When thinking about what organizations need to do to effectively compete in today’s challenging marketplace, I can’t help but turn to that sage advice offered by Jim Collins in his books “Built to Last” and “Good to Great.” Great companies really do know how to turn crisis into opportunity by focusing on two key things 1) staying committed to enduring values and 2) making certain they have the best talent.
And, although we are still operating in uncertain times, there is a silver lining called “opportunity.” There are many “opportunities” savvy companies can capitalize on to stay competitive and ensure their future success.
So, here are 5 things your company may want to consider now, to stay in the game:
1. Communicate often and be consistent about your company’s values. You must reinforce and be clear about your organization’s principles and core vales that explain why you do what you do.
2. Set a clear direction that your employees can get behind. You must be consistent in your messaging so employees are clear about where the organization is going and allow them to have a role in shaping the direction it will take.
3. Focus on your customers. Be a good student to your customers’ business by consistently staying up to date on where their business is going and what they need to succeed. Become that trusted advisor they can turn to for solutions to help them get there.
4. Make certain your key leaders are doing the right things right. Invest in growing the skills and competencies of your top leadership. Provide leadership executive coaching andleadership development initiatives that can equip your leaders to not only execute what they need to do today, but in the years to come- and set an expectation of continuous improvement.
5. Stay agile. Know that whatever you are doing today won’t be what you need to be doing tomorrow. Pay attention and be a student of your own business.
No one knows for certain what the weeks and months ahead will bring, but one thing is certain—having the right mix of strategic vision, processes and leadership talent will give you the advantage your company needs to successfully compete. So, I ask you:
- How well do you really know what’s going on in the businesses of your customers?
- Are the leaders you have in place today prepared to take advantage of the opportunities the market will bring?
My Thanks to Patty Prosser for this contribution. So what do you think? What steps are you taking? What's working? What's not?
Got an Opinion? Please share it.
The Career Help Coach
Tom is an Executive Coach, the Managing Partner / President of OI Partners / Organizational Innovations, Inc. and founder of CareerSummit.com, – both headquartered in Minneapolis, MN. He also chairs the Hennepin / Carver Workforce Investment Board -representing Minnesota's largest Workforce Service Area
The 10 Biggest Mistakes When Leaving Your Job
Thomas H. Bodin
OI Partners-Organizational Innovations, Inc.
Fifty Eight Twenty One - East
Sunset Ridge Business Park
5821 Cedar Lake Road South
Minneapolis, MN 55416
(952) 525-1475 ext. 400
Minneapolis – March 7, 2012 – As the number of job openings and workers quitting increases, people may be susceptible to committing one or more of the 10 Biggest Mistakes When Leaving Your Job, according to OI Partners-Organizational Innovations, a global coaching and leadership development and consulting firm.
The number of people leaving their jobs is growing as job openings increase:
• Quits Up 20%: The number of people voluntarily leaving their jobs is 20 percent higher than two years ago, according to the U.S. Bureau of Labor Statistics. (1.92 million workers quit their jobs in December 2011 compared with 1.6 million in December 2009.)
• Job Openings Up 42%: The number of available jobs is 42 percent higher than two years ago (December 2009), according to the BLS. (There were 3.38 million job openings in December 2011 compared with 2.38 million in December 2009.)
“People spend much more time trying to find a new job than they do planning a proper exit,” said Tom Bodin, Managing Partner of OI Partners-Organizational Innovations. “However, with pent-up anxiety building over the past few years due to the poor job market, people need to be cautious about leaving abruptly, badly, or not doing as much as they can to ensure a smooth transition.”
"You can never be sure how secure any job is. It's important that you leave positive professional impressions with every employer so you can receive a good reference and keep the door open to returning if ever appropriate," added Bodin.
Here are the 10 Biggest Mistakes People Make When Leaving A Job:
1. Slighting your boss. Make sure your immediate supervisor is the first one you notify about leaving. "Do not tell co-workers before informing your boss. Do this in person – not by email or phone – and in private. Do not be overly happy or joyous about leaving, but express some regret and communicate how much you enjoyed working there," said Bodin.
2. Burning bridges: Do not leave on a sour note and be bitter or angry about actual or perceived slights such as being passed over for promotion or inadequately compensated. "This may come back to haunt you. It’s also not a time to tell supervisors and co-workers 'what you think of them,'” noted Bodin.
3. Not giving sufficient notice. Two weeks’ notice is customary for staff positions. Managers and executives may need to give more notice to ensure a smooth handoff. An alternative is to ask how much notice they would prefer and see if this can be worked out with your new employer.
4. Not offering to train or recruit your replacement. If your replacement has been selected before you leave, offer to train him or her. If no successor has been chosen, volunteer to use your knowledge of the job to help choose a replacement.
5. Failure to thank employer: Thank your employer for the great career opportunity. "After departing, write a thank you note stating how much you enjoyed working for the company and your manager, what you learned and how much you value the experience," said Bodin.
6. Not participating in an exit interview: "Participate in an exit interview especially if you want a good reference in the future. Treat the exit interview as seriously as a hiring interview and focus on the benefits the new position presents for you and your career – and not the shortcomings of the job you are leaving or anyone working there," stated Bodin.
7. Not making a clean break: Leave professionally and do not take proprietary information with you."It is your reputation that will still stay with your ex employer. Assure them you will not be soliciting other employees to leave," added Bodin.
8. Leaving unfinished work. Be sure you complete all of the work that can reasonably be expected within your time remaining. Do not slack off or start arriving late and leaving early.
9. Unwilling to answer questions. Volunteer to answer questions related to the job you are leaving for a short period after departing.
10. Not staying in touch with your boss and co-workers after you leave. "Keep in contact with them to maintain your career network and bolster getting a good reference. Offer to serve as a reference and networking source for them," Bodin said.
About OI Partners
OI Partners is a leading global coaching and leadership development and consulting firm that helps individuals find new careers and employers to improve the performance of their employees and organizations.
OI Partners specializes in career transition programs, executive coaching, leadership development, and other staffing solutions. The company was established in 1987 and is now located in 200 offices in 27 countries with close to 100 U.S. offices.
Please visit www.oipartners.net or call 800-232-5285.
About Organizational Innovations, Inc.
Founded in 1981, OI Partners - Organizational Innovations, Inc. is the Midwest regional OI Partners office and one of its original founding companies. Through its employees and alliances, Organizational Innovations delivers human resource, organizational, workforce, and individual development consulting coaching, training and recruitment services in four key talent management practice areas: Acquisition, Development, Alignment and Transition.
Please visit www.organizational-innovations.com or call 952-525-1475.