Collaboration has a wide-ranging, comprehensive influence on your board of directors. It encompasses the ability of your directors to work together as well as your board’s ability to work successfully with the organization's executive management, with organizational stakeholders and with the community.
There is a strong link between board collaboration, composition and its overall effectiveness. At its core, collaboration is about individuals working together for a common purpose. Do you have the right individuals in place? And are you giving them the tools they need to collaborate effectively?
Improving board collaboration involves setting clear expectations and board training on the importance of involvement and advocacy. It also means building consensus, commitment and a community of support. Although these involve your board as a whole, the traits start with the individual.
JD Coaching and Consulting developed the Pentagon of Performance after conducting an extensive survey on board performance. Collaboration is one-fifth of a framework that measures the strength of nonprofit boards. Stay tuned as we continue to explore the various dimensions of the Pentagon of Performance and how it affects your board. Download highlights from the benchmark study conducted by JD Coaching and Consulting.
How does the collaboration of your board measure against high-performing boards? Contact JD Coaching and Consulting to learn more.
Thursday, May 30, 2013
Wednesday, May 29, 2013
Top 3 Résumé Killers
We recently discussed important tips for a fabulous résumé. But just as powerful are the mistakes that will kill your accomplishments—veiling your voice and value. Here are three of the top résumé killers from hiring managers and HR directors:
1. Typos, spelling mistakes and grammatical errors
This might go without saying. But many HR directors and hiring managers are still shocked by how many error-filled résumés they receive. Since the résumés belong to educated candidates, the logical conclusion is that the individual is careless or lacks attention to detail.
2. Lack of specifics
Vague language will get you nowehre. Clearly identify exactly what it is you’ve accomplished.
3. Over-long sentences and overelaboration
Flowery language may overshadow your actual accomplishments and it can hint at overcompensating for inadequacy.
1. Typos, spelling mistakes and grammatical errors
This might go without saying. But many HR directors and hiring managers are still shocked by how many error-filled résumés they receive. Since the résumés belong to educated candidates, the logical conclusion is that the individual is careless or lacks attention to detail.
2. Lack of specifics
Vague language will get you nowehre. Clearly identify exactly what it is you’ve accomplished.
3. Over-long sentences and overelaboration
Flowery language may overshadow your actual accomplishments and it can hint at overcompensating for inadequacy.
You Are the Diamond—Your Résumé Is the Gift Box
Diamonds are the most precious of gems—we value them even with their imperfections. Human beings are a lot like diamonds; each of us is like a multi-faceted precious gem that develops over many years, sometimes under heat and pressure. When it comes to our accomplishments and careers, we shine more brilliantly when we keep an active, updated résumé. However, a surprising minority of us actually do, which means when new opportunities arise, our response is less than optimal—and potentially not our best.
Have you chronicled the events that made you the professional asset you are today? Have you recorded the years of heat and pressure—the challenges and experiences that have influenced your development and helped polish your skills? Like diamonds, we truly shine and radiate only in the right setting. What is the right setting to achieve our potential?
The quality of our work is shaped over years of diverse challenges, experiences and achievements. How have you kept track of these milestones along the way?
A résumé is a perfect place to chronicle experiences that have refined the value you offer. In a recent online survey of career professionals, the greatest majority of respondents reported that they update their résumé only when planning to change jobs or after they get a new position. A large number stated that they try to continuously update their résumé but it often turns out to be two to three years before they record changes and career accomplishments.
My work as a professional résumé writer validates this trend. Most clients seek help with their résumé when they need or want something—usually a new position. These individuals need to update their résumé to get what they want. However, it is usually more difficult to effectively document success when a lot of time has passed since it was achieved.
Proactive clients continuously update their résumé just in case they need to self-promote within their own company, and some wise individuals just want to be prepared should a recruiter call with a new opportunity. And although some clients tell me they document their specific achievements in a personal career file, the biggest trend is that people do not keep an up-to-date record of their success.
I’ve learned there are both easy and difficult ways (pay now vs. pay later) methods for updating résumés. My best analogy relates to tax season. How many of us wait until the last minute to document all of our expenses? When we do, the task becomes monumental. If we had simply done a little work each month, the task would be much less overwhelming. In addition, quality is more difficult to achieve when under a deadline.
Cultivating a network of references is another aspect of documenting your achievements and achieving your potential. It is important to stay connected to these gems—and not just during a transition period or job change. Take them out to lunch from time to time; listen to their career advancements. Send them an occasional note. It is much more important to be current with them as individuals than to simply know their current contact information. If you are scrambling for this information, you are likely also missing out on your own accomplishments in your résumé.
