage their redundancy programmes. LHH helps 30,000 people a year make career transitions, in a job market that has changed so much over the last 10 years. An excellent episode with an excellent guest!

Hoy toca hablar de una temática deseada por muchos: el Mercado Oculto de Empleo: Según un estudio realizado por Lee Hecht Harrison (división del Grupo Adecco) tres de cada cuatro ofertas de trabajo no son visibles. El INE afirma que el 60% de los españoles encuentran empleo a través del mercado oculto. (Recuerda: puedes descargar mi "Guía para escribir tu perfil de LinkedIn en 30 minutos: 50 ejemplos + 5 estrategias") En este capítulo hablamos con  Xose Alberte Cea, orientador laboral para el Concello de Vigo. A mi juicio, Alberte es  una de las personas más apasionadas y con mayor conocimiento sobre la búsqueda de empleo, con uno de los mejores blogs en habla castellana sobre empleabilidad. Visita el blog de Xose Alberte Cea Perfil de Xose Alberte en LinkedIn Hemos comentado las siguientes cuestiones: ¿Qué es el mercado oculto de trabajo? ¿Por qué es importante LinkedIn para acceder a él? ¿Qué crees que suele pensar/ hacer la gente sobre el mercado oculto y están equivocados? Buenas prácticas para ser visible en el mercado oculto ¿Cuál ha sido el aprendizaje más destacado? Entender qué nos puede proporcionar LinkedIn: Con más de 690 millones de usuarios,LinkedIn no entendió el mercado laboral como un portal de empleo. Lo entendió como una red de contactos. Y esto favorece los deseos de contratación de muchas empresas. ¿Por qué funciona el mercado oculto?: porque es eficaz barato y seguro para las empresas. Suscríbete al podcast para enterarte de más capítulos como este: Suscribirse al podcast Bibliografía sobre el Mercado Oculto de empleo: https://www.eleconomista.es/empleo/noticias/8255928/03/17/El-mercado-oculto-del-empleo-en-Espana-tres-de-cada-cuatro-ofertas-de-trabajo-no-son-visibles.html https://blog.bankinter.com/economia/-/noticia/2014/10/23/el-60-de-los-espanoles-encuentra-trabajo-gracias-a-los-enchufes-y-la-casualidad.aspx

Melanie Pistiolas, Executive Coach, LinkedIn Subject Matter Expert @ Lee Hecht Harrison and Ryan O'Donnell, CEO at EmployUs discuss Coaching HR and recruiting professionals on how to "walk the walk" by improving their own presence on LinkedIn

On episode #13 of the 2B Bolder podcast, Katie Kelley, author of Career Courage and Senior Vice President of Talent Development Solutions at Lee Hecht Harrison, shares details about her role and responsibilities and why she loves what she does. Hear how her job is a great cumulation of her skills and experiences and how her personal journey prepared her for this role.Hear her talk about the time in her life when she was an entrepreneur, and how she became the author of Career Courage. She shares fun details of how the book came about, what the process was like, and why it is so relevant for today's career-minded individuals. The 2B Bolder Podcast provides you first-hand access to some amazing women. Guests will include women from leading enterprise companies to startups, women execs, to coders, account execs, engineers, doctors, and innovators. To be inspired visit https://www.2bbolder.com/podcastsLearn more about the book Career Courage https://www.amazon.com/Career-Courage-Discover-Passion-Comfort/dp/0814436749​Connect with ​Katie Kelley on LinkedIn https://www.linkedin.com/in/katie-c-kelley-4a18b94/Learn more​ about Lee Hecht Harrison https://www.lhh.com/us/en

Host and Industrial Psychologist, Bernardo Tirado PMP, interviews Charlotte A. Lee, Senior Vice President, Executive Coach, Advisor for LHH's ICEO program for C-suite executives as well as the Managing Consultant for the NYC and Stamford offices. LHH is the world's largest outplacement practice, with 300 offices in over 65 countries. Prior to LHH, CharIotte was the Lead Consultant for the New York office of DBM, an outplacement firm owned by a private equity firm. Charlotte coaches senior executives in a variety of industries including financial services, consumer, legal, telecom media, and professional services. Charlotte is also an author and has also published Bring a Dead Mouse and more recently a children’s book Where Are You, Moon? ✅ Follow us on: PsychologyToday | https://www.psychologytoday.com/us/blog/digital-leaders Twitter | https://www.twitter.com/professortirado Facebook | https://www.facebook.com/welbeckadvisors Instagram | https://www.instagram.com/professortirado Linkedin | https://www.linkedin.com/company/20569741 ✅ For business inquiries, send us a message at hello@welbeckadvisors.com #careers #interviews #lhh

I had the wonderful opportunity to sit down with my good friend Karl Hebenstreit to talk about how he uses the Enneagram in business and with teams. This is a topic we haven't covered on this podcast, so I'm excited to have Karl drop his knowledge! Here's more about Karl: Karl’s 20+ year career spans the areas of HR and OD in the biotechnology, clinical diagnostics, life sciences, healthcare, pharmaceutical, telecommunications, professional services, high-tech, and real estate services industries, having worked at Merck, Bellcore, AT&T, Lee Hecht Harrison, Cushman & Wakefield, Kaiser Permanente, EMC², Bio-Rad Laboratories, and, currently at Genentech as a Principal Organization Development Partner.  His clients range from individual contributors to SVPs being coached in interpersonal effectiveness/EQ, strategic thinking, professional growth/development, team-building, and new leadership role integration. His PhD is in Organizational Psychology from CSPP and his MS is in HR Management from Rutgers. Check out his book, The How and Why: Taking Care of Business with the Enneagram. Get Karl's book here: https://www.barnesandnoble.com/w/the-how-and-why-phd-r-karl-hebenstreit/1123707804?ean=9781519604071   Be sure to subscribe so you don't miss any of the action, and don't forget to give us a rating and a written review in your podcast app!   Here's the link to RSVP to my GRADUATION PARTY! eventbrite.com/e/abis-graduation-party-tickets-66271661323 If you're wanting to sign up for any of my workshops coming up click here: www.consciousenneagram.com/events If you're enjoying this podcast and the work I'm doing on my social media outlets, consider becoming a sustaining partner. It's fast, easy, and you can help out with as little as $1 a month! Sign up here: https://www.patreon.com/consciousenneagram You can also give a one-time gift at www.consciousenneagram.com/support  Be sure to connect with me on the social medias! Facebook Instagram  Twitter

Tobias Müller ist Outplacementberater und Arbeitsmarktexperte bei Lee Hecht Harrison. Unter anderem für IT Spezialisten. Und ich wollte mit ihm mal über die Sicht auf den Arbeitsmarkt von den IT'lern sprechen. Aber irgendwie haben wir auch über alles andere gesprochen. Z. B. darüber, dass sich aus drei oder vier Bulletpoints im Lebenslauf nicht herauslesen lässt, was jemand kann - und was nicht. Eigentlich völliger Schwachsinn, dieses Verfahren. Sage ich ja auch - und doch habe ich bei diesem Gespräch immer wieder die Seite der Arbeitgeber verteidigt. Echt komisch. Sooo einfach ist es eben ja doch nicht. Oder? Vielen Spaß beim Hören! ;-)

