Talent Management Consulting & Executive Coaching Raleigh, NC

Infusing a New Kind of Workplace
For the Future.

What Kind of Leaders Are Millennials? A New Study Reveals

A new survey shows how Generation Y will define the leadership of the future.

millennialleaderMany aspiring millennial leaders say that want to empower others to succeed and give followers a
sense of purpose according to a new study.  It’s important to understand this generational view as organization’s align future business strategies and growth priorities. It is noteworthy for Chief Talent Officer’s in designing succession management, an element of the organization’s overall Human Capital Strategy, and key for CEOs to take note as they cultivate younger executives and groom them for higher positions in the the C-suite, and potentially to take on the CEO role that leaders of this generation may require new methods to mentoring, learning and training than previous generations.

Leadership is a popular topic these days. You have probably read about a shortage of great role models or the need for a change in leadership styles. What we know for sure is that millennials, the next generation in line to be leaders, are beginning to step up to the plate and will define what leadership looks like in the future.

Millennials want to be leaders. Ninety-one percent of millennials aspire to be leaders, according to The Millennial Leadership Study, a new survey jointly conducted by Virtuali, a leadership training firm and consultancy, and WorkplaceTrends.com, a research and advisory membership portal.

Interestingly, of the 91 percent seeking leadership responsibilities, more than half are women. More women in leadership roles could impact or even break up the “good ol’ boys” network and pay inequality, criticized by so many today. And if women become more dominant and influential, their communication and work styles guarantee a shift in how companies are lead. Here’s what else to expect:

Read more:  U.S. News & World Report

To get fresh strategies that can help you free workplace potential, accelerate strategic growth and maximize business performance, please call or tweet us @InfusionGrpLLC

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and organizational management to have a meaningful impact on people, businesses, and society.   @InfusionGrpLLC

Share

Give Power to Your Micro Moments

In the digital world, micro moments are often defined as a mobile moment that requires only a givemicromomentsglance to identify and deliver quick information through your smart phone that you can either consume, or act on immediately. Micro moments also represents a relational step along the customer’s journey and their interaction with a brand. Cultivating care in each micro moment is essential for brands who desire to build customer relationships and lasting value.

Like the digital world, the strength of each meaningful relationship in an organization requires authenticity, genuineness, and being present in the moment. Each interaction between a company’s leaders, their workers, and customers must build upon the relationship – micro moments like a warm hello when your contributors arrive to the office or when they log into the virtual office, alerting staff of each new customer, remembering each customer’s name when they call or visit, glancing up with a smile when someone approaches you, providing useful insight or respectful feedback, practicing service recovery with grace, or even extending a small gesture to delight your customer.

When you and your organization focus on making each interaction meaningful and creating bonds that leave memorable micro moments, you will become unstoppable in achieving a world-class, enlightened customer experience.

Give power to your micro moments and declare your standards for an excellent customer experience. Be a differentiator and invest your best self today.

To get more fresh strategies that can help you free potential, accelerate strategic growth and maximize business performance, please call or tweet us @InfusionGrpLLC 

© 2015 All rights reserved.  Judy White, SPHR, GPHR, HCS, SHRM-SCP is a former corporate leader of some of the award-winning brands in health insurance, health care, technology and Fortune Global 500 manufacturing. Judy believes that the route to success in any organization lies simply in its ability to really innovate how people live, work, and play in a new world of work. That’s why she left the corporate suite to create a company helping modern leaders to do exactly that.

 

 

 

Share

Multimodal Mobility That Matches Your Lifestyle

There are more than new ways of working impacting the new workplace. As cities across America address the Mobilityondemandaging populations, changes in lifestyle preferences, and rising transportation challenges, communities are looking at ways to improve the quality of life rather than diminish it.  Big data is going to work and giving citizens, especially urban dwellers, a new mobility.

What is the new mobility?

Changing lifestyle preferences among younger generations is opening the door to different modes of transportation and travel. Rather than own a vehicle and contend with traffic congestion and expenses associated with limited parking in many cities, the new mobility gives people choices that enable them to get around more easily and conveniently. It’s a mobility service that integrates different modes of transportation allowing interested citizens to subscribe thereby allowing easy access to car sharing, bike sharing programs, and public transportation.

