The Executive Suite Blog

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As a business consultant, professional recruiter, and executive coach I have spent a good amount of time with owners who proudly point to their written business plan on the shelf in their office.  When asked the last time they looked at it, they will dutifully take it off the shelf, dust it off, and offer that it has been a few years.…
Perhaps I need to clarify what is – and what is not – a talent assessment system.  Not to worry, it’s a small clarification. What it is not! It is not a talent management system.  That is, it is not a system that provides companies the ability to manage its human resources more efficiently.  A talent management system generally focuses on – Recruitment, Corporate learning, Performance management, and Compensation management. What is it? A talent assessment system is more focused.  As a data driven system it – Allows a business to assess all job candidates, Assists in the hiring process…
Clients often ask my opinion on promotional decisions they want to make in their company. Not all the time, but they ask. I thought about why there were not consistent asks for all the promotional opportunities. Where and why was there a hesitation or a doubt? Questions Those who know me well know that I will ask several questions before I provide an opinion.  For instance: What decision-making talents does the new job require? Does the person you want to promote have those talents? What type of personality does the new position require? Does the person you want to promote…
I am a business owner, I am white, and I have years of experience growing up and working in and around people of color. Have I exhibited racist actions in the past – yes. Do I regret having done so – yes. Has it impacted my leadership and management actions – yes! Do I consciously strive to be a racist – no! I am not going to hesitate or equivocate with the answers to these or other similar questions. I grew up in a family with roots in Southern America and in New England. It was quite a challenge spending…
Developing effective talent assessment systems for clients often involves developing position descriptions.  Over the years I have developed well over a twelve-hundred position descriptions.  In each instance the process has involved interviewing employees and their supervisors about the knowledge, skills, abilities, and essential functions of their specific positions. Why Develop New Descriptions? Most of the reasons these descriptions were developed was to comply with a variety of federal laws, chief amongst them –the American with Disabilities Act (ADA), the Equal Pay Act (EPA), Title VII of the Civil Rights Act, the Age Discrimination in Employment Act (ADEA), and the Fair…
The COVID-19 pandemic has introduced a significant level of uncertainty into our personal and business lives.  Schools have been closed, stay at home orders went into effect, and many events have been postponed or cancelled. Finally, in Massachusetts and in other states, the re-opening of non-essential businesses is underway, and we hope that life and business will begin to return to what we knew as normal.  What is certain to me is that the “normal” before and “normal” in the future will be quite different. What we do know about this pandemic is that it has interrupted the flow of…
Well, businesses are reopening! Depending on your State’s COVID-19 reopening procedures, you are reopening.  So, let me ask you.  Have you thought about whether your business model will be competitive in the post-pandemic business world?  Are you thinking perhaps that you need to re-align your business strategy to that new world – and along with that, have you been thinking about the mix of employees you need to help you remain competitive? It’s a lot. I know. These are conversations that are necessary, however.  We will discuss strategic assessment in another article.  Today I want to discuss your talent assessment…