Der Future Talk macht eine kurze Sommerpause, Ende Juli sind wir mit neuen Episoden zurück. In dieser Zeit präsentieren wir euch Highlights ausgewählter Episoden der letzten 12 Monate im wöchentlichen Rhythmus. Welche Bedeutung hat die Altersklasse Ü50 für den Arbeitsmarkt? Wie kann es sein, dass Unternehmen einerseits einen Fachkräftemangel beklagen, sich andererseits viele aber gerne von erfahrenen, älteren Arbeitnehmern trennen? Wir erläutern das Thema Arbeitsmarktfähigkeit der Ü50 Arbeitnehmenden in unserem Podcast Interview mit Andreas Rudolph, Managing Director bei Lee Hecht Harrison (LHH) Schweiz, einer Tochter des grössten Personaldienstleisters Adecco. Lee Hecht Harrison ist spezialisiert auf Outplacement (von Unternehmen finanzierte Karriereberatung für Mitarbeiter im Falle einer Kündigung) und Karriere Coaching. Es gibt kaum einen Themenbereich, der so stark von Vorurteilen und Klischees geprägt ist, wie die Diskussion über die Arbeitsmarktfähigkeit von älteren Arbeitnehmenden. Wir wollen es genau Wissen und erfahren von Andreas Rudolph unter anderem was am medialen Schreckensgespenst der Altersarbeitslosigkeit dran ist, ob die älteren Arbeitnehmer tatsächlich nicht über die richtigen Skills verfügen und was Seitens der Unternehmen nötig ist, um ältere Mitarbeiter und ihr Know-How zu halten, oder auch gezielt Ü50 Kandidaten zu rekrutieren. Ich wünsche dir viel Spass bei dem Gespräch das wir im Februar 2019 aufgezeichnet haben! Zu Andreas Rudolph LinkedIn Zu Lee Hecht Harrison Homepage LinkedIn LHH Zu aktuellen Future of Work Studien: Die Stimme der Arbeitnehmer in der Schweiz Deloitte HR Studie Der Arbeitsplatz der Zukunft Hinterlasse hier eine Bewertung und eine Rezension! Neben iTunes kannst du unseren Podcast auch bei Spotify, Soundcloud, Stitcher und anderen Podcast Apps hören. Über Dein Feedback und Deine Anregungen zu diesem Podcast freuen wir uns sehr. Besuche uns auf unseren Websites Deloitte Schweiz und Deloitte Deutschland

François Moreau est Président de Lee Hecht Harrison Altedia. LHH Altedia accompagne les entreprises et les organisations dans tous leurs projets de transformation.

Ken Rutsky is a B2B marketing consultant with over 30 years of industry experience. A renowned specialist in achieving and growing market leadership, he has advised a range of B2B companies, including Cisco, FireEye, Lee Hecht Harrison, and such venture capital funded high-growth startups as Jumio and Skyhigh Networks. He is the author of Launching […] The post 117 – Flashmobs, Parades and Ignited Movements: How to Uncork Your Market Leadership with Ken Rutsky appeared first on Jake A Carlson.

Dorothy Montgomery is a versatile human resources (HR) professional with a diverse background leading and executing business strategy across various disciplines, geographies and industries. Committed and passionate about building effective partnerships across all levels and functions to proactively solve business problems, she enhances organizational performance, and executes strategic people initiatives. Prior to her current Senior Career Coach at Lee Hecht Harrison she was the Global Processes, Potential and Learning Senior Manager at Molson Coors and the Senior Manager of Learning and Development at Walt Disney Studios. You can contact her at dorothymontgomery22@gmail.com or visit www.transformingperspectives.co. To find out more about Laura and her speaking, coaching, and other hosting work visit her website at: powershour.biz . You can also find Laura on twitter @thatlaurapowers, on Facebook @thatlaurapowers and on instagram at laurapowers44.

Dorothy Montgomery is a versatile human resources (HR) professional with a diverse background leading and executing business strategy across various disciplines, geographies and industries. Committed and passionate about building effective partnerships across all levels and functions to proactively solve business problems, she enhances organizational performance, and executes strategic people initiatives. Prior to her current Senior Career Coach at Lee Hecht Harrison she was the Global Processes, Potential and Learning Senior Manager at Molson Coors and the Senior Manager of Learning and Development at Walt Disney Studios. You can contact her at dorothymontgomery22@gmail.com or visit www.transformingperspectives.co. To find out more about Laura and her speaking, coaching, and other hosting work visit her website at: powershour.biz . You can also find Laura on twitter @thatlaurapowers, on Facebook @thatlaurapowers and on instagram at laurapowers44.

Welche Bedeutung hat die Altersklasse Ü50 für den Arbeitsmarkt? Wie kann es sein, dass Unternehmen einerseits einen Fachkräftemangel beklagen, sich andererseits viele aber gerne von erfahrenen, älteren Arbeitnehmern trennen? Wir erläutern das Thema Arbeitsmarktfähigkeit der Ü50 Arbeitnehmenden in unserem heutigen Podcast Interview mit Andreas Rudolph, Managing Director bei Lee Hecht Harrison (LHH) Schweiz, einer Tochter des grössten Personaldienstleisters Adecco. Lee Hecht Harrison ist spezialisiert auf Outplacement (von Unternehmen finanzierte Karriereberatung für Mitarbeiter im Falle einer Kündigung) und Karriere Coaching. Es gibt kaum einen Themenbereich, der so stark von Vorurteilen und Klischees geprägt ist, wie die Diskussion über die Arbeitsmarktfähigkeit von älteren Arbeitnehmenden. Wir wollen es genau Wissen und erfahren von Andreas Rudolph unter anderem was am medialen Schreckensgespenst der Altersarbeitslosigkeit dran ist, ob die älteren Arbeitnehmer tatsächlich nicht über die richtigen Skills verfügen und was Seitens der Unternehmen nötig ist, um ältere Mitarbeiter und ihr Know-How zu halten, oder auch gezielt Ü50 Kandidaten zu rekrutieren. Ich wünsche dir viel Spass bei dem Gespräch! Zu Andreas Rudolph LinkedIn Zu Lee Hecht Harrison Homepage LinkedIn LHH Zu aktuellen Future of Work Studien: Die Stimme der Arbeitnehmer in der Schweiz Deloitte HR Studie Der Arbeitsplatz der Zukunft Hinterlasse hier eine Bewertung und eine Rezension! Neben iTunes kannst du unseren Podcast auch bei Spotify, Soundcloud, Stitcher und anderen Podcast Apps hören. Über Dein Feedback und Deine Anregungen zu diesem Podcast freuen wir uns sehr. Besuche uns auf unseren Websites Deloitte Schweiz und Deloitte Deutschland

Dorothy Montgomery is a versatile human resources (HR) professional with a diverse background leading and executing business strategy across various disciplines, geographies and industries. Committed and passionate about building effective partnerships across all levels and functions to proactively solve business problems, she enhances organizational performance, and executes strategic people initiatives. Prior to her current Senior Career Coach at Lee Hecht Harrison she was the Global Processes, Potential and Learning Senior Manager at Molson Coors and the Senior Manager of Learning and Development at Walt Disney Studios. Visit her website at www.transformingperspectives.co or contact her at dorothymontgomery22@gmail.com. To find out more about Laura and her speaking, coaching, and other hosting work visit her website at: powershour.biz . You can also find Laura on twitter @thatlaurapowers, on Facebook @thatlaurapowers and on instagram at laurapowers44.

