Tag Archives: US

Leadership styles must change in the new era of “always on” transformation

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photo 1by Lars Fæste and Jim Hemerling

In the face of disruptive technologies, globalization, and a volatile marketplace, leading companies are committing to a new kind of transformation.

Instead of pursuing it as a onetime, crisis-driven initiative and instead of focusing primarily on cutting costs, they are committing to “always on” transformation — profoundly changing their strategy, business model, operating model, people, and organization on an ongoing basis in order to stay ahead.

The new approach demands a new kind of leadership — leadership that is not just directive but also inclusive and that has an appetite for risk, says a new e-book published by The Boston Consulting Group (BCG). Transformation: Delivering and Sustaining Breakthrough Performance draws on the firm’s work in more than 400 transformations that generated a median annual impact exceeding $340 million through cost cuts, revenue increases, the application of capital efficiency levers, and improvements in organizational performance. Continue reading →

Exactly What To Say When An Interviewer Asks How You Would Change Their Company

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by Molly Petrilla

Hiring managers know their companies aren’t perfect, so saying that you can’t think of a single thing to change is never a good response.

What would you change if you worked here?”

Uh oh. You may have just teetered across the “tell me about your biggest weakness” tightrope, and now there’s another challenging question on the table. It’s important to sound inventive but realistic, yet avoid trashing a potential employer or coming off as a know-it-all.

But be ready for it, because the change question has become increasingly popular. “I love this question and ask it in every interview,” says Alina Tubman, a career consultant and campus strategist who has conducted hundreds of on-campus recruiting interviews. Continue reading →

Head of HR for North America

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Our Client

A leading NYSE publicly traded global technology services/software engineering company.  Headquartered in  PA, the client is focused on delivering results through best-in-class software engineering, innovation, strategy, consulting and design capabilities. With over twenty years of experience in the information technology industry, the client’s nearly 20,000 employees serve customers in over 25 countries across North America, Europe, Asia and Australia.   The client appears on FORBES 25 Fastest Growing Public Tech Companies and on FORTUNE’S 100 Fastest Growing Companies.

Job Description

Reporting to the Chief People Officer, the Head of HR for North America will be responsible for human resources strategy and operations/execution, serving the people and talent needs for employees at all levels.   The head of HR for North America will manage 7-10 direct reports and lead a total team of 15 serving an employee population of over 1300 professionals throughout the United States, Canada and Mexico. Continue reading →

SENIOR BPO SALES EXECUTIVE

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Senior BPO Sales Executive

The Senior BPO Sales Executive is responsible for achieving profitable sales growth by managing/closing multiple sales campaigns using deep sales process and offering or product expertise within a complex market or emerging market/white space. The role report to the Sales Management Director and is focused in Banking/Capital Markets or in Pharma/Life Science Industry sectors.

 

 

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Responsibilities: Grow the Business:  Drives sales opportunities to closure – increasingly selling a mix of defined solutions/extensions and new offerings or products into white space; wide range of service group offerings and deal structures

Develop Key Relationships:  Develops strong relationships with key client buyers: the Divisional head/C-Suite level; client decision making spanning multiple layers of organization. Continue reading →

Great leadership teams say these six things about each other

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By Evan RothEvan-Roth

Silos, egos, chest beating, throwing under the bus, misalignment and blaming each other. These descriptors top the list when I am asked to work with dysfunctional leadership teams.

It’s far more rare to hear the following six statements in the business world, but these are what winning sports teams say about one another. We can learn a lot from the world of sports as to how we can and should function as winning leadership team members.

It’s not about me, but the team.

It’s fascinating to hear this statement come out of a star player’s mouth. Are they being humble, not trying to draw attention to themselves? Or do they really believe what they are saying?

When our focus and intention is around winning as a team, we actually have a better chance of doing so. When the team is my focus, I cross the silo, embrace what’s best for the organization (vs. my own P&L), and am not satisfied until we all win. My performance is always less than the team’s performance, and I am not satisfied until the collective team wins. The last thing we would ever do is let down our team members. Continue reading →