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Top Tips for Getting Hired During the Holidays

2024-11-25T21:23:55Z

by Pauline Fournier

Thanksgiving is right around the corner, meaning December will soon be here. This is the time of year when many job seekers wonder if they will be hired by the end of the year. Companies continue hiring right up until the end of the year, so it is possible. I accepted a job on December 23^rd several years ago, so I know first-hand that it can happen. So what are the most important things you can do to increase your chances of getting hired this holiday season?

Keep looking!

The best way to land a job this season is to keep looking. Don’t take your foot off the gas now. Some jobs are being posted now for January start dates. You will miss those opportunities if you stop browsing the job boards and stop your networking efforts. There could be less competition for available roles because other job seekers will stop looking. Budgets have been finalized and hiring managers know the roles they need to meet goals for next year.

Create a schedule

Setting a schedule can help establish a healthy balance between job searching and social activities. You need to make time for both. It will also ensure that you do something daily and hold you accountable for making progress. Set a timer if you tend to get lost while searching online. When the timer goes off, evaluate your progress and decide whether to stop or set another timer. Staying productive can also help you maintain your momentum. Restarting can often be harder than maintaining some traction.

Connect with your network

This is a great time of year to reconnect with friends and colleagues you’ve lost touch with. I’ve been telling candidates for a couple of weeks to send Happy Thanksgiving messages to people they want to reconnect with. Send notes to those who have already helped you in your search as well. Suggest a quick phone call, meeting for coffee, or getting together when they are out of work. After Thanksgiving, send Happy Holiday messages. People will want to reconnect and help you if you give them the opportunity.

Attend holiday events

Attend holiday events and mingle. Whether the event is a friend’s party or sponsored by industry or professional organizations, these gatherings are a great place to meet others and set up a time for further conversations. Let others know you are looking, but don’t corner a potential hiring manager at the event. Reach out afterward to set up a meeting.

Stay positive!

Continuing to look, creating a schedule, reconnecting with your network, and attending events will all feel easier if you stay positive. Positivity is a mindset. Henry Ford said, “Whether you think you can or think you can’t, you’re right”. You can do this! Keep a gratitude journal, writing at least three things you are grateful for daily. Smile more! Get out in nature if you can. Think about the things that make you happy and do them. When you have a positive mindset, you will present in a more positive way increasing your chances of being hired.

The post Top Tips for Getting Hired During the Holidays appeared first on ClearRock.

Top Tips for Getting Hired During the Holidays

2024-11-25T21:19:39Z

by Pauline Fournier

Thanksgiving is right around the corner, meaning December will soon be here. This is the time of year when many job-seeking candidates wonder if they will be hired by the end of the year. Companies continue hiring right up until the end of the year, so it is possible. I accepted a job on December 23^rd several years ago, so I know first-hand that it can happen. So what are the most important things you can do to increase your chances of getting hired this holiday season?

Keep looking!

Create a schedule

Connect with your network

Attend holiday events

Stay positive!

The post Top Tips for Getting Hired During the Holidays appeared first on ClearRock.

Differentiating Yourself with Soft Skills and Character Skills

2024-08-26T15:39:52Z

by Pauline Fournier

I’ve seen a lot written recently about soft and/or character skills. Many job seekers struggle to demonstrate such skills. Being able to listen and speak about your soft and character skills could give you a competitive advantage over candidates who list only the technical skills required to do the job.

Soft skills and character skills are essential to career development and advancement.

Soft skills are typically defined as interpersonal and social skills facilitating effective interaction and communication. They are about how you work rather than what you know. Soft skills include communication, problem-solving, teamwork, leadership, and emotional intelligence.

Character skills relate to a person’s moral and ethical attributes. They reflect who a person is, influence behavior and decision-making processes, and focus on an individual’s values and ethical conduct. Character skills include integrity, respect, resilience, empathy, and humility.

Soft skills can be developed through coaching and practice, whereas character skills are often deeply ingrained and reflect your core values.

Soft skills and character skills often complement one another. Honesty (a character skill) is essential for effective communication (a soft skill). Empathy (a character skill) enhances your ability to build relationships (a soft skill).

Why are soft and character skills important to an employer?

A hiring manager looks for candidates who can do the job and are a good fit with the rest of the team. They look for candidates whose character aligns with the organization’s values or mission.

Employers value soft skills such as communication, empathy, and teamwork because they can lead to collaboration, reduced conflicts, and a more cohesive work environment. Employees with character skills like respect, integrity, and humility contribute to a more positive and ethical workplace culture.

Character traits like perseverance and resilience show that a candidate can handle setbacks, remain motivated, and will continue striving toward goals despite challenges. Soft skills like adaptability and problem-solving are essential in today’s ever-changing work environments. Employers need employees who can quickly adjust to new challenges, learn new skills, and remain effective under pressure.

Why use soft and character skills to market yourself?