The new mobility service is expected to provide a universal payment system accessed through an app or a subscribers cell phone.  The new mobility offers an attractive option for citizens who would like to increase their mobility and modes of transportation rather than rely only on automobile ownership.

Connected vehicles are beginning to provide intelligent transportation data and when this information is infused with new technologies like mobile ticketing, open payments, demand based parking pricing and real-time parking guidance is opening the doors to new possibilities.

What does new mobility look like?

Here’s a brief video to see what the new mobility looks like:

Are there implications for employers?     Yes.

While new mobility services are generally targeted toward individual subscribers, modern employers should also consider how these new services might lend to your organization’s overall business strategy, workforce initiatives, wellness and benefit offerings, and safety and security programs.

For example,

  • How will mobility and transportation services impact your organization’s business strategy or supply chain?
  • How might these services support initiatives to attract and retain talent segments in
    areas you do business currently or will be expanding to?
  • What parking discounts are you offering workers and are there opportunities to include
    cost-share or benefit discounts for alternate modes of commuting?
  • What security and/or policy implications might your organization need to consider regarding business travel for any devices or smart phones being provided to workers who may utilize mobility services?
  • Are safety awareness training efforts effectively meeting changing mobility and digital patterns?

These are a few thoughts that modern employers may find further discussion with relevant stakeholders necessary in order to ensure your organization is prepared for the new mobility.

Improving the quality of life and mobility through different modes of transportation can have a positive impact on cities everywhere.  To learn more about the mobility research, please visit Mobility Labs.

 

© 2015 All rights reserved.  Judy White, SPHR, GPHR, HCS, SHRM-SCP is a former corporate leader of some of the award-winning brands in health insurance, health care, technology and Fortune Global 500 manufacturing. Judy believes that the route to success in any organization lies simply in its ability to really innovate how people live, work, and play in a new world of work. That’s why she left the corporate suite to create a company helping modern leaders to do exactly that. To discover fresh strategies that can help you free potential, accelerate strategic growth and maximize business performance, please call or send us a tweet @InfusionGrpLLC

Share

North Carolina – What Makes the Quality of Work Life Fit Great?

 

Planning your next business expansion initiative or looking to make a career life fit move?

 
Consider a remarkable place to work and live, North Carolina.  It’s a state with a lot to offer. North Carolina is the recipient of numerous business accolades and home to an impressive list of schools and universities. The state’s quality of life is constantly recognized as exceptional and holds a rich history.  These notable features have been captured in this following infographic and celebrates a place people of North Carolinians consider a remarkable place to work, live and call home!

ncqualityofliving

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 Designed by: NCHeadlines 

Questions about your expansion plan?
Give us a call at 877.628.3873 and explore new possibilities to maximize your growth and enjoy a
remarkable work, life fit.

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new workplace possibilities in a new world of work to free potential, accelerate strategic growth and maximize business performance.  @InfusionGrpLLC

Share

Which countries are making the most of their people capital?

The World Economic Forum released a new report, The Human Capital Index 2015, which measures countries’ ability to maximize and leverage their human capital endowment. The index assesses Learning and Employment outcomes across 5 distinct age groups, on a scale from 0 (worst) to 100 (best), and assesses 124 economies.

The following heat map provides an interactive overview of the findings:

According to the report, the key factor linking innovation, competitiveness and growth in the next area is talent, not capital, and requires that each executive better understand the global talent value chain. Smart data and metrics are essential to deepening this understanding. The Report provides comprehensive information on the talent base in each country, including: education levels of the employed and unemployed, the inactive members of the population as well information on the latest entrants to the workforce.

To elevate your organization’s competitive capabilities now and into the future and strengthen your strategic workforce planning efforts in less time, give us a call or schedule your exploratory session here.

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new workplace possibilities in a new world of work to free potential, accelerate growth and maximize business performance.  @InfusionGrpLLC

 

Share

Revamped: How Mobile Trends in Application Processes Could Impact HR

To learn how mobile trends in application processes, along with Google’s new algorithm, could mean changes for human resource professionals and marketing teams, click below.

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and talent management to have a meaningful impact on people, businesses, and society.   @InfusionGrpLLC

Share

The Leadership Challenge


Who wants the corner office?