Your résumé is the gift box for a magnificent diamond: you! It can help you radiate and shine. You’re most likely to achieve your potential when you keep it up-to-date with these helpful tips:
Many individuals have benefited greatly from utilizing an executive résumé service like JD Coaching and Consulting. Interested in learning more about what this type of service entails? Contact JD Coaching and Consulting today.
Have you chronicled the events that made you the professional asset you are today? Have you recorded the years of heat and pressure—the challenges and experiences that have influenced your development and helped polish your skills? Like diamonds, we truly shine and radiate only in the right setting. What is the right setting to achieve our potential?
The quality of our work is shaped over years of diverse challenges, experiences and achievements. How have you kept track of these milestones along the way?
A résumé is a perfect place to chronicle experiences that have refined the value you offer. In a recent online survey of career professionals, the greatest majority of respondents reported that they update their résumé only when planning to change jobs or after they get a new position. A large number stated that they try to continuously update their résumé but it often turns out to be two to three years before they record changes and career accomplishments.
My work as a professional résumé writer validates this trend. Most clients seek help with their résumé when they need or want something—usually a new position. These individuals need to update their résumé to get what they want. However, it is usually more difficult to effectively document success when a lot of time has passed since it was achieved.
Proactive clients continuously update their résumé just in case they need to self-promote within their own company, and some wise individuals just want to be prepared should a recruiter call with a new opportunity. And although some clients tell me they document their specific achievements in a personal career file, the biggest trend is that people do not keep an up-to-date record of their success.
I’ve learned there are both easy and difficult ways (pay now vs. pay later) methods for updating résumés. My best analogy relates to tax season. How many of us wait until the last minute to document all of our expenses? When we do, the task becomes monumental. If we had simply done a little work each month, the task would be much less overwhelming. In addition, quality is more difficult to achieve when under a deadline.
Cultivating a network of references is another aspect of documenting your achievements and achieving your potential. It is important to stay connected to these gems—and not just during a transition period or job change. Take them out to lunch from time to time; listen to their career advancements. Send them an occasional note. It is much more important to be current with them as individuals than to simply know their current contact information. If you are scrambling for this information, you are likely also missing out on your own accomplishments in your résumé.
Your résumé is the gift box for a magnificent diamond: you! It can help you radiate and shine. You’re most likely to achieve your potential when you keep it up-to-date with these helpful tips:
- Be aware of résumé-worthy accomplishments as they happen. Incorporate them into your résumé periodically.
- Revisit your résumé or work with a professional résumé writer when you are not in the midst of a job change.
- Cultivate your references along the way.
Many individuals have benefited greatly from utilizing an executive résumé service like JD Coaching and Consulting. Interested in learning more about what this type of service entails? Contact JD Coaching and Consulting today.
Tuesday, May 7, 2013
Diversity Today
The idea of diversity in the corporate sector has shifted dramatically over the past several decades. In the early 1960s, legislative initiatives focused on ensuring women and individuals from diverse cultural backgrounds could find a place in the workforce. Then, in the mid-1990s diversity was a hot topic again. During that time I represented a company that sold Corporate Mentoring Programs to Fortune 500 companies in North America, and the focus on diversity dramatically increased our sales.
A recent Forbes article said this about diversity management: “Diversity management is the key to growth in today’s fiercely competitive global marketplace. No longer can America’s corporations hide behind their lack of cultural intelligence. Organizations that seek global market relevancy must embrace diversity—in how they think, act and innovate.”* So, smart companies recognize that diversifying in the workforce means more than simply placing people in positions.
Today, developing a diverse set of skills, talents and voices within your organization is as important as attracting all other forms of diversity. Building such an organization today means taking into account these factors:
In an increasingly global world, companies whose leaders cannot communicate in today’s diverse environment are floundering. What initiatives is your organization taking to ensure you have culturally intelligent leaders?
Ask yourself: do your leaders and teams understand and represent the views and habits of your target audience or customer? I worked as part of Best Buy’s Women’s Leadership Forum (WOLF Program). Best Buy understood that women represented more than 80 percent of their customer base—influencing most buying decisions. So for Best Buy it was important they attract, develop and retain women leaders; that decision was critical to business success. When this was de-emphasized during CEO transitions, so was Best Buy’s success. A correlation, perhaps?
What about the other skills and talents that can give your organization a competitive edge? Is your team truly diverse? Do your employees have the skills to keep your company innovating? Or are you experiencing gaps in skills and training?
Diversity is much more than just multicultural quotas. Diversity is about embracing many different types of people who represent different cultures, generations, ideas, styles and thinking. Developing a diverse employee and leadership base means creating a collaborative environment where every voice is heard.