Candidates can differentiate themselves by using various skills on their resumes and LinkedIn profiles. It is critical to have technical skills listed, and most resumes do. What is often lacking are soft or character skills. It isn’t just about a list of words. It is also about how you excel at those skills. The goal is to show, not tell, by letting your experience speak for itself.

Instead of describing yourself as “a project manager who successfully collaborates with team members, adapts to changing priorities, and resolves conflicts efficiently,” give an example of a project where you collaborated with a team to achieve a specific goal.

Candidates often ask how to find the right keywords or skills for their resume or LinkedIn profile. Most employers incorporate the technical, soft, and character skills they seek in a job posting. Sometimes, they are spelled out clearly; other times, they may not be as clear, but there are strong hints. For example, if a job posting says you must be able to identify issues and develop innovative solutions, they are looking for a problem-solver with critical thinking skills. Make sure you address this in either your summary or accomplishment statements. Consider the skills required to do the job and ensure you are marketing those skills with specific examples.

As you prepare to network, ask those who know you and your work well to name your top 3-5 soft or character skills. People are willing to help you. I’ve suggested this assignment to many candidates who return and tell me they are overwhelmed by the response. It is often easier to see these skills in someone else than in ourselves.

LinkedIn recently increased the number of skills you can list from 50 to 100. That’s a lot of skills! Again, ensure you list all required skills in your profile – if you have them. It’s OK to be redundant because employers will use different versions of keywords. One job posting may say problem-solving, whereas others may use critical thinking or innovative solutions to mean the same thing.

Other ways to demonstrate soft and character skills in your job search

Behavioral interviews: Use your soft and character skills to prepare your STAR stories. Rather than simply listing the skills, take the opportunity to demonstrate them by providing an example of how those skills led to a positive outcome.

Networking or informational interviews: Ask your network for recommendations or testimonials of your work, including soft skills. When asking someone to be a reference, let them know which skills to highlight. When attending a networking meeting or informational interview, actively listen and ask thoughtful questions. After the meeting, send a thank you letter further reiterating your soft and character skills as well as your technical skills.

Cover letter: When writing a cover letter, tailor your language to the job posting to show your skills and impact in previous roles. Choose an accomplishment or two that highlights the many skills they seek.

Volunteer work: Participate in activities to develop and demonstrate soft skills in a practical setting and include them as appropriate in your STAR stories.

The bottom line: Showcasing your soft and character skills can set you apart in a crowded job market. While technical abilities are essential, your interpersonal skills and core values often make a lasting impression. By integrating these into your resume, LinkedIn profile, and interviews, you’ll demonstrate your qualifications and potential to be a valuable contributor to any team. Remember, it’s not just about what you know but how you work and who you are. These qualities can be the key to landing your next opportunity and thriving in your career.

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Executive Coaching vs Life Coaching: Different Goals, Different Approaches

2024-08-28T20:41:34Z

Being a great leader is not easy. Executives, even high-performing ones, often face challenges that can stall their progress or limit their impact. This is where executive coaching comes in. But how is it different from life coaching, and what value can an executive coach bring to your professional journey?

Life coaches provide a supportive framework for individuals to navigate various aspects of life. They help with personal growth by focusing on goal setting, building self-confidence, improving relationships, and achieving overall well-being.

Executive coaches, on the other hand, are laser-focused on leadership development within the context of their organization. They work exclusively with people leaders, helping them refine their skill sets, navigate complex organizational dynamics, and achieve specific career goals. This could involve:

Team leadership: Executive coaches work with leaders to hone their ability to inspire, motivate, and delegate effectively.
Emotional intelligence: Emotional intelligence allows leaders to connect with their teams, build trust, and drive the achievement of goals. Executive coaches help leaders develop self-awareness and ultimately increase emotional intelligence.
Communication effectiveness: Clear communication is essential for leaders. Coaches help executives refine their communication style for different audiences and situations.
Strategic thinking: Executive coaches can guide leaders in building their strategic thinking/planning skills and leading through change.

The Expertise and Skillset of an Executive Coach

Executive coaches possess a unique blend of expertise and skills:

Deep understanding of business: Executive coaches have a strong grasp of organizational structures, leadership dynamics, and the challenges faced by executives at different levels.
Proven coaching methodologies applied to professional growth: They utilize coaching frameworks and techniques to create a personalized approach for each client.
Exceptional relationship skills: Executive coaches are adept at building rapport with organizational stakeholders in addition to their clients, actively listening, and providing constructive feedback in a supportive manner.

Table 1. Differentiating Between Life Coaching and Executive Coaching

Feature	Life Coach	Executive Coach
Focus	Overall well-being and personal growth across various aspects of life	Professional/leadership development, usually within the context of an organization
Client	Individuals from any background	Executives, leaders, and high-potential emerging leaders within organizations
Goals	Improving self-confidence, building relationships, achieving work-life balance	Developing leadership skills, enhancing communication and trust, making strategic decisions

The Value Proposition: Why Invest in Executive Coaching?

