Roberta Chinsky Matuson
Creating Exceptional Workplaces and Extraordinary Results
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5 Ways to Transform Managers into Magnetic Leaders

Magnetic Leadership

Some people think magnetic leaders are born that way, but that’s not quite how I see it. I believe magnetic leadership is a state that evolves over time. In fact, most of the magnetic leaders I interviewed for my book, The Magnetic Leader were people who wanted to be great leaders and were willing to put in the work to reach that goal. All of these leaders did the following:

  • They observed other leaders. Some, they emulated; others, they promised themselves they would not be like.
  • They learned while doing and made course corrections along the way.
  • All of these leaders invested in their own development and continue to work on improving themselves every day.

These leaders understand the power of magnetism and how it can be a game changer when it comes to attracting employees, customers and profits.

Here are five ways organizations can help their managers transform into magnetic leaders.

1. Make coaching accessible to all.

The most magnetic leaders I know have either worked with a coach or are currently working with a coach to help them improve their performance. Here’s why.

It’s impossible to see yourself as others see you, which is why you need someone with an outside perspective to help you improve. I know firsthand the benefits of having a great coach, as one was awarded to me when I found myself suddenly in charge.

2. Provide leaders with mentors.

One of the best ways to learn is by working with someone who has been there and successfully done what you are about to do. Companies would be well served to encourage senior leaders to mentor those with less experience.

While you’re at it, consider reverse mentorship. Opportunities for younger people to share their expertise with those who are more senior go a long way toward developing magnetic leaders, as younger people have a lot of expertise worth tapping into.

3. Provide managers with access to leadership development opportunities.

Not every organization is large enough to have an entire department dedicated to leadership development. Luckily, there is more than one way to access the expertise needed to become a magnetic leader. Conferences, industry association meetings and local chambers of commerce all offer programs worth consideration. You can also bring in an outside expert to deliver a program in house.

4. Invite thought leaders into your organization.

Authors launching books are keen to get the word out. Seek authors who specialize in a topic you want your employees learn more about. Invite thought leaders to keynote your next company-wide management meeting, or ask them to facilitate a lunch-and-learn.

5. Rotate leaders throughout the organization.

Some of the most magnetic leaders I know became that way because of their experience working for organizations that encouraged them to rotate into different positions within the organization. This experience gave them the opportunity to learn from a number of leaders, who had different perspectives of company life, and gave them an appreciation for the work that others did in the organization.

Remember that becoming a magnetic leader doesn’t occur overnight. There’s a bit of trial and error that has to happen before a leader achieves the ultimate state of magnetic leadership.

© Matuson Consulting, 2019.

Interested in attracting employees, customers, and profits? Ready to achieve magnetic leadership status? Email me at Roberta@matusonconsulting.com and we’ll get a call on the calendar

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The Courage to Hire Talent

The Courage to Hire Talent

I was speaking the other day with a hiring manager about a very talented candidate he was considering for his team. I asked the manager how soon he could get this person on board. He said he wasn’t going to offer this person a job, and that he was going to keep looking.

I asked him why. Here’s what he said.

“This person could easily be my replacement.”

To which I responded, “That’s exactly why you should hire him!”

I get that hiring someone who could easily replace you can be a bit unnerving. I mean, what if your boss likes this person more than he loves you? Or what if you hire this person and he tries to con his way into your job?

It’s uncomfortable to swim against the tide. Like when’s the last time you heard of someone hiring a candidate who might be able to outperform the hiring manager? If you’re like most people, the answer is probably never.

Relax! The secret to your next promotion and career success may be right in front of you.

The people who get promoted are those who demonstrate they can put together solid teams. Don’t you want to be part of this club? If so, hire people who are as good as you, if not better.

Did you know that one of the most common reasons people are passed over for a promotion is because their boss believes no one can do this person’s job as good as them? This scenario happens often.

Let’s make sure this doesn’t happen to you.

Look at your current team. Who can replace you? No one? Then it’s time to up your hiring game.

Aim for the best and don’t settle for the rest.

It takes a lot of courage to hire someone as good as you are or even better. Give it a try. I’m betting you’ll like the results and will make this your new requirement when hiring.

© Matuson Consulting, 2019.

Last Opportunity to Register:

Join me this Friday, November 1st at 11:00 AM, EDT for a jammed packed one-hour teleconference on Selecting for Success, where I’ll teach you how to dramatically accelerate your ability to hire the right talent in a zero unemployment economy. A recording will be sent out after the session.