Ken Rutsky is an author, blogger, keynote speaker, and B2B marketing consultant with over 30 years of industry experience. A renowned specialist in achieving and growing market leadership, he has advised a range of B2B companies, including Cisco, FireEye, Lee Hecht Harrison, and such venture capital funded high-growth startups as Jumio and Skyhigh Networks. His new book isLaunching to Leading: How B2B Market Leaders Create Flashmobs, Marshal Parades, and Ignite Movements. Learn more at kenrutsky.com.    Watch my Celebrity interviews on my YouTube Channel! Go here> https://goo.gl/EA9x6D Connect with Bert Martinez on Facebook. Connect with Bert Martinez on Twitter.

Enjoy this BONUS Episode - Q & A with Mike Schultz, President of RAIN Group A few highlights... we talk about:  New research proving that cold calls and outbound still works to generate sales Insights into what buyers wants from sellers Which channels work, in what context and sequence, to create sales pipeline You also like: Top Performing Sales Propsecting More about our guest: President of RAIN Group, Mike Schultz is world-renowned as a consultant and sales expert. He is co-author of several books including the Wall Street Journal bestseller Rainmaking Conversations: How to Influence, Persuade, and Sell in Any Situation (Wiley, 2011) and Insight Selling: Surprising Research on What Sales Winners Do Differently (Wiley, 2014). He was named the Top Sales Thought Leader globally in 2011 by Top Sales Awards. Mike and the team at RAIN Group have worked with organizations such as Toyota, Monitor-Deloitte, Harvard Business School, Oracle, Fidelity Investments, Ryder, Quintiles, UL, Navigant Consulting, Hitachi, Lee Hecht Harrison, Lowe's, and hundreds of others to unleash sales performance. News outlets such as Business Week, The Globe and Mail, Inc. Magazine, MSNBC, and hundreds of others have featured Mike's original articles and white papers, and frequently quote him as an expert. Mike's most recent research includes What Sales Winners Do Differently,Top Performance in Strategic Account Management, and theTop-Performing Sales Organization. Along with his books, Mike has written hundreds of articles, case studies, research reports, white papers, and other publications in the areas of selling and marketing. He also writes for the RAIN Group Sales Blog. Mike is also the director of the RAIN Group Center for Sales Research. Mike is a graduate of Brandeis University in Waltham, MA with a B.A. in American Studies, and holds an MBA from the F.W. Olin Graduate School of Business at Babson College. Mike is currently on the faculty teaching sales at the Brandeis International Business School. Mike also enjoys fly fishing and golf, and actively studies and teaches the traditional martial arts of Seirenkai Karate and Jujitsu, holding the ranks of third degree black belt and Sensei. He lives on a lake west of Boston.

Listen on iTunes while surfing!  When to decide that Sales Training is Needed to Overcome Sales Shortfalls After three months, sales are slipping and the sales manager is on the hot seat in the staff meeting. Everyone in the c-suite chimes in on what’s causing the slump. One of the things that always surfaces is, lets retrain the reps. It is as if they forgot: ----more---- How to sell How to close How to sell the products How to prospect, etc. How to manage their time How to do demos Soon everyone agrees (usually except the sales manager if the reps are retrained everything will go back to normal. Not really. It’s as if they have all bought into the belief that the salespeople have forgotten how to sell. To address this issue today of knowing when to retrain your sales reps, we interview Mike Schultz, president of the Rain Group an award winning sales training company. Schultz will surprise you with his answers which debunk the average board room trash talk about sales. About our Guest Mike Schultz is president of RAIN Group, Director of the RAIN Group Center for Sales Research, and best-selling author of Insight Selling Rainmaking Conversations. He’s been named a Top Sales Thought Leader globally by Top Sales Awards. Mike and the team at RAIN Group have worked with organizations such as Toyota, Bright Horizons, BNY Mellon, BDO, Hitachi, Lee Hecht Harrison, Lowe’s, Agilysys, and hundreds of others to unleash sales performance. Business Week, Forbes, Inc. Magazine, MSNBC and hundreds of others have featured Mike's original articles, research, and white papers, and frequently quote him as one of world's leading sales experts.  About the Rain Group RAIN Group is a global sales training and performance improvement company that unleashes sales potential by delivering transformational experiences for clients. Named a Top 20 Sales Training Company globally by Selling Power, RAIN Group has helped hundreds of thousands of professionals, managers, and sales leaders significantly increase their sales results. Headquartered in Boston, RAIN Group has offices across the U.S. and internationally in Bogota, Geneva, Johannesburg, London, Mumbai, Sydney, and Toronto.  Sponsor for this show: Goldmine CRM  Get more from the cloud with GoldMine workspaces. Flexible sign up options for BYOL hosting or subscription with monthly or annual terms. Designed for customers with Windows server-based applications but looking to off-load their on-premises server equipment.

Culture fit and team chemistry are important factors in hiring today. If you’ve got a job interviewer, the hiring manager probably knows you’re qualified for the job. What they want to find out is whether you’ll fit in and work well with their team. While you need to prepare to answer tough questions in a job interview, you also need to be friendly and win over the hiring manager. In this episode, our guest shares lots of tips to do just that.   About Our Guest: Dalena Bradley Dalena Bradley is a professional resume writer, interview coach, and career marketing specialist. Before launching her own practice (www.dalenabradley.com), Dalena worked in corporate communications, was an executive recruiter with Woodworth International Group and served as an outplacement consultant with Lee Hecht Harrison. Resources in this Episode Resource of the week: The Planet Money team explains a lesser-known jobs statistic that highlights worker confidence. Listen to the audio clip: Why Quitting is Awesome (www.npr.org/sections/money/2018/01/09/576829352/why-quitting-is-awesome) Listener question: Marjorie Alvarez asks what to do when you notice a typo in a resume you just submitted to an employer From our guest: Dalena shares an additional resource with our listeners. Check it out here: www.dalenabradley.com/findyourdreamjob  

Dr. Dawn Graham, career expert and author, talks with Laura Zarrow about practical tips for switching careers. She is a contributing writer for Forbes and her first book “Switchers: The Smart Professional’s Guide to Changing Careers and Seizing Success” is in press (AMACOM) and due in stores in summer 2018.She is one of the country’s leading career coaches, with almost two decades of experience in recruiting, coaching, career management, leadership assessment, training, and business transformation. As director of career management for The Wharton School’s Executive MBA program, Dawn works with a population of hard driving business executives, most of whom are changing careers at the prime of their professional lives while vying for some of the world’s most competitive jobs. Dawn also host Sirius XM Radio's popular weekly call-in talk show “Career Talk,” offering advice on career transitions to a diverse population of North America.Prior to joining Wharton, Dawn ran her own career coaching business and had a successful career at Personnel Decisions International (a Korn Ferry company), providing executive consulting, assessment, and coaching services and also implementing the firm’s global talent resource allocation infrastructure. Before that, Dawn gained exposure to corporate talent development via recruiting, training and coaching roles at companies such as Arthur Andersen, AT&T, and Lee Hecht Harrison.A licensed psychologist, Dawn holds a doctorate in counseling psychology from the University of Denver, a master’s degree in applied behavioral science from the Johns Hopkins University, and a bachelors’ degree in psychology from Seton Hall University. She is on the Board of Directors for the MBA Career Services for Working Professionals Alliance, and a member of the Association of Career Professionals International and the American Psychological Association.Aired February 21, 2018 See acast.com/privacy for privacy and opt-out information.