Investing in executive coaching can yield significant benefits for both the individual and the organization. Here’s how:

Increased leadership effectiveness: Executive coaching empowers leaders to navigate challenges with greater confidence and clarity, leading to a more engaged and productive team.
Improved decision-making: With a broader perspective and sharper strategic thinking, executives can make sound decisions that drive organizational success.
Enhanced communication: Strong communication skills foster trust, collaboration, and innovation within a team.
Team engagement, performance and results: Effective leadership drives effective team and thus successful business outcomes.

Finding the Right Coach

Executive coaching is a powerful tool for high achievers looking to take their performance to the next level, and who are supported by organizations that value individual leadership development. When considering an executive coaching firm, look for one with a proven track record, a consistent coaching process, a strong bench of coaches with appropriate certifications and experience, and a coaching style that resonates with the values of the individual coachee and the organization. With access to the right executive coach(es), you and your organization can unlock your full potential and achieve your most ambitious goals.

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Executive Coaching: A Catalyst for Leadership Excellence in Higher Education

2024-04-11T19:12:37Z

by Dr. Parmpreet Kalsi

In the ever-evolving landscape of higher education, the role of academic leadership has never been more critical. Leaders in higher education are tasked with steering their institutions through a myriad of challenges: Legislative and policy changes, enrollment declines and financial pressures, technological advancements (including AI and cyber security), the shift to hybrid and remote learning, increased consolidation and competition, mental health concerns for students, and inspiring a culture of genuine innovation and inclusivity.

Any organization facing changes and challenges of this magnitude would require a world-class management team to drive the change and execution they need to deliver. This is where the transformative power of executive coaching and leadership development comes into play. An essential ingredient to a successful academic institution is offering a tailored pathway for senior leaders in higher education to excel in their roles and, by extension, elevate the teams and institutions they lead. Let’s explore the role executive coaching can play in supporting leaders in higher education.

Trends in leadership development within higher education
Higher education is at an inflection point, and creating a high-functioning management team within a non-profit organization requires both talent acquisition as well as talent development.

However, historically, many academic leaders have arrived in their positions due to their academic excellence or subject matter experience. Many senior academics assume substantial leadership roles like deans, provosts, or university presidents and inherit responsibility for large budgets and staff without always receiving coaching to help them make this complex transition.

Balancing leadership duties, strategy development, and commercial choices alongside academic responsibilities can often lead to informal self-directed leadership development. While this may be effective to some extent, it can often come at a cost to the leader, the organization, or both. At a time when we need all high-performing leaders pulling at maximum strength, the evidence shows that with mounting demands, higher education leaders are experiencing overwhelm (Zulfqar et al., 2021; Nica, 2014; Hill, 2006) and burnout at high levels (Kolomitro et al., 2019; American Psychological Association).

Recognizing this, forward-looking Higher Education leaders are deploying development initiatives, such as executive coaching as part of crucial empowerment programs designed to make their key leaders feel equipped and empowered to navigate this ever-changing landscape effectively.

Navigating Complexity with Enhanced Leadership Skills
The intricate ecosystem of higher education demands an adaptive and visionary leadership approach. Executive coaching plays a vital role in supporting leaders in their positions and helping them acquire the necessary skills and competencies to complement their academic achievements.

Executive coaching empowers leaders to develop these essential skills by providing a confidential, supportive environment where they can reflect on their leadership style, understand their strengths and areas for improvement, and strategize on implementing intentional and impactful change. Through personalized feedback and the development of actionable plans, coaching can help leaders navigate the complexities of their roles in Higher Education.

Fostering a Culture of Continuous Learning Through Shared Values
One of the hallmarks of a thriving educational institution is its commitment to continuous learning, not just for students but for all members of the academic community. By engaging in executive coaching, leaders in higher education can model the importance of personal and professional growth. This sets a powerful precedent, encouraging a culture where learning, innovation, and adaptability are valued and nurtured among faculty, staff, and students alike.

Enhancing Emotional Intelligence, Interpersonal Skills & Resiliency
At the heart of effective leadership in higher education is the ability to connect with and inspire a diverse range of individuals and foster adaptability and resiliency. Executive coaching places significant emphasis on enhancing emotional intelligence through increasing self-awareness and promoting strategies for resilience and stress management. By refining these skills, leaders can foster more productive relationships, improve communication, and build stronger teams that are aligned with the institution’s goals and values. They can also contribute to a healthier, more positive organizational climate.

Driving Institutional Success Through Strategic Visioning
The rapidly changing landscape of higher education requires leaders who can not only adapt to change but also anticipate and shape it. Executive coaching helps leaders refine their strategic thinking abilities, enabling them to envision future scenarios, identify opportunities for innovation, and better understand their personal and technical strengths and how they can intentionally lead their institutions toward long-term success. This strategic vision is crucial for navigating the challenges of funding, student engagement, technology integration, and global competition. Leadership development techniques, such as executive coaching, can help leaders lead through a rapidly evolving landscape with enhanced clarity.