Register here.

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Humane Leadership, Courtesy of Brunello Cucinelli

Brunello Cucinelli

I love all things Italian. I mean, who doesn’t? And I now love Italian born Brunello Cucinelli, although we’ve never met! At least not yet. 

I watched with interest this week’s CBS Sunday Morning, which featured Brunello Cucinelli, who is both a world-class luxury clothing designer and a humanitarian. His story is impressive, and his approach to business enlightening.

Hope he inspires you as much as he has inspired me.

Growing up Cucinelli

Brunello Cucinelli was born into a peasant family in Castel Rigone, a 15th-century little hamlet nearby Perugia in 1953. To say he was poor would be an understatement.

Cucinelli recalls watching his father return from what was a very unwelcoming environment. In an interview conducted by Om Malik, he was quoted as saying,

“From the teary eyes of my father. When we were living in the countryside, the atmosphere, the ambiance — life was good. We were just farmers, nothing special. Then he went to work in a factory. He was being humiliated and offended, and he was doing a hard job. He would not complain about the hardship or the tiny wages he received, but what he did say was, “What have I done evil to God to be subject to such humiliation?”

This experience inspired Cucinelli to nurture his dream of a capitalism that enhances the human being.

Cucinelli went on to say, “Basically, what is human dignity made of? If we work together, say, and, even with one look, I make you understand that you are worth nothing and I look down on you, I have killed you. But if I give you regards and respect — out of esteem, responsibility is spawned. Then out of responsibility comes creativity, because every human being has an amount of genius in them. Man needs dignity even more than he needs bread.”

Building a Successful Business Without Breaking Your People

If you think you have to squeeze every ounce of dignity out of your people to experience significant growth, think again. Brunello Cucinelli S.p.A net revenues for 2018 rose by 8.1 percent at current exchange and 10.7 percent at constant exchange rates to reach 553 million euros (626 million dollars).

Here are seven beliefs that Cucinelli has applied to his organization that you can use to grow profits humanely.

1.   No one in the company is permitted to work past 5:30 PM. In this company, you cannot send emails after 5:30 PM, when the company closes for the evening. Cucinelli believes it’s essential to have time off to recharge your battery. He also believes employers should not intrude on their employee’s personal lives.

2.   Employees receive a 90-minute lunch break, and at the corporate office in Italy, most dine at the heavily subsidized company dining room. The food served there resembles that of a five-star dining experience, as opposed to a casual fast food restaurant.

3.   No emails can be sent to more than two addressees, just one or two. No group mailing. Cucinelli asks, “Why must a single email be read by 10 different people unless it’s the 10 people who are interested in that specific issue? In order to disperse responsibility?”

4.   Mobile phones are not permitted in meetings. Cucinelli wants people to look at one another in the eye when they speak to each other. He also wants people to come to meetings prepared. They shouldn’t need their phone to search for information they should have on hand.

5.   Everyone is a genius. Cucinelli believes in the human being, and that this is the creativity of a company — “Let’s say you have a company with 1,000 people. Maybe we were told that there are only two or three genius people in the 1,000. But I think that if you have 1,000 people, you have 1,000 geniuses. They’re just different kinds of genius and a different degree of intensity.”

6.   Employees and vendors are paid well. For the most part, Cucinelli pays his suppliers and staff 20 percent more than the average on the market. He does so because he believes it’s the right thing to do.

7.   Work-life balance matters…a lot. Cucinelli is interested in the quality of working hours, not the quantity. He’s quoted as saying, “Do you think that during the first five hours of the day you are the same as you are in the last five hours? No way. You’re tired, and if you’re tired, you stop listening, and the decisions you make are risky.

Tell me which ideas spoke to you and what you vow to do to create a more humane work experience for your employees. Reach out to me at Roberta@matusonconsulting.com to discuss this further.

© Matuson Consulting, 2019.

For more tips like this, subscribe to my newsletter, The Talent Maximizer®.

Posted in Business Growth, Creating Exceptional Work Places, Leadership
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The Easiest Way to Become the Person You Want to Be

Career Success

My mentor, Alan Weiss, says the easiest way to become the person you want to be is to be that person. I may be paraphrasing this, but you get my gist. Here’s what that means for you.

If you want to be seen as an expert in your field, then start acting that way. Instead, many people have self-limiting beliefs such as, “I have to get my certification before I will be seen as an expert.” Or, “When I finish my degree, I’ll go