Enjoy this BONUS Episode - Q & A with Mike Schultz, President of RAIN Group A few highlights... we talk about:  New research proving that cold calls and outbound still works to generate sales Insights into what buyers wants from sellers Which channels work, in what context and sequence, to create sales pipeline More about our guest:   President of RAIN Group, Mike Schultz is world-renowned as a consultant and sales expert. He is co-author of several books including the Wall Street Journal bestseller Rainmaking Conversations: How to Influence, Persuade, and Sell in Any Situation (Wiley, 2011) and Insight Selling: Surprising Research on What Sales Winners Do Differently (Wiley, 2014). He was named the Top Sales Thought Leader globally in 2011 by Top Sales Awards. Mike and the team at RAIN Group have worked with organizations such as Toyota, Monitor-Deloitte, Harvard Business School, Oracle, Fidelity Investments, Ryder, Quintiles, UL, Navigant Consulting, Hitachi, Lee Hecht Harrison, Lowe's, and hundreds of others to unleash sales performance. News outlets such as Business Week, The Globe and Mail, Inc. Magazine, MSNBC, and hundreds of others have featured Mike's original articles and white papers, and frequently quote him as an expert. Mike's most recent research includes What Sales Winners Do Differently, Top Performance in Strategic Account Management, and the Top-Performing Sales Organization. Along with his books, Mike has written hundreds of articles, case studies, research reports, white papers, and other publications in the areas of selling and marketing. He also writes for the RAIN Group Sales Blog. Mike is also the director of the RAIN Group Center for Sales Research. Mike is a graduate of Brandeis University in Waltham, MA with a B.A. in American Studies, and holds an MBA from the F.W. Olin Graduate School of Business at Babson College. Mike is currently on the faculty teaching sales at the Brandeis International Business School. Mike also enjoys fly fishing and golf, and actively studies and teaches the traditional martial arts of Seirenkai Karate and Jujitsu, holding the ranks of third degree black belt and Sensei. He lives on a lake west of Boston.

A entrevistada deste episódio é Fabrícia Faé, da Lee Hecht Harrison, bateu um papo muito interessante conosco sobre a realidade prática de quem exerce funções de liderança.

In this episode, Paige sits with Tammy Heermann to discuss her journey in the Oil and Gas Industry as Senior Vice President of Leadership Transformation for Lee Hecht Harrison and her research of what successful organizations are doing differently to make real progress in impacting the ability of women to advance in their careers. Reach out to Tammy and read more on Elevating Women in Leadership. Leave a Review Be apart of community and help your colleagues and peers by leaving a review in iTunes. Bulwark has a Winner Joe P., you're this week's winner! Congratulations and enjoy! Sign Up and Win For a chance to win a $200 gift card from The Capital Grille, visit www.bulwark.com/podcast, enter your information every week and listen to see if you're the next to get that steak dinner! 2018 Event Sponsors OGGN is currently accepting event sponsors for 2018.  If you would like to get your company in front of our large global audience, reach out to us and we would be happy to share the details. More Oil and Gas Global Network Podcasts Oil and Gas This Week Podcast | Oil and Gas HS&E Podcast Engage with Oil and Gas Global Network LinkedIn Group | Facebook David Studio Emin is OGGN's Professional Audio Editor for all of our shows.  If you're interested in services, send an e-mail with OGGN in the subject to receive $5 off. Connect with Paige Wilson LinkedIn | Twitter | E-Mail | Oil and Gas Global Network

In this episode, Paige sits with Tammy Heermann to discuss her journey in the Oil and Gas Industry as Senior Vice President of Leadership Transformation for Lee Hecht Harrison and her research of what successful organizations are doing differently to make real progress in impacting the ability of women to advance in their careers. Reach out to Tammy and read more on Elevating Women in Leadership. Leave a Review Be apart of community and help your colleagues and peers by leaving a review in iTunes. Bulwark has a Winner Joe P., you're this week's winner! Congratulations and enjoy! Sign Up and Win For a chance to win a $200 gift card from The Capital Grille, visit www.bulwark.com/podcast, enter your information every week and listen to see if you're the next to get that steak dinner! 2018 Event Sponsors OGGN is currently accepting event sponsors for 2018.  If you would like to get your company in front of our large global audience, reach out to us and we would be happy to share the details. More Oil and Gas Global Network Podcasts Oil and Gas This Week Podcast | Oil and Gas HS&E Podcast Engage with Oil and Gas Global Network LinkedIn Group | Facebook David Studio Emin is OGGN's Professional Audio Editor for all of our shows.  If you're interested in services, send an e-mail with OGGN in the subject to receive $5 off. Connect with Paige Wilson LinkedIn | Twitter | E-Mail | Oil and Gas Global Network

Jennifer Hill talks to career and LinkedIn expert, Andrew Ko, about upcoming trends for 2018. Andrew emphasizes the importance of in-person networking and building your brand via LinkedIn when looking for a new position. Andrew also discusses an increase in the use of Chatbots and AI both in the hiring process in 2018. He also suggests using photofeeler.com when choosing the perfect picture for your LinkedIn profile. linkedin.com/in/andrewrko Andrew R. Ko is a certified career coaching and training professional. He is an Executive Career Coach consultant with Dragon Career Services, a Career Coach with Lee Hecht Harrison and is a Facilitation and Training consultant with Los Angeles Valley College. In addition to his consulting activities he is involved with mission-driven work as the Lead Trainer and Career Coach for the Salvation Army Haven Veteran Employment Services. He also serves as an adviser for a technology startup in the career development industry. Andrew’s professional background includes a 10+ year career with a Fortune 500 company and leverages this corporate experience from a highly visible position to better serve his clients. Andrew is a certified Global Career Development Facilitator. He also holds other certifications in training Gamification and Emotional Intelligence as well as holds certifications from Dale Carnegie and Lee Hecht Harrison. He has a degree in Marketing from California State University Northridge. When he is not working as a coach and trainer he enjoys art and as a published artist, has sold his work at many solo art exhibits around Los Angeles.