What is your company doing today to maximize its diversity of thought, style and people? What training programs do you offer to increase communication and collaboration so that all the diverse voices can be heard? What else can you do to enhance that culture and embrace all types of diverse talent?
JD Coaching and Consulting are experts at improving an organization’s performance and helping diverse teams enhance collaboration and communication. Let’s keep the conversation going.
*Llopis, Glenn. "Diversity Management Is the Key to Growth: Make it Authentic."Forbes, June 13, 2011.
A recent Forbes article said this about diversity management: “Diversity management is the key to growth in today’s fiercely competitive global marketplace. No longer can America’s corporations hide behind their lack of cultural intelligence. Organizations that seek global market relevancy must embrace diversity—in how they think, act and innovate.”* So, smart companies recognize that diversifying in the workforce means more than simply placing people in positions.
Today, developing a diverse set of skills, talents and voices within your organization is as important as attracting all other forms of diversity. Building such an organization today means taking into account these factors:
- Is your company developing culturally intelligent leaders?
- Does your team have the experience and insight to understand and represent your target audience or customer?
- Is your team made up of individuals with assorted work styles, personalities, talents and skills?
In an increasingly global world, companies whose leaders cannot communicate in today’s diverse environment are floundering. What initiatives is your organization taking to ensure you have culturally intelligent leaders?
Ask yourself: do your leaders and teams understand and represent the views and habits of your target audience or customer? I worked as part of Best Buy’s Women’s Leadership Forum (WOLF Program). Best Buy understood that women represented more than 80 percent of their customer base—influencing most buying decisions. So for Best Buy it was important they attract, develop and retain women leaders; that decision was critical to business success. When this was de-emphasized during CEO transitions, so was Best Buy’s success. A correlation, perhaps?
What about the other skills and talents that can give your organization a competitive edge? Is your team truly diverse? Do your employees have the skills to keep your company innovating? Or are you experiencing gaps in skills and training?
Diversity is much more than just multicultural quotas. Diversity is about embracing many different types of people who represent different cultures, generations, ideas, styles and thinking. Developing a diverse employee and leadership base means creating a collaborative environment where every voice is heard.
What is your company doing today to maximize its diversity of thought, style and people? What training programs do you offer to increase communication and collaboration so that all the diverse voices can be heard? What else can you do to enhance that culture and embrace all types of diverse talent?
JD Coaching and Consulting are experts at improving an organization’s performance and helping diverse teams enhance collaboration and communication. Let’s keep the conversation going.
*Llopis, Glenn. "Diversity Management Is the Key to Growth: Make it Authentic."Forbes, June 13, 2011.
Friday, May 3, 2013
Managing Multicultural Teams
Globalization has led to diverse, multicultural teams working together. JD Coaching and Consulting knows the importance of creating a high-performing organization. And the truth is, multicultural teams often generate frustrating management dilemmas.
Lack of communication is one of the main reasons teams falter, and communication within a multicultural realm can be even more challenging. Here is one communication tip:
Recognize the difference between direct and indirect communication.
Western cultures like the United States tend to communicate rather explicitly. The message and its meaning exist directly in their words. A direct communicator may say, “These project expectations were misrepresented to the client.” There is no need to imply the meaning; the context exists very clearly within that statement.
However, many cultures do not communicate so implicitly. For example, in a country such as Japan, it could be considered very brash, rude or embarrassing to speak so directly about a mistake. Instead, some lengthy discussion may be built around the question, “How might this project have run if the client expectations had been different?”
Our world is becoming more global by the minute, and organizations that don’t embrace these changes will struggle. Does your organization have the tools to traverse the challenges of multicultural communication? JD Coaching and Consulting has a passion for building more collaborative and engaged teams. Contact JD Coaching and Consulting to help guide your organization to embrace its full diversity potential.
Lack of communication is one of the main reasons teams falter, and communication within a multicultural realm can be even more challenging. Here is one communication tip:
Recognize the difference between direct and indirect communication.
Western cultures like the United States tend to communicate rather explicitly. The message and its meaning exist directly in their words. A direct communicator may say, “These project expectations were misrepresented to the client.” There is no need to imply the meaning; the context exists very clearly within that statement.
However, many cultures do not communicate so implicitly. For example, in a country such as Japan, it could be considered very brash, rude or embarrassing to speak so directly about a mistake. Instead, some lengthy discussion may be built around the question, “How might this project have run if the client expectations had been different?”
Our world is becoming more global by the minute, and organizations that don’t embrace these changes will struggle. Does your organization have the tools to traverse the challenges of multicultural communication? JD Coaching and Consulting has a passion for building more collaborative and engaged teams. Contact JD Coaching and Consulting to help guide your organization to embrace its full diversity potential.
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