According to the recent Global Workforce Leadership survey results released from Saba Software and shutterstock_leadershipWorkforceTrends.com, approximately only 12% of the global workforce aspires to rise to the corner office in their organizations. This small aspiring group representing only 36% of women and 31% of Millennials is up for the challenge.

The survey also reveals that one-third of global companies are struggling to find leadership and that the biggest issues for enabling future business growth in the evolving economy are the differences in perspective around leadership, talent development and accessible online tools for ongoing succession development and collaboration.

Findings include:

  • 30 percent of HR executives acknowledge that they are struggling to
    find suitable candidates to fill senior leadership roles;
  • 59 percent of companies agree that succession planning is more
    challenging in today’s economy

Efforts in developing the next generation of leaders are falling short of expectations:

  • 46 percent of companies state “leadership” was the skill hardest to find in workers
  • Only 36 percent of employees identified “leadership” as a strength in their organizations
  • 39 percent report offering leadership development programs, but only 15 percent of workers feel the training they receive is preparing them for the next position

To address the critical leadership challenge requires organizations’ to reinvent talent management – fundamentally determine the role of leadership beyond job descriptions and the approaches they take to attract, develop, and inspire leaders at all levels and understand the network impacts on future leaders.

Personalizing the workplace experience from career development programs, robust performance plans, accessible tools and networks with a keen focus on infusing leaders at all levels will help deliver on the promise of innovation that the modern business environment critically requires.

How does your workplace define modern leadership? Where are you looking for your next generation of leaders? Is it from handful of picked successors that resemble your current senior management team? If so, it might be time to expand your view and develop a leadership strategy that strengthens and sustains your business for years to come.

What ways is your organization re-imaging leadership?

To get fresh talent development strategies and help drive your succession management efforts forward, schedule your exploratory session here.

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and talent management to have a meaningful impact on people, businesses, and society.   @InfusionGrpLLC

Resources:

Saba Software
Global Workforce Leadership Survey

Boston Globe
Study Suggests Millennial Leaders Are Few and Far Between  Ellen O’Leary – April 8, 2015

Fortune
Who Wants to be a CEO?   Kristen Bellstrom — April 2, 2015

Human Resources Online
A majority of professionals aren’t interested in being CEOs  Akankasha Dewan – April 1, 2015

 

Share

Forget Fixing Your Culture; Innovate It

innovatecultureMany companies today believe they have a positive culture.   Often when they are asked about their culture, they respond:

Clear Mission Statement?  Check.
Vision?  Check.
Values?  Check.

Instinctively, they know the hard work and effort that goes into defining their organizational intentions and may acknowledge having them displayed along the corridors of their building (s), or digitally portrayed in virtual meeting rooms and work spaces, and may even remind workers of these statements through an internal drip-marketing campaign.

Few leaders have taken the time to define exactly what makes their culture “unique” and what it will take to live the culture each day. Unless your leadership team and workers are intentional and living the mission, vision and values – it’s only a display of nice sayings.

Leaders of distinction go beyond by enchanting their culture every day. They acknowledge the important role of evangelizing culture from the top of the organization and into the hearts and souls of every worker. It’s not enough to talk about it when the company is losing key talent, clients and opportunities to grow P&L. When every worker is empowered to bring the culture to life, it breathes vitality into the organization.

An enchanting culture lives on, even when key executives or a CEO leaves.  The legacy continues.

Jim Doughterty, veteran software CEO and entrepreneur shares, “Thinking proactively about your company’s culture as an integral part of its business model is a good start. The next step is to make it a reality.”

Studies have shown over time that company culture is a critical source of business success or failure and trumps strategy and leadership. It has been proven that when strategic goals are clear, and whose cultures and respective attributes strongly support the goals, pays off in performance; outperforming in enterprise value, growth and profits.

Leadership changes and relentless market shifts can significantly impact business strategy, disrupt internal people networks and cause break downs in workplace culture.  To create a truly standout organization in today’s global environment, modern leaders must articulate, care for and innovate their cultures. When business strategies are supported and vital signs are in open view, it will serve as a strong foundation for organizational sustainability and growth.