Jennifer Hill talks to career and LinkedIn expert, Andrew Ko, about upcoming trends for 2018. Andrew emphasizes the importance of in-person networking and building your brand via LinkedIn when looking for a new position. Andrew also discusses an increase in the use of Chatbots and AI both in the hiring process in 2018. He also suggests using photofeeler.com when choosing the perfect picture for your LinkedIn profile. linkedin.com/in/andrewrko Andrew R. Ko is a certified career coaching and training professional. He is an Executive Career Coach consultant with Dragon Career Services, a Career Coach with Lee Hecht Harrison and is a Facilitation and Training consultant with Los Angeles Valley College. In addition to his consulting activities he is involved with mission-driven work as the Lead Trainer and Career Coach for the Salvation Army Haven Veteran Employment Services. He also serves as an adviser for a technology startup in the career development industry. Andrew’s professional background includes a 10+ year career with a Fortune 500 company and leverages this corporate experience from a highly visible position to better serve his clients. Andrew is a certified Global Career Development Facilitator. He also holds other certifications in training Gamification and Emotional Intelligence as well as holds certifications from Dale Carnegie and Lee Hecht Harrison. He has a degree in Marketing from California State University Northridge. When he is not working as a coach and trainer he enjoys art and as a published artist, has sold his work at many solo art exhibits around Los Angeles.

Listen in this week as I interview Successful Sales Copy Writer Claire Stoddard! She has spent my entire career as a Business to Business sales copywriter. Her passion is to write amazing content that captures attention, stimulates interest, and positions her clients as the go-to-companies in their niche. She wrote a book called Simple Secrets for Creating Words that Sell is a resource guide that people refer to regularly. Claire has written sales copy for hundreds of companies such as BusinessWeek Magazine, ABC Television, CPR Institute, Versa Products Company, Drake Beam Morin (now Lee Hecht Harrison), The Albert Baker Fund, TGI Office Automation, Accurate Information Services, Howard Sloan Professional Search, Outsourcing Institute, and Institute for Robotic Process Automation. Claire is a powerhouse in sales copy writing.

China Gorman is a successful global business executive in the competitive Human Capital Management (HCM) sector. She is a sought-after advisor and speaker bringing the CEO perspective to the challenges of building cultures of humanity for top performance and innovation. Well known for her tenure as CEO of the Great Place to Work® Institute, COO and interim CEO of the Society for Human Resource Management (SHRM) and President of Lee Hecht Harrison, China works with HCM organizations all over the world to enhance their brands and their go-to-market strategies. She sits on the corporate boards of Universum, Motivis Learning and PeopleStrong, and chairs the  Universum North America board. Additionally, she serves on the Executive Committee of the Board of Jobs for America’s Graduates as well as the Advisory Boards of the Workforce Institute at Kronos, and WorldBlu. China is the author of the popular blog Data Point Tuesday, and is published and frequently quoted in media properties like Fortune, TLNT, Huffington Post, Inc., Fast Company, U.S. News & World Report, HR Magazine and many others.

In this Episode of Oil & Gas This Week – This episode is going to be a little different than normal. Now, this past week Mark and I went out to New Orleans and spoke to a group of students at Tulane University who were either going to the Freeman School of Business or more specifically getting their Masters of Management in Energy. Rather than give a talk we opted for more of a Q&A type format. Enjoy! Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com API-YP Events   Weekly Rig Count As of 4/20/2017 – The American Rig count is +10 for the week at a total of 857 active rigs. Redwing Has A Winner! Guhan Manoharan, Mechanical & Rotating Equipment Engineer at Woodside Energy Limited, you’re this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FOR YOUR CHANCE TO WIN! Get Mark’s Monthly Events Email Get Automatically Notified About Oil & Gas Events Once a Month Connect with Us OGGN LinkedIn Group OGGN Facebook Group Join API-YP Jake Corley    | Facebook | LinkedIn | Email Mark LaCour | Facebook | Twitter | LinkedIn | Email | modalpoint.com

Welcome back to another episode! This week’s episode is our First Friday Q&A for March. You ask the questions and we answer them. Big thanks to everyone who wrote in. If you want to get a question answered for next month’s FFQA, click the link below. Enjoy! Have a question? Click here to ask. Show Notes & Links: Angel List Gust Fundable Funders Club Signal 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com  Questions: My name is Sam List and I am a senior studying Geology and Business at the University of Wisconsin – Madison. I am a really big fan of the show and have been listening ever since this past summer when I worked in downtown Houston for for a small oil and gas company as a geologist prospecting plays in the SCOOP and STACK of Oklahoma. I have a passion for the geosciences and the oil and gas industry but I am not sure what type of research or what field I want to specialize in when I get to graduate school. After working in Houston where it seemed like the geologists have focused on petroleum geology, petroleum engineering, and sed/strat. I was wondering which areas within the geoscience’s do not get the attention and dedication of research that is necessary for advancing the oil and gas industry? Dear Jake: Firstly, I enjoy & anticipate listening to your podcast’s weekly. My question is concerning investors/venture capitalist. We are a young construction company with incredible year over year growth even during the recent downturn. We have opportunities for growth in the Permian basin that requires us considering a capital injection if we are to take advantage of opportunity. Banks are risk averse & require excess collateral, factoring working capital companies exclude “progressive” construction companies such as ours. It appears that our last avenue is investors/venture capitalist’s if we are to continue on our current growth curve. Any assistance, advice or information will be greatly appreciated I have a question for Mark. You’ve predicted that unconventionals will go global this year. Outside the US were do you predict the biggest activity will be? Who’s going to be the next biggest producer of oil & gas from tight plays? second question, I’ve heard counter arguments that unconventionals will have difficulty going global do to the lack of infrastructure and services. What are your thoughts on this? Mr. LaCour,  I hope this message finds you well. I’m not sure if you remember me, but I sent you and James Hahn an email about possibly speaking at Pepperdine Law a few months ago. I’m sorry we weren’t able to finance the engagement, it certainly would have been a wonderful opportunity for students interested in O&G.   A few weeks ago, I remember you stating on the podcast something about an O&G company that had set up a program to pay for tu...

In this Episode of Oil & Gas This Week – Trump signs an Executive Order “Promoting Energy Independence and Economic Growth”. We dive into what this order really means for the country, our industry, and the environment. Is $70 oil possible by the end of 2017? Tech innovation makes up a bulk of all oil and gas patents filed this year. CEO’s say innovation is key but skilled workers are scarce. Tech billionaires dominate Forbes list of wealthiest American but Oil & Gas still has quite a few of their own. Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com API-YP Events Stories: Trump’s Executive Order “Promoting Energy Independence and Economic Growth” Trump’s Reversal of Obama Climate-Change Policies Could Hurt Oil & Gas Companies Lawmakers Can Make America Great Again by Unlocking Our Oil and Gas Supply EMEA Investor of the Year Predicts $70 Brent by End of 2017 Now is the Time to Invest in the Permian Basin Innovation Related to Fracing Dominates Oil and Gas Patents CEO Survey: O&G Innovation Key but Skilled Employees May be Scarce The Wealthiest Oil & Gas Billionaires in the US   Weekly Rig Count As of 3/26/2017 – The American Rig count is +20 for the week at a total of 809 active rigs. Redwing Has A Winner! Ian Fox,  Associates at Fortress Investment Group, you’re this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FOR YOUR CHANCE TO WIN! Get Mark’s Monthly Events Email Get Automatically Notified About Oil & Gas Events Once a Month Connect with Us