Conclusion
As higher education institutions face unprecedented challenges and opportunities, the role of executive coaching in developing visionary, adaptable, and compassionate leaders is more vital than ever. Engaging in executive coaching is not just an investment in individual leaders but a strategic move toward elevating the entire educational ecosystem through a culture of continuous learning, adaptability, and innovation. Those who opt to harness the power of executive coaching stand poised to hone their capabilities, enabling them to effectively confront and overcome the mounting challenges inherent in today’s higher education landscape.

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Thriving Amid Uncertainty: Proactive Strategies for Career Management

2024-03-19T13:00:23Z

by Marta McManus

Diving into the job market feels like exploring uncharted territory – unpredictable, dynamic, and full of twists and turns. Today, the once-solid concept of job security seems like a fleeting dream, overshadowed by rapid technological advancements, economic rollercoasters, and global disruptions. But fear not, job seekers, for within this uncertainty lies a golden opportunity to seize control of your career destiny and craft a path that’s as agile as it is fulfilling.

Enter the realm of career management, where the rules are ever-changing, and adaptability reigns supreme. In her enlightening book “The New Job Security,” Pam Lassiter makes a compelling case for shifting from a mindset of job security to one of career security. It’s about taking the reins of your professional journey and embracing change with open arms. Building a diverse skill set, nurturing relationships, and committing to continuous growth are the secret ingredients to thriving amidst uncertainty.

But wait, there’s more! Christina Wallace introduces a game-changing concept in her book “The Portfolio Life” – the portfolio career. Picture your career not as a linear path but as a rich tapestry of skills, experiences, and income streams. By pursuing multiple passions simultaneously, you’re not just diversifying your professional portfolio but creating a resilient career path as dynamic as you are. Think Venn Diagram!

Now, let’s delve into some practical strategies to conquer the uncertain job market:

Have a Plan: Don’t just think one step ahead; envision where you want to be two roles from now. Stay flexible and embrace unconventional paths to reach your goals.
Embrace Adaptability: Roll with the punches and be ready to pivot at a moment’s notice. Know your strengths, seek feedback from your environment, assess market trends, and evolve accordingly.
Build a Diverse Skill Set: Equip yourself with a versatile skill set that’s in demand across industries. Volunteer for projects that broaden your horizons and keep you learning.
Cultivate Professional Relationships: Network like your career depends on it – because it does. Forge meaningful connections that open doors and offer valuable insights.
Explore New Opportunities: Don’t be afraid to try new things. Offer to work on projects at your organization that may be outside your scope and will enhance your growth while making you invaluable. Adopt the portfolio career mindset and evaluate your career portfolio regularly.
Focus on Problem-Solving: Position yourself as the solution to the organization’s problems. Identify challenges and showcase how you can make a difference.
Continuously Learn and Grow: Lifelong learning isn’t just a buzzword; it’s a necessity. Stay ahead of the curve by keeping up with industry trends and acquiring new skills.
Build Your Professional Brand: Let your expertise shine through a strong professional brand. Make sure your online presence reflects your value proposition.
Communicate Clearly: Don’t keep your career aspirations a secret. Let others know what you’re looking for and how they can help you succeed.
Market to Employer Needs: Tailor your pitch to address employers’ pain points. Show them why you’re the perfect fit for their needs.

In conclusion, navigating an uncertain job market requires a blend of resilience, adaptability, and strategic planning. By embracing these tips, you’ll weather the storms of change and emerge stronger and more resilient than ever before. The adventure ahead is yours for the taking!

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From Lab Bench to Leadership: Navigating the Transition to Biotech Leadership Through Executive Coaching

2024-03-11T21:03:10Z

by Leslie Kaufman

Long days turn into long nights studying biology, chemistry, physics, and the myriad of other subjects that result in the depth of knowledge required for a successful career in the sciences. Years are spent tending to experiments in labs or toiling over patients in an effort to achieve the coveted PhD, MD, and sometimes, both. Successful academic careers, where individual achievements result in highly coveted accolades and rewards, often lead those in them to pursue the complex, risky, and potentially highly rewarding world of biotech.

And then, suddenly thrust into a world where collaboration is valued over independence, where leadership involves influencing others, where technical expertise gets trumped by an ability to think strategically, these same individuals find themselves struggling. Very few recognize, until they are in it, the shift in mindset and skillset that is required to thrive in the multifaceted, cross-functional organizations that make up most biotech companies.

Over the course of a career – often with many missteps along the way – some are able to develop the right combination of intellect and emotional intelligence required to thrive in leadership roles. But how many attempts (and potentially successful leaders) get thwarted as they run up against the same problems again and again?

They are…

Too in the weeds
Not strategic enough
Overly controlling and non-collaborative
Not team/enterprise focused
Lacking executive presence

Very often, an inability to overcome these challenges stems from an individual’s inability to understand organizational dynamics and the role they play in influencing them. With the help of an experienced executive coach, a motivated leader can gain the insights required to transform their impact on their organizations. Working together over several months, the coach and the leader use a combination of self-assessment and feedback to identify not only critical developmental areas, but also the (often overlooked) strengths that can and should be leveraged as well. The coach provides a safe, confidential space for the individual to share concerns, ideas, approaches and in some ways, a laboratory to experiment with new, more effective behaviors.