To check the pulse of your organizational culture, consider these six questions:

  1. What makes your culture visible?
    At your organization, are workers given personalized copies of the Mission, Service Values, Partner Promise, or in some cases a Workplace Manifesto? Are they clear on the key success factors? Where can intentions be found within your workplace? How is it shared when your organization opens a satellite office?
  2. What role does on-boarding play to being introduced to your culture?
    Are workers asked to memorize the values and Partner Promise during orientation?
  3. Do your workers feel connected and understand their role in culture building?
    What values are nurtured in your company that fosters a collaborative atmosphere? Are workers and management working together to fulfill your mission or serving the needs of one senior manager over another?
  4. Are you investing in feedback?
    Is your company measuring engagement, worker passion, or other? Are follow-up meetings conducted to ensure that all feedback is heard and that any shortcomings are clarified and addressed? When leaders take respective action, they bring the culture to life. As a result, workers see that their feedback matters and they feel valued. Workers and leaders become more vested in your company and committed to a common purpose.
  5. Are leaders walking the talk?
    Are leaders clear regarding the differences between leadership in your organization and management? Are they striving to close the “say and do” gap?One way leaders can bring vitality to your culture is through daily “Stand Up” or “Shop Talk” meetings. This can be a designated time each day, (physically or virtually) across the global enterprise where leaders – including top executives participate in this daily session.
  6. Are strategic plans created in silos?
    When organizations take the time each year to create a SWOT (Strengths, Opportunities, Weaknesses and Threats) that nourishes strategic plans, are contributors participating in the process? When talent participates in a collaborative process, it helps them to feel responsible and can reinforce the role each individual plays in building the company. What ways does your organizational culture impact long-term decision making? What goals are workers focusing on that support your culture and helps to guide the decision-making process?

These are a few ideas to help you take a quick pulse on your culture.  As Doug Conant former CEO, Campbell’s Soup once shared, “Every planned and spontaneous interaction is an opportunity to live and reinforce organizational values, purpose and being.”

When you define what makes your culture “unique” and clearly articulate it in a way that enlightens, you will discover more unity within your company, and will increase the opportunities to achieve meaningful success.

For fresh workplace strategies that accelerate growth, win hearts and deliver better performance outcomes, click here.
© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and talent management to have a meaningful impact on people, businesses, and society.   @InfusionGrpLLC

Share

Collaborating With Others? Build a Balanced Approach

To create meaningful outcomes, expand your market share, accelerate momentum and advance initiatives to success, leaders must be clear about their intentions, be keenly self-aware, tap into their strengths, and work steadfast to achieving objectives.

collaborationbalanceBeginning with a deep level and understanding of your needs and beliefs that drive behaviors can be eye-opening toward helping modern leaders accomplish evolving objectives at work, family and personal goals and to strengthen connections with others with greater authenticity. Most importantly, acquiring a deep level of self-awareness allows modern leaders to enjoy life.

Executive Coaching and Personalized Coaching, helps increase one’s capacity, presence, influence and expands perspective to unlock greater potential and improve performance impact.

  • AWARENESS.  Awareness is the ability to embrace each moment by being awake and attentive to what’s happening around us without submitting to the emotions and memories that can leave us hijacked. Interact with each moment purposefully. Being purposeful strengthens our awareness and enables us to be authentic in responding to others and in facing opportunities, disappointments and setbacks with honesty and courage.
  • WISDOM.  Expanding one’s perspective openly, and taking a big picture view can help us to reveal new insight about ourselves and/or situations. It offers us an opportunity to see a situation as it is, separating from judgement, and weighing the options with greater clarity. It allows us to appreciate our needs that drive our behavior and other’s behavior, and to make wise conclusions.
  • PERFORMANCE. Focusing our energy and choosing to act in alignment with our values can bring out our best. Performance is a culmination of our efforts to influence others, choose pathways and tasks, create meaning, take action, embrace measures, and ultimately improve the quality of our lives and those in our care.

As you consider improving collaboration at work, what steps are necessary for you to build a balanced approach to greater self-awareness, capturing a broader perspective, and increasing influence so that you can realize your goals and contribute to others in creating customer value and achieve better performance results?

