Tag Archives: Human Resources

How Emotional Intelligence Became a Key Leadership Skill

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By Andrea Ovans

Anyone trying to come up to speed on emotional intelligence would have a pretty easy time of it since the concept is remarkably recent, and its application to business newer still. The term was coined in 1990 in a research paper by two psychology professors, John D. Mayer of UNH and Peter Salovey of Yale. Some years later, Mayer defined it in HBR this way:

From a scientific (rather than a popular) standpoint, emotional intelligence is the ability to accurately perceive your own and others’ emotions; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions. It doesn’t necessarily include the qualities (like optimism, initiative, and self-confidence) that some popular definitions ascribe to it. Continue reading →

What is top talent and how is that identified?

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As a part of our talent acquisition engagements, we ask our clients how they define “top talent” and how they would assess those traits in the interview process.  Reflecting on the insightful comments we hear every day, we thought there would be great value in a new blog in which senior executives/thought leaders share their “Take on Talent.”

This is the second in a series of blogs/interviews with senior executives who are thought leaders in the areas of Talent Acquisition, Career Development and Leadership who will share their perspectives on this ever present question.

 


Mark Trepanier is the EVP Managed Services, Client Delivery of Axiom, a recognized leader in the business of law and the world’s largest provider of tech-enabled legal, contracts and compliance solutions for large enterprises. Axiom’s unique solutions combine legal expertise, technology and data analytics to deliver work in a way that dramatically reduces risk, cost and cycle-time. Continue reading →

Authenticity Is The Secret Sauce

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Image result for Scot HeathmanBy Scot Heathman

Nothing develops trust more than vulnerability…great leaders, authentic vulnerable leaders, require the ability to develop deep human connection
Dov Baron,
Author of ‘Fiercely Loyal‘

 

Just be yourself. How many times have you heard this statement in development sessions or during leadership training? I like this statement but it’s hollow. It’s missing something. Employees and subordinates are demanding leaders to become more authentic instead of just being themselves. Most subordinates know if you try being someone you’re not, especially in a key leadership position, it’s only a matter of time before you’re found out as an imposter. We see this all the time online. People try to be someone else with their online persona versus who they are in real life. It doesn’t work over the long run and you’re setting yourself up for personal disaster. The key is being authentic with your yourself and your organization. Be authentic with your subordinates. It is Authenticity that is the secret sauce in a recipe on developing deep human connections. Continue reading →

The Business Impact of Authentic Leadership

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Anka WittenbergBy: Anka Wittenberg

Workplace diversity is a top goal for companies of all sizes today. Research shows that enterprises which include people of both genders and of multiple generations, cultures and physical abilities increase their productivity, improve the effectiveness of their employee teams and better their bottom line. A more diverse workforce clearly equals rewards.

At the level of the individual, however, less is more. Rather than trying to be “all things” to their employers, people perform better and are more engaged when they focus on being their singular, authentic selves.

When companies also encourage and reward this kind of authenticity and genuineness among their leaders, these leaders, in turn, are more likely to create real value for the organization. Continue reading →

Appointed CEO? Great. Start planning for your exit

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Doce Tomic is president and CEO of Credential Financial, a national wealth management firm owned by Provincial Credit Union Centrals and The CUMIS Group.By Doce Tomic

A common misconception around succession planning is that it signifies the end of a CEO’s tenure. Just as you don’t wait until death is knocking at the door to buy life insurance, you also shouldn’t wait to start planning for your inevitable exit.

Companies are no different than individuals in that they should always be prepared for the unexpected, such as the loss of a key individual – especially the CEO or a member of the executive team. Continue reading →