Executive coaching requires a commitment of time and money, but given the high-stakes nature of the work done at biotech companies, it is vital to give every leader the optimal chance of success. A company’s ability to harness both the scientific excellence and leadership capabilities of its employees is the key to building and sustaining a competitive advantage in the always-evolving biotech world.

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Four Strategies to Maintain Engagement and Trust After a Staffing Reduction

2024-02-15T18:25:54Z

By Kathleen Teehan

Navigating through a reduction in staffing is undoubtedly a challenging time for the organization, the individuals in transition, and those who remain. The emotional toll on the individuals impacted is significant and obvious, however an event can also leave those who remain in the organization feeling untethered, disengaged, and possibly unwilling to fully commit to a go-forward plan.

Effectively leading during this period of change is paramount and will have a significant impact on an employee’s commitment, motivation, and connection to their work. Here are four strategies to support an engaged workforce during times of transition:

Cultivate Consistency in Communication: Ensure alignment and uniformity in communicating the reasons behind the downsizing or reorganization. Inconsistencies in messages can intensify uncertainty among employees about their future and undermine trust in the leadership team.
Provide Clear Guidance: Articulate the company’s strategy moving forward and establish clear, achievable, and realistic short-term goals for each employee to help them understand their role in the larger picture. Offer continuous, constructive feedback on employee progress to keep them motivated and focused.
Foster Open Communication: In times of change, communication cannot be overstated. Set up regular “town hall” meetings, maintain an open-door policy, and allocate office hours for accessibility. The flow of information should be frequent, and interactions need to be genuine and authentic. For larger organizations, consider internal newsletters, hotlines, or change management workshops to facilitate communication.
Initiate Career Development Conversations: While job security may be uncertain, organizations can empower employees to proactively manage their careers. Encourage conversations that help individuals identify their strengths, interests, and goals, emphasizing how these attributes can contribute to their growth within the organization. Promote activities such as attending industry events, blogging, volunteering, and networking to assist them in developing their personal brand.

Empathetic leadership during challenging times will not only foster resilience and positivity among the team, it will allow the organization to begin a path towards future success.

Reach out to speak with the ClearRock team about Career Transition services.

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Connecting for Success: How Networking Paves the Way to Your Dream Job

2024-01-29T22:15:34Z

by Pauline Fournier

Why is networking a critical component of job-seeking? For the same reason that hiring managers and recruiters know they need to rely on it to fill open roles: On average, about 75% of jobs are filled through networking. Even when presented with that impressive statistic, many people shy away from networking when they are searching for their next role.

I’m often told that it is hard to ask for help or that networking is not a skill that everyone has. Both statements are true. And it is also true that having conversations is critical to the hiring process. Without conversations, hiring won’t occur. That’s all networking is: a conversation. So, if you are struggling to get started with ‘networking,’ just try to think about having more conversations.

As a career consultant, I have a lot of anecdotes about how connections have helped job seekers land roles more quickly. I’ve heard hundreds of stories about connections people have met through a dry cleaner, a place of worship, on airplanes, and even at parties. I’ve heard stories about colleagues or managers from 20 or more years ago who have helped candidates land jobs. Have more conversations!

Why companies hire referred candidates:

Employee referrals can streamline the hiring process. Since referred candidates often undergo a shorter screening process, it can result in a quicker turnaround time for filling open positions. It may reduce the need for extensive external recruitment efforts, such as advertising job openings on various platforms or using external recruiting agencies, making the process more cost-effective.

As companies look to expand or fill openings, they want to hire someone who is not only good at what they do but is also a good cultural fit for the organization. A candidate who has networked within the company may better understand its culture, values, and work environment. Familiarity with existing team members can foster a sense of belonging and collaboration making the integration more seamless.

Studies have suggested that employee referrals tend to have higher retention rates than candidates hired through other channels. The existing relationship and familiarity with the company culture may contribute to longer-term commitment.

Why candidates need to have the conversations:

People want to help. They want to know what they can do for you. Why deny others the pleasure of helping you?
I have worked with three candidates recently who were asked to fill out applications after they had already been offered jobs – for formality. All three of them received an automatic reply from an ATS suggesting they were not qualified for the role. They would not have been considered if they had not networked their way into the company.
Networking can give a candidate access to the hidden job market. Many opportunities are not publicly advertised, and some advertised opportunities are not available. Sometimes, a company has a candidate in mind and advertises the role because an internal policy dictates they must. Be the known candidate before a job is posted.
By networking with a current employee, you can learn information that can help you tailor your approach and applications to align with the preferences and expectations of potential hiring managers.
Candidates referred by employees have advocates who can vouch for their skills, work ethic, and suitability for the role. As a former hiring manager, I was likely to pay close attention to referred candidates. They were coming in from trusted sources.
Companies often offer referral bonuses to their employees. Ask your connections if there is a referral program to incentivize them to help you connect with the right individuals in a company.
Networking is not just about finding a job; it’s about building long-term relationships. These connections can benefit your career, leading to additional opportunities, collaborations, and advancements. Continual networking helps build your brand, knowledge, and confidence.

