How to Protect Your Company from Employee Poaching

For most companies, their greatest resource is their employees.  The best defense against employee poaching is to know the engagement level of your key leaders and staff.  Do they feel valued,  appreciated  and supported in their career plan?  Do the company’s values reflect more than simply revenues and the “bottom line?”

When the Competition Is Trying to Poach Your Top Employee Great article from @HBR, “When the Competition Is Trying to Poach Your Top Employees” – by Rebecca Knight.

Trish Pratt,  Executive and Career Development Coach — Greater Boston area.

The Power of DISC and Career Success: Part 2 of a 5-part series

As mentioned in Part I of this series, the DiSC is a powerful executive and career development tool often used in coaching. Using four simple letters, D,I,S and C (or a combination of them) this assessment provides clients with a view of their strengths as well as strategies for leveraging these strengths.  This post looks at the “I” dimension.

Interpersonal, Influence, Inspirational and Optimistic  These “I” qualities are about gaining energy through connecting with people.  Those with a high “I” dimension are trusting and their strengths lie in their ability to communicate with and relate to others.  This dimension is often found in Sales, Customer Service, Management and Training industries. Those with a high “I” dimension are typically more outwardly focused and can sense the mood of a group or room full of people in a short amount of time.

On the flip side of these strengths, some common work challenges that show up in coaching those with this dimension are:

  • Isolation at work – not enough teamwork, too little connection to co-workers; too little appreciation from your staff or boss.
  • Difficulty organizing — too much paperwork, too many details; too many distractions and lack of follow-through.
  • Lack of positive work environment — frustrations with negative co-workers or environment; too little freedom or independence in your work.
  • Communication challenges – complaints from others that you talk too much or lack sincerity; also lack of directness in difficult conversations.
  • Lack of motivation due to criticism of work or work style – Not feeling accepted or appreciated by clients, co-workers, managers, etc.

If you relate to any of these challenges, you may notice how your “I” strengths support your work, and yet may also go out of balance from time to time. Consider how you might temper your strengths without stepping too far away from them. The “I” dimension brings a set of great leadership qualities that are often seen in sales executives, ceo’s, managers, entrepreneurs and others. Consider a DiSC assessment to help you bring out the most effective “I” in you!

If you like to know more about your DiSC Behavioral Style and how you can leverage your style to streamline your career or leadership success, contact Trish and mention this post for a 20% discount on a DiSC assessment.

 

Trish Pratt, Executive and Career Development Coach — Greater Boston area

High "D" Runner Coaching Client

The Power of DiSC and Career Success

Part 1 of a 5-part blog series.

Assessments can be helpful executive and career development tools, especially when combined with coaching. One powerful, easy to understand coaching assessment describes behavioral style and is called the DiSC. Though humans are complex creatures who can’t be summed up in a few simple letters or descriptive words, the DiSC can add high-level clarity to a client’s self-understanding and leadership strengths. Simply said, when looking to better understand yourself, your team, and your career, the DiSC is a powerful tool!

There are four DiSC Dimensions. Let’s look at the “D”.

Direct, Dominant, gets things Done — these are hallmark strengths for individuals with a high “D” dimension of behavior. “D-ness” is about using the most direct path to accomplish results, and speaking directly to the point – short and succinct. The “D” dimension is also about stepping into power and authority, and being energized by a perfect challenge.

On the flip side of these strengths, some common work challenges for individuals with a high “D” dimension are:

  • Impatience with slow progress — from your methodical team, staff member or boss; from project difficulties, or a micromanaging boss.
  • Frustration with easily offended co-workers – people you work with who may ask a lot of questions, need too much hand-holding, move too slowly, or are too indirect.
  • Irritation due to lack of acknowledgement – as in lack of job promotion, too little responsibility, or not enough freedom.
  • Boredom — from lack of challenge or clear work goals, to lack of career progress or clear direction.
  • Communication challenges — Others complaining that you don’t listen, that you yell or push too hard; that you expect too much.

If you relate to any of these challenges, you may notice how your “D” strengths support your work, and yet may go out of balance from time to time. If so, you may want to learn ways to temper your strengths while still leading from them.  After all, you are a person that gets things done!  The “D” dimension brings a set of great leadership qualities that are often seen in executives, managers, project leaders, entrepreneurs and others. Bring out the most effective “D” in you!

If you’d like to know more about your DiSC Behavioral Style and how to leverage it to streamline your career success… contact Trish and mention this post for a 20% discount on a DISC assessment.

Trish Pratt, Executive and Career Development Coach — Greater Boston area

Three Things that Energize Your Career

Work responsibilities such as an endless list of deadlines, overtime and high standards can sideline your work enjoyment and leave you feeling pressure, burnout or disengagement.

Whether you’re a manager looking to motivate your staff, or an individual looking at career options Three Things that Actually Motivate Employees from @HBR looks at what makes an individual’s “work engine” fire on all cylinders.  @RosabethKanter beautifully narrows it down to 3 clear and tangible things.

 

Emphasize your positive impact.  Make it a great day!

Trish Pratt –  Executive and Career Development Coach, Greater Boston area.

 

Is Your Organization Providing the Space for Trust?

“Learning to shape the space for trust is core to leadership at all levels…” – Judith Glaser, @JudithEGlaser from her new book, Conversational Intelligence.

When trust underlies an organization’s vision, strategies, and conversations, communication can expand and flourish.  Leadership coaching supports organizations in building and expanding trust.  And paves the way for new levels of success!

 

 

 

Trish Pratt, Executive and Career Development Coach — Greater Boston Area

Have Enough Introverts on Your Marketing Team?

Introverts in Sales and Marketing…?  You bet.  When hiring for their sales or marketing team, managers often look directly to the classical profile of the extroverted sales person and forget to include introverts.  Who better than introverts to listen to and understand a client’s needs?  And from a DISC perspective, a well-rounded team is often the ideal.

 

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Great article, “Why Marketing Needs More Introverts” from @HBR and @eddieyoonTCG on the value introverts bring to Marketing.

 

 

Trish Pratt,  Executive and Career Development Coach — Greater Boston area.

Sailing Executive Career Success

At the Helm of Work and Career Success

“Twenty years from now you will be more disappointed by the
things that you didn’t do than by the ones you did do. So
throw off the bowlines. Sail away from the safe harbor.
Catch the wind in your sails. Explore. Dream. Discover.”
— Mark Twain

One of my favorite quotes. Whether you’re finding your way in a new job or career… taking your business in a new direction, or an executive leading your organization through challenges to new opportunities, Mr. Twain’s wisdom rings loudly and clearly.
Be bold. Listen to your inner wisdom. Trust life. Trust yourself!