© 2015  All rights reserved. Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder and president of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and talent management to have a meaningful impact on people, businesses, and society.   @InfusionGrpLLC

Share

How to Start Improving Network (People) Performance

Personalized work style design and powerful analytics has arrived and is coming to workplaces near you. This year marks the beginning of brilliant new platforms (i.e. IBM’s Verse, Cisco’s Project Workplace, and others) that offer new ways to help modern workers manage the plethora of information, email communications, business priorities, projects, connections and personal productivity.

In a world of bisocialperformance2g data, predictive analytics and continuously shifting consumer preferences, executives recognize that taking a rear view mirror to traditional performance management is failing to meet the demands of today’s expanding business environment and strategic priorities.

In fact, a recent IDC forecast shows that the Big Data technology and services market will grow at a 27% compound annual growth rate (CAGR) to $32.4 billion through 2017 – or at about six times the growth rate of the overall information and communication technology (ICT) market.

When there is this much data in the marketplace, measuring individual performance (only) is no longer sufficient, it’s a sure fire way to missing growth targets.

To meet emerging market opportunities and new customer needs, secure retention of key talent, improving workforce contribution and strengthening network (people) performance is a critical priority for modern leadership.

What can you begin doing now to facilitate and execute a stronger network (people) performance enablement program in real-time this year, below are a few ways to get started:
  1. Establish your organization’s talent manifesto.
    Align your talent investments to achieve the right results by declaring your company’s intention for the human side of business. This should be a distinct overview of what your organization believes and practices about attracting, acquiring and growing talent.
  2. Enable an environment of continuous social learning and development.
    Encourage your talent resources to continually refine their natural strengths and to build new skills that stretch their abilities and lends toward network performance and career development. Ensure personalized development plans are in place workers who are identified through your workforce investment portfolio. Empower employees with just-in-time coaching, executive coaching, social learning and knowledge sharing. Remember two-way, real-time feedback is expected in a modern workforce, offering anything less is falling behind the market.
  3. Forge an alliance between your people’s goals and your organization’s business objectives.
    Continually align individual’s development and career goals with team performance and organizational objectives by infusing H.A.R.D. goals, ensuring two-way feedback, innovative career pathways, social interaction and recognition and a robust rewards package. Enable teams to set aligned goals that eliminates unhealthy competition, and drives better network (people) performance and customer experiences.
  4. Invest in smart performance management technologies.
    Provide talent resources with growth and career opportunities by leveraging big data and machine learning that reflects your organization’s workplace experience and engages individuals to contribute to a larger network of workers and team objectives.
    Leveraging cloud-based, smart technologies can enable your managers in becoming more pro-active and productivity in managing
    the social performance management process and key dialogues that enable trust, accelerate performance, and empowers business value.

Redefine Performance

Similar to managing new personalized work style designs, the way we inspire and manage talent in the new world of work is rapidly shifting. How far will your network (people) performance enablement program go?

Power Up Your Workplace 

To learn how you can make measurable improvements for your organization, download our complimentary whitepaper, by simply clicking the link: Performance Management: Retooling for Better Performance Optimization

©2015  All rights reserved.  Judy White, SPHR, GPHR, HCS, SPHR-SCP™ is the founder and president of The Infusion Group™.  A trusted partner in creating new possibilities in workplace culture design and workforce management to have a meaningful impact on people, businesses, and societyFor additional resources, please click here.

 

Share

Stay Ahead

Subscribe to Our Free Resource
Read Our Blog
Bookmark and Share  Subscribe in a reader

Archives

RSS Syndication

Meta

How May We Help You?

  • Contact Us

  • Request for Services

  • Client Bill Pay

  • Who We Serve

    • Business Leaders, Employees, Organizations, Shareholders & Communities. Empowering leaders to build better employees, which build better workplaces ultimately building better communities.
    • Individuals & Leaders – People benefit from using our tools to understand and leverage their social and business networks. Our tools and guided coaching programs provide deep insights into the strengths and weaknesses of one’s social capital and professional development opportunities. With these insights, you can infuse your social capital to produce better results, higher-performance and more value. Rich social capital helps you build the quality relationships that connect work, opportunities and rewards.
    • Businesses & Organizations – our strategic consulting, great place to work initiatives, processes and tools serve as a positive organizational investment to improve agility, productivity, performance, and business results. Simply, we delight in improving your business.

    Why Are We So Inspired?

    Continually check back as we expand resources and services to better serve you!

    Share