In this Episode of Oil & Gas This Week – Operators vs. Service Companies. Will E&P’s pass along profits and stop squeezing service companies? Is tech taking too much credit for E&P optimization? OPEC might be in trouble as they are becoming increasingly weary of “free riders”. Is there a way we can enforce production discipline here in the US? Laid off workers & hiring managers are simply not on the same page and more! Thanks for tuning in! Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com API-YP Events Stories: Are Operators to Face-Off with Oilfield Service Companies? Tech Miracle in US Shale is a Media Myth OPEC in Trouble As Saudi’s Becoming Weary of ‘Free Riders’ No Way to Enforce Production Discipline On the US Oil & Gas Industry Why Are Oil Markets Ignoring All These Bullish Signs? Laid off workers and hiring managers not on the same page? RRC Struggle to Police Conflicts of Interest Claim: As Trump targets energy rules, oil companies downplay their impact Submerged Platforms to Revolutionize Offshore Oil  & Gas Weekly Rig Count As of 3/26/2017 – The American Rig count is +20 for the week at a total of 809 active rigs. Redwing Has A Winner! Cory Hledik , Owner of Proficient Land Services & Kelli Lieber, Well Planner at Prototype Well Planning, you’re both this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FOR YOUR CHANCE TO WIN! Get Mark’s Monthly Events Email Get Automatically Notified About Oil & Gas Events Once a Month

In this Episode of Oil & Gas This Week – We interview Deepak Gala & Susan Howes about SPE’s Upstream Oil & Gas Professionals Hiring Event. If you’re looking for a new position in the industry, this is the place for you to be. If your company is looking to hire some qualified professionals, this is also for you! Click here for more information about the event. Guests: Deepak M. Gala, M. Sc., MFIN SPE-GCS Chair Senior Well Engineer SME- Well Control Engineering & Relief Well Planning Shell- Deepwater Wells C. Susan Howes, PE, PHR SPE-GCS Chair of the Members in Transition Committee Vice President of Engineering Subsurface Consultants & Associates, LLC (SCA) Event Collaborators: American Association of Drilling Engineers American Associations of Petroleum Geologists Geophysical Society of Houston Houston Geological Society Pink Petro Society of Exploration Geophysicists  Society of Women Engineers Current List of Employers: * Baker Hughes * Forum Energy Technologies * Halliburton * OGRE Systems, Inc. * Miller and Lents, Ltd. * Mitsui E&P USA LLC * Mobilize, Inc. * Packers Plus * PetroCubic Solutions, LLC * Quantum Reservoir Impact (QRI) * Reveal Energy Services * SmartPeer LLC * UniversalPegasus Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com Weekly Rig Count As of 3/14/2017 – The American Rig count is +12 for the week at a total of 768 active rigs. Redwing Has A Winner! Christina Acosta, Mechanical Engineer with Schlumberger, you’re this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FOR YOUR CHANCE TO WIN! Get Mark’s Monthly Events Email Get Automatically Notified About Oil & Gas Events Once a Month Connect with Us OGGN LinkedIn Group OGGN Facebook Group Join API-YP Jake Corley    | Facebook | LinkedIn | Email

Welcome back to another episode! This week’s episode is our First Friday Q&A for March. You ask the questions and we answer them. Big thanks to everyone who wrote in. If you want to get a question answered for next month’s FFQA, click the link below. Enjoy! Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com Oil & Gas 101 Big Men Documentary  Questions: I love listening to your podcast!!! I live in Australia, where I worked in Drilling for 4 years ( firstly minerals). I lastly worked as a Roughneck for Saxon before I quit my job. I had a traineeship lined up with Schlumberger. Well,then the downturn started and the traineeship fell through, I worked, studied and traveled elsewhere and now started studying Petroleum Engineering & Geology in Adelaide, Australia. I studied Arabic in a previous University Degree- and yes, you got it -would like to work in the Gulf after I finish my current degree (still a long way to go…) I love listening to your show but I am devastated because in the last 2 weeks I couldn’t download your episodes from i Tunes. They do show up in my list of subscribed podcasts but they don’t download automatically, neither when I try to download them individually. I don’t know whether others have the same issue, as I cannot listen in on you and your reader’s comments. Please help me!!! Also: I can’t find the oil & gas this week group on linkedin….any hints??? And: I would like to subscribe to the Oil & Gas Young Professionals Group but find it very US market focused- makes sense of course- I live in Australia and am interested in the Arab and Central Asian Market- do you know of other groups/ networks which focus more on those regions? Your help on one or all of those matters would be greatly appreciated Thank you and have a good day! Where can I find some comprehensive maps covering pipelines across the country for refined products? I would even be willing to purchase physical paper maps if that is the answer. I recently watched the movie Deep Horizon. I would like to know once the drilling is completed how does the oil get from the wellhead to a ship? 1. What's your understanding of the state of EU and US sanctions on Russia? It appears that Trump wants to ease or lift sanctions eventually, but is proceeding very cautiously. Several EU countries seem to want to ease sanctions as well. The EU has another layer of issues with several interesting elections in its larger member states and its uncertain future generally. So, what do you think is likely to happen with these western sanctions in the near term? 2. Are there any countries in the world other than the U.S. where individual property owners actually own their mineral rights? Where? 3. Here's an oil and gas 101 question. Can you talk a bit about how the process of acquiring licenses to look for and extract oil and gas int...

Thanks for tuning in to Episode 102! This week was a busy one in oil and gas. Merger & Acquisition activity has broken all records in Oil & Gas and it looks like 2017 is just getting warmed up. Trump has an “America First Energy Plan” but what is Energy “Independence”? Do newly released emails reveal EPA Chief Scott Pruitt’s “Dirty Dealings” with the industry? Exxon revises down oil and gas reserves by 3.3B barrels. Total is carving a new path for integrated oil and gas companies by diversifying into renewable energy. Citi Group states that refracks clearly work. An astonishing 70% of oil and gas companies have been hacked at some point in time and what companies need to consider moving forward. Artificial intelligence & machine learning in oil and gas a reality or pipe dream? Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com  Stories: Oil & Gas M&A Just Broke All Records What Energy Independence Really Means Emails Reveals EPA Chief Scott Pruitt’s “Dirty Dealings”, or do they? Exxon Revises Down Oil & Gas Reserves by 3.3B BBL Total Is Carving a New Path for Integrated Oil and Gas Citi: Refracks Clearly Work 70% of O&G Companies Have Been Hacked O&G Data Management Soars Despite Challenges Artificial Intelligence Holds Promise for Seismic and Drilling Data Weekly Rig Count As of 2/20/2017 – The American Rig count is +3 for the week at a total of 754 active rigs. Redwing Has A Winner! Colin Beasley, Well Engineer with Denbury Resources, you’re this week’s winner! Congratulations & please send us a picture when it arrives!