One final point: Remember that the difference between not working and networking is only one letter!

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The Power of Executive Coaching in the Financial Services Industry

2023-11-14T22:22:00Z

by Skip Bates

In the fast-paced and highly competitive world of financial services, leaders need to stay ahead of the curve. To excel, executives need more than just technical expertise; they need emotional intelligence. Serving customers, supporting employees, complying with regulators, and driving profitability: these competing concerns require resiliency, adaptability, and focus on priorities. Executive coaching provides a unique and invaluable resource to help leaders navigate a constantly evolving landscape. Here are 5 reasons ways that executive coaching can drive personal and organizational success for financial services leaders.

1) Enhancing Leadership Skills

Effective leadership is a cornerstone of success in the financial services industry. Executives make critical decisions, build organizational culture, and steer their organizations toward growth and profitability. Executive coaching helps leaders develop the soft skills that are necessary to build effective teams, enhance organizational culture, manage performance, and make informed decisions to lead confidently.

Coaches work with executives to identify their leadership strengths and opportunities for improvement, meeting them where they are and providing personalized guidance to drive success. Focusing on executive presence, communication skills, interpersonal effectiveness, decision-making, and stress management, coaching empowers financial leaders to become more influential and effective in their roles, ultimately benefiting their organizations.

2) Fostering Emotional Intelligence

Emotional intelligence (EQ) is a vital skill in a high-stress industry like finance. It encompasses self-awareness, self-regulation, empathy, and social skills—all crucial for building strong relationships, resolving conflicts, and making sound judgments. Executive coaching helps financial professionals develop their EQ, enhancing their ability to communicate, collaborate, and lead effectively.

Through coaching, executives learn to read the environment, to listen and communicate well, even under pressure, and to build more meaningful connections with clients, colleagues, and stakeholders. Improved emotional intelligence can be a game-changer in client relationships, fostering trust and enhancing the client experience.

3) Navigating Complex Regulatory Environments

The financial services industry is known for its complex and ever-changing regulatory landscape. Executives must stay informed about the latest rule changes and compliance requirements. At the same time, leaders must balance the needs of employees, investors, and other stakeholders. Executive coaches can help leaders identify and balance priorities and refine the skills needed to ensure their organizations remain in good standing.

Executive coaches help leaders navigate competing priorities and guide them through implementation and decision-making challenges, strengthening risk management practices to avoid costly legal and financial consequences.

4) Accelerating Career Growth

Career advancement is often based on performance, networking, and personal development, especially in the financial services industry. What you produce, who you know, and how you grow are essential to getting ahead. Executive coaching can catalyze career growth by helping professionals set and achieve ambitious career goals. Coaches can assist in focusing efforts on results while also building strategies for career progression, enhancing networking skills, and expanding professional opportunities.

Furthermore, coaching can help executives identify and overcome self-limiting beliefs and behaviors that may hold them back in their careers. Financial professionals can position themselves for greater success by unlocking their full potential.

5) Nurturing Innovation and Adaptability

The financial services industry is no stranger to technological disruptions, market fluctuations, and evolving customer expectations. To thrive in this environment, executives must be adaptable and innovative. Executive coaching encourages creative thinking, problem-solving, and a willingness to embrace change.

Coaches can help financial leaders explore new ideas, challenge conventional thinking, and develop strategies for innovation. By fostering adaptability and a growth mindset, coaching can help organizations stay ahead of industry trends and seize growth opportunities.

Conclusion

In the dynamic world of financial services, executive coaching is not just a luxury; it’s a strategic investment. It equips financial professionals with the skills, insights, and confidence needed to excel in their roles and drive organizational success. By enhancing leadership skills, fostering emotional intelligence, navigating complex situations, accelerating career growth, and nurturing innovation, executive coaching plays a pivotal role in shaping the future of the financial services industry. As the industry continues to evolve, those who leverage the power of executive coaching will be better positioned to lead, adapt, and thrive.

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Using AI for Recruiting and Job Searching

2023-06-28T18:02:01Z

by Pauline Fournier

I’ve read a lot about AI and generative AI recently and wondered how it can help the employer and the candidate seeking a new role. I tested two of the more popular AI tools (Bard and ChatGPT) to see how they work and how they could be helpful in the process.

How can I use AI to find the right candidates as an employer?

I asked each platform this question, and the answers were similar but somewhat different. Both mentioned tools that have been used for some time, like applicant tracking systems, AI-powered job boards and search engines, AI-powered interview scoring tools, predictive analytics, video screening, and skills assessments.