Thanks for tuning in for another episode of Oil & Gas This Week. This week we are LIVE from NAPE here in Houston. There’s a lot of talk about the new administration and how their policies will affect our industry. Trump removes “anti-corruption” rules for oil & gas companies & how a new executive order is planning to shake things up at the EPA. Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com  Stories:  The United States of Oil & Gas Trump Removes “Anticorruption” Rules for O&G Companies Trump Signs Executive Order to Reshape EPA Eni Moves to Drones for Facility Inspections Weekly Rig Count As of 2/10/2017 – The American Rig count is +12 for the week at a total of 741 active rigs. Redwing Has A Winner! Jeremy Van Der Haar, Assistant Driller with Ensign, you’re this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FOR YOUR CHANCE TO WIN! Get Mark’s Monthly Events Email Get Automatically Notified About Oil & Gas Events Once a Month Connect with Us OGGN LinkedIn Group OGGN Facebook Group Join API-YP Jake Corley    | Facebook | LinkedIn | Email Mark LaCour | Facebook | Twitter | LinkedIn | Email | modalpoint.com

Episode 100! We did it guys. Thanks to all of you loyal listeners. You make all of this possible. This week Wall Street starts to pour money back into Oil & Gas. The US sells off 10mm barrels of Strategic Reserves. OPEC Deal at 91% Compliance rate but are a few members sabotaging progress? We also talk about the viability of the Keystone XL. India’s State Oil Company wants to merge entities. Louisiana Officials voice support for the Bayou Bridge Pipeline. University of Texas San Antonio launches a Chemical Engineering program. Interest in Big Data in the Oilfield continues to grow. Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Mid-Continent Digital Oilfield Conference (MCDOC) Jan 25-26, Tulsa, OK http://digitaloilconference.com Trip made possible by: Oklahoma Energy Resources Board Their mission —  to use the strength of Oklahoma's greatest industry to improve the lives of all Oklahomans through education and restoration. http://www.oerb.com SOER Sustaining Oklahoma's Energy Resources http://soerok.com Geoconvention May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com  Stories: Wall Street Pours Money Back into Oil & Gas US to Sell 10MM BBL of Strategic Reserves Are OPEC Members Sabotaging Deal? Viability of Keystone XL India to Merge State Oil Companies Louisiana Officials Voice Support for Bayou Bride Pipeline UT San Antonio Launches Chemical Engineering Program Interest in Big Data Expected to Grow in Oil & Gas Join API-YP Weekly Rig Count As of 2/3/2017 – The American Rig count is +17 for the week at a total of 729 active rigs. Redwing Has A Winner! Adam Erickson, Project Manager with CEL Electric, you’re this week’s winner! Congratulations & please send us a picture when it arrives! CLICK HERE TO ENTER FO...

Thanks for tuning in to Episode 99! We’re almost to triple digits and it’s all because of you guys! We sincerely appreciate every single one of you. Without your support, this would just be us talking to each other. Like always, the first Friday of the Month is our First Friday Q&A where we give you guys the opportunity to ask us whatever you would like and we take a stab at answering it. Remember – if you like the show, please leave us a review! Have a question? Click here to ask. Show Notes & Links: 2017 on the road sponsor Lee Hecht Harrison http://www.lhh.com As global experts in talent management, LHH is currently helping 75% of the Fortune 500 Oil & Gas companies simplify the complexity of leadership and workforce transformation. Geoconvention: May 15-19 Calgary, Canada OGTW listener special – Exhibitors standard 10×10 space on the floor for a reduced rate of $1,600 (normal price is $1,800). For more information email Dustin – dustin@geoconvention.com Jab, Jab, Jab, Right Hook by Gary Vaynerchuk Join API-YP OGGN LinkedIn Group OGGN Facebook Questions: Hey Mark and Jake, huge fan of the podcast. I'm in renewables right now but am closely following the petroleum sector. I'm going to take a guess and say that the rising rig count in the US coupled with OPEC production cuts is going to narrow the delta between OPEC Basket and WTI/Brent crude. With changes like these in the market, do you think it will be profitable for our downstream to start moving it's focus away from refining heavier (Middle East) oil, and move towards refining more of our own, lighter/domestic crudes. Thank you for an excellent pod cast. You guys do a great job providing a diverse and informed overview of the oil and gas industry. It’s a great way to stay up to speed with moves in the industry. In your podcast #92 around 10 minutes into the show you mentioned a standardization memorandum of understanding that was signed in Q3 between some of the operators. Our team is working on a project with one of the major subsea EPC companies to achieve this standardization. Is there any chance you can help me get my hands on this MoU or point me towards someone who can help me find this? Thanks again and good work gents. It’s always a pleasure to listen to your weekly podcast – consistently good insights and dynamic discussion about the ever changing dynamics of the oil and gas business. I’m a second year master’s student at Columbia University, specializing in the intersection of global macroeconomic trends and oil/gas markets. I, along with a host of other folks in my program, are eyeing oil and gas careers and I thought it would be great to engage you guys and possibly arrange for some kind of meeting to discuss the business in general, as well as possible career paths and strategies for students in my program. Your career insights would be very helpful to us all! I’d be eager to start a dialogue with you guys and perhaps host you for a visit at Columbia University. Look forward to hearing back. All the best. Big fan of the show but unfortunately your podcast has stopped adding new episo...

Jennifer Hill talks to Larry Braman, top Career Coach and former Actor, about how job seekers can use various acting techniques to set the stage for their success in an interview. Larry gives helpful tips on creating confidence, utilizing strong body language, making that connection with the person who you are meeting with and landing your dream role. Larry also offers guidance on how to be effective at Skype interviews as well. Larry Braman is president and founder of Global Career Consulting & Placement and Career University, an online platform of live and on-demand job landing, career advancing webinars. He helps people find and create more fulfilling, productive careers—both nationally and internationally. Drawing from his extensive experience in business and as a professional writer and actor, Larry enables his clients to rise above their competition by powerfully presenting and marketing themselves--in person and in writing. With a reputation as a highly motivating and engaging presenter, Larry has designed and delivered hundreds of career development workshops and seminars. Recent engagements include CBRE, Kia Motors USA, Baxter Healthcare, Columbia University, and the California Community Foundation. A graduate of the University of Virginia and Circle in the Square Theater School, Larry holds multiple career coaching certifications from Lee Hecht Harrison, the world’s leading provider of corporate outplacement services.

Jennifer Hill talks to Larry Braman, top Career Coach and former Actor, about how job seekers can use various acting techniques to set the stage for their success in an interview. Larry gives helpful tips on creating confidence, utilizing strong body language, making that connection with the person who you are meeting with and landing your dream role. Larry also offers guidance on how to be effective at Skype interviews as well. Larry Braman is president and founder of Global Career Consulting & Placement and Career University, an online platform of live and on-demand job landing, career advancing webinars. He helps people find and create more fulfilling, productive careers—both nationally and internationally. Drawing from his extensive experience in business and as a professional writer and actor, Larry enables his clients to rise above their competition by powerfully presenting and marketing themselves--in person and in writing. With a reputation as a highly motivating and engaging presenter, Larry has designed and delivered hundreds of career development workshops and seminars. Recent engagements include CBRE, Kia Motors USA, Baxter Healthcare, Columbia University, and the California Community Foundation. A graduate of the University of Virginia and Circle in the Square Theater School, Larry holds multiple career coaching certifications from Lee Hecht Harrison, the world’s leading provider of corporate outplacement services.

Lucy Maglione took a giant leap of faith and a huge career pivot from what was perceived as a secure role as manager of investment accounting at IAG Asset Management to founder of Hamper Gift Gallery, a premium gourmet food and gift hamper store. Lucy is the mother of two gorgeous girls, Nicola aged 16 and Olivia aged 10 and was born and bred in Sydney. She is a true ‘Mum-entrepreneur’! Prior to starting Hamper Gift Gallery, Lucy was a Certified Practicing Accountant for over 20 years, working in a large chartered accounting firm as well as general insurance companies. Like many others experience during their corporate careers, she was faced with a redundancy in 2010, which led her to seriously think about what she wanted in her career. During this transition I was Lucy’s coach as she was provided with an outplacement program at Lee Hecht Harrison, where I’m an executive consultant, as part of her redundancy package. During our coaching sessions she realized that she really enjoyed meeting clients during her auditing days and she no longer wanted to work in a back office role in accounting, or work for anyone else for that matter and wanted to start her own business. She decided to leverage her organizational skills, her love of providing excellent service, found amazing Australian products for her business … and the rest is history, as they say! In this podcast we find out about her career path and how she made the exciting transition into entrepreneurship. We discuss the challenges she faced when setting up the business, the personal traits and knowledge required to set up this business and how, by her following her own passion, she has inspired her daughters to discover their passion and direction too! Lucy has a special offer for listeners and you can get $10 off any order by entering the code 10OFF when placing any order via her website. Find Lucy’s amazing products at www.hampergiftgallery.com.au Instagram: @hampergiftgallery Facebook: www.facebook.com/hampergiftgallery

Lee Hecht Harrison’s Joanne Layne stopped by our remote NYC studio to discuss change management and how to become change ready. Joanne Layne / Lee Hecht Harrison Joanne Layne is SVP & Change Management Practice Lead with Lee Hecht Harrison. She demonstrates thought ­leader level of knowledge and understanding of consulting on organizational change management, […] The post Joanne Layne with Lee Hecht Harrison appeared first on Business RadioX ®.

TalentTalk provides an opportunity for talented individuals like CEO's, HR Executives and business leaders to share their thoughts on talent management, leadership development, and company culture. In this episode, Michael Fleming, CEO of Parlour Enterprises and Ana Bidoglio, Associate Career Consultant for Lee Hecht Harrison talk talent, leadership, employee engagement and culture with TalentTalk host and PeopleG2 CEO Chris Dyer.This show is brought to you by Talk 4 Radio (http://www.talk4radio.com/) on the Talk 4 Media Network (http://www.talk4media.com/).

Michael Fleming, CEO of Parlour Enterprises and Ana Bidoglio, Associate Career Consultant for Lee Hecht Harrison join Chris Dyer to talk about talent management, leadership development and employee engagement.

Brian Arandez, the CEO of Thingify, Inc. and Jeanne Schad, the SVP of Talent Development of Lee Hecht Harrison join Chris Dyer to talk about their experiences in leadership development and dealing with company culture.

Sheila Basile and Vicki Foley / Lee Hecht Harrison Sheila Basile, Senior Vice President, Northeast Region USA, Lee Hecht Harrison, is an expert in career management and leadership management. Sheila works with companies to develop talent mobility solutions including coaching executives, certifying internal corporate coaches, helping leaders and employees manage change, and transitioning people to […] The post Sheila Basile and Vicki Foley with Lee Hecht Harrison appeared first on Business RadioX ®.

Kathy Cleveland Bull, an international expert on managing change, talks with Megan Davies, Vice President of Operations for Lee Hecht Harrison in Columbus, Ohio (career transition firm) who shares information about conducting an effective job search & the importance of social media.

Kathy Cleveland Bull, an international expert on managing change, talks with Megan Davies, Vice President of Operations for Lee Hecht Harrison in Columbus, Ohio (career transition firm) who shares information about conducting an effective job search & the importance of social media.

The subtle differences in every step of the job search process determine who ultimately lands the job and who does not. This is especially true in a bad economy, when unemployment is high and the job market is so competitive. Learn key strategies to help you succeed in your job search. Discover tools to gain access to your target market. Delve into the planning process, and learn how to properly communicate your value to prospective employers. This presentation will show you how to stand-out as the candidate of choice, and get the offer! Ford R. Myers is President of Career Potential, LLC. Since 1992, he has been providing professional services in career consulting and executive coaching. After counseling thousands of individuals on their careers, Ford drew from his diverse experience to create Career Potential. Ford has served on the staffs of three prominent career management firms - Right Management Consultants, Manchester, and Lee Hecht Harrison, where he was Vice President, Director of Professional Services. In recognition of outstanding business contributions, both Right Management Consultants and Lee Hecht Harrison honored Ford with professional service awards - including the prestigious "President`s Award." He is author of two books: "The Ultimate Career Guide" and "Get The Job You Want - Even When No One`s Hiring" (John Wiley & Sons, May 2009). Ford`s education includes a Bachelor`s Degree in Communications, and a Master`s Degree in Human Resource Development. He has studied extensively with The Coaches` Training Institute and National Training Laboratories. Ford is also a certified consultant for Myers-Briggs Type Indicator, Strong Interest Inventory, Leadership Effectiveness Analysis, Personal Directions and other career assessments.

Ask any CEO or senior level executive what his or her biggest challenge is and the answer is almost always finding and keeping good people. Yet most executives fail to manage their company's needs in a way that recognizes the unpredictability of the global marketplace. In a book titled Talent on Demand: Managing Talent in an Age of Uncertainty Peter Cappelli director of Wharton's Center for Human Resources proposes a new approach to this issue based on applying the principles of supply chain management to people. He and Joyce Bradley senior vice president and general manager Delaware Valley region of Lee Hecht Harrison spoke with Knowledge at Wharton about talent management including the challenges of managing employees in a recessionary economy. See acast.com/privacy for privacy and opt-out information.

Several years ago while visiting a regional branch of Lee Hecht Harrison a global career management services company then-president Stephen Harrison was stopped short by ”Ray ” his COO. ”You didn't greet the receptionist ” said Ray who went on to explain that ”a receptionist is a corporate concierge. They will talk to more important people in a day -- suppliers customers even CEOs -- than you will talk to all year.” Harrison speaking at the recent 11th annual Wharton Leadership Conference contends that small acts like this are part of what makes for an ethical corporate culture. He was joined at the conference by public speaking coach Richard Greene author of Words that Shook the World: 100 Years of Unforgettable Speeches and Events. See acast.com/privacy for privacy and opt-out information.

Orville Pierson is the author of The Unwritten Rules of the Highly Effective Job Search, published by McGraw-Hill in 2006.