Here are two key takeaways:

AI-powered chatbots and virtual assistants can handle initial candidate interactions and inquiries. They can answer frequently asked questions, schedule interviews, and collect basic information, freeing up your HR team’s time and providing a seamless candidate experience.
AI can aid in promoting diversity and inclusion in the hiring process. By removing identifying information from resumes, AI-powered systems can reduce unconscious bias and ensure fair evaluation of candidates based solely on their qualifications and skills.

It’s important to note that while AI can streamline candidate sourcing and screening, human involvement and judgment remain critical throughout the recruitment process. AI should be used as a tool to support decision-making, but final candidate selection should involve human assessment and evaluation.

How can I use AI for my job search?

Again, each platform was asked the same question and responded similarly. The advice was to use AI-powered resume optimization and review tools, AI-powered job matching platforms, chatbots for interviewing scenarios, and AI-powered social media analysis.

Here are two suggestions that I also share with job seekers:

Take advantage of tools that can help optimize resumes to match the requirements of specific job postings. These tools analyze job descriptions and suggest relevant keywords, skills, and achievements to include in your resume, increasing your chances of getting noticed by applicant tracking systems (ATS) used by employers.
Set up automated job alerts through AI-enabled job search platforms or email notifications. These alerts can notify you of new job postings that match your desired criteria, helping you stay up to date with the latest opportunities. You can’t be in front of the computer screen 24×7 and won’t miss anything new if you set up an alert.

Remember that while AI can be a powerful tool, combining it with traditional job search techniques, such as networking, personal connections, and direct outreach is crucial. AI should complement your efforts and help you streamline the job search process, but it’s still important to maintain a proactive and targeted approach.

If using an AI tool such as Bard or ChatGPT to write a cover letter for you, make sure you customize that cover letter before sending it. I had them create a cover letter for a specific role, and though the cover letters were very good, they referenced generic skills needed for the role. Make sure you customize with your own skills and competencies.

By the way, some of this article was written by one of the AI tools with my customizations. It was also proofread by another AI tool.

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Top of Mind For HR: A Point of View From ClearRock

2023-05-10T15:41:09Z

ClearRock’s leadership team, talent consultants, coaches, and career consultants convened to discuss what is top
of mind for employees and leaders this year. This is what was shared.

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Pay Transparency and ‘The Dreaded Salary Question’

2023-02-28T21:58:22Z

by Pauline Fournier

In each edition of our Insights newsletter, Senior Career Consultant, Pauline Fournier responds to career questions that have recently come her way from people with whom she is working. In our Winter 2023 edition, Pauline shared some insights for both job candidates and employers on tackling ‘the dreaded salary question.’

QUESTION: Over the years, I’ve been asked about what some refer to as the ‘dreaded salary question’. When does a candidate ask? When does the company reveal the salary?

ANSWER: One thought has been that whoever mentions salary first is at a disadvantage. I’ve never bought into that way of thinking. I’ve always believed that it is better to know up front than to go through the interview process only to find the salary is way out of line with the candidate’s expectations.

With more states and municipalities passing pay transparency laws, the ‘dreaded salary question’ can be answered before the interview begins. There are many versions of the law, with some states requiring a salary range to be included in the job posting. In contrast, others require the employer to disclose the range upon request, during the application process or following the first interview. In most cases, the law requires transparency when an employee is promoted or changes jobs within the company and for new hires.

What does this mean for the candidate?

The advantage for the job candidate is that they know up front if the salary is within their range and can decide whether or not to apply. Many candidates have much angst when filling out the required salary section of the application. They don’t want to be eliminated from consideration based on the number they put on the application. They can respond with a salary in that range if they know it. Yes, there will still be room for negotiation – within the range.

These laws can also help with pay equity. If the range is published or made available upon request, the employee will know where they stand compared to others. If pay is equitable, employees are likely to be more productive and happier. Happy employees can lead to longer retention and greater productivity. Employees have reported feeling that pay transparency leads to greater trust and a culture of openness.

What does this mean for the employer?

An advantage some employers have reported is that the quality of the candidates applying for roles has improved. Candidates with a salary requirement much higher than the range don’t apply. They already know it won’t meet their expectations. Most candidates have expectations within the posted range.

When employees understand how compensation is calculated and believe they are fairly compensated, employee engagement, productivity, and retention increase. Communicating with candidates and employees is critical to the pay transparency process. According to PayScale, most employers have one conversation with non-managers per year. Pay transparency could lead to more conversations and a better understanding of expectations.

Many employers have used market data to set salaries and other compensation. With some of the pay transparency laws, they can now see how competitors are paying. This also helps when it comes to negotiating with candidates who have competing offers.

According to Forbes Magazine, Talent.com found that 78% of job seekers in England believed that salary transparency is a good thing, with 74% arguing that it creates a fairer environment for workers and their colleagues.

Indeed, pay transparency is not simply a matter of putting salary ranges on a job posting. There is a lot to think about, and companies must develop strategies, but the move toward greater pay transparency in workplaces will ultimately be beneficial to both candidates/employees and employers. Perhaps, the question won’t be so dreaded in the near future.

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Does Anyone Hire During The Holidays?

2023-11-27T21:38:40Z

by Pauline Fournier

In each edition of our Insights newsletter, Senior Career Consultant, Pauline Fournier responds to career questions that have recently come her way from people with whom she is working. In a recent edition, Pauline shared some important tips on job searching during the holiday season.

QUESTION: Does anyone hire during the holidays?

ANSWER:

Having turned another page on the calendar, I’m reminded of a question I’ve been asked for the past 14 years around this time: does anyone hire during the holiday season?

The answer is a resounding yes! Yes, employers hire throughout the year – and the holiday season is no exception. Yes, keep looking for your next role during the holiday season. Yes, it is a great time to network and let people know what you are looking for and how they can help you. I know first-hand because I was offered my first role in outplacement on December 23^rd. Yes, during the holiday season.

Many companies are reviewing budgets for the following year. Leaders are deciding where they want or need to spend money to meet goals. They are creating hiring plans. Many hiring leaders want to have the right people in the right roles to start the year. To do that, they are posting positions and interviewing during the holiday season.

As a hiring leader, I was once told at the beginning of December that I had to hire someone before the end of the year, or we would lose that seat. We scurried to get a job posting out, screened candidates, and made an offer before the end of the year. The process was a lot quicker with that type of deadline. It could happen to you too!

There are advantages to job seekers who don’t stop looking during the holiday season, including less competition. Other job seekers may stop looking because they believe nobody hires during the holiday season. Sometimes the hiring process can be quicker, especially if they need an employee to fill the seat before the year ends. You can still negotiate for a January start date.

The holiday season is also a good time to rekindle friendships or relationships with former colleagues. There is a built-in reason to reach out. Wishing someone a happy holiday season and asking for a quick call or a coffee meeting is a great way to network and ask for help. Some people have more time to meet as some businesses slow down or even shut down at the end of the year.

For many years, I have kept track of the number of candidates I coached who landed jobs in November and December. I continue to be amazed by those numbers. I was surprised to get an offer in December myself and more surprised the following year to see the number of people who received job offers. I strongly advise candidates not to stop looking at this time of year. I can’t promise you’ll land a job during the holiday season, but I can guarantee that if you stop looking, you won’t!

Happy Holidays!

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6 Strategies to Minimize the Negative Impact of Employee Separations

2024-02-15T18:02:34Z

By Laura Poisson

There are few things leaders must do that are more difficult than terminating someone’s employment. The key to minimizing the negative impact on the affected employee and protecting morale in the workplace is to ensure that separated employees at every level are treated with dignity and respect in the process. While there is no one-size-fits-all approach to handling employee separations, here are 5 ways to minimize the negative impact.

No surprises, please: Employees sense when there is instability in the business, particularly when it comes to restructuring and job eliminations. Transparency and open, honest communication help to create trust between leadership and employees. Advanced signaling that change is in the air will give people an opportunity to prepare mentally and emotionally for change and a better platform for pivoting and moving forward once the changes have taken place.
Prepare leaders for notification conversations: There is no easy way to deliver bad news; however, some things make it worse. Managers who are not properly prepared for this conversation or talk about how bad they feel delivering the news are a couple of them. Managers need to address their own feelings about the situation ahead of time and be prepared to deliver this critical news in a clear, concise, and empathetic way. Tone, facts, and fairness in delivering this message will greatly influence the outcome as well as the managers ability to appropriately handle reactions. While employment terminations happen every day, for each person this is a life disrupting and serious event. Take care of your people in this moment. Remaining employees who trust their colleagues are being treated fairly will be better positioned to help the organization move forward.
Engage employees in the conversation as early as possible: The landscape of performance management is changing, allowing for more authentic, frequent and less formal conversations. When it comes to performance issues, an employee underperforming in a role for a prolonged period erodes self-confidence and progress. Whenever possible, discuss strategies to help your employee improve performance or begin a dialogue that includes parting ways and agreeing on a transition plan.
Consider notice: Working notice can help to facilitate a smooth transition for both the organization and the employee. It is based on the core belief that where trust and respect is extended, it is also returned. For this arrangement to be successful, it does require close management and clear communication between HR, the manager, and the employee. When possible, this approach allows the employee the time to acclimate to the news, complete projects, and begin to prepare themselves for their job search.
Create a culture of learning: Job security is not something any employer can guarantee; however creating a learning culture where individuals can take on new challenges and develop their functional and leadership skills will set them up for future success – with you or their next employer. Learn more about how our Compass program can help.
Provide career transition support: For even the most successful, confident, and talented professionals, unexpected job loss is a stressful, overwhelming and difficult life experience. Participating in a career transition program – especially one focused on one-on-one support – provides individuals with an opportunity to reflect on their strengths, clarify their goals, and develop a strategy that will help them land sooner in a well-aligned job. Learn more about our Career Transition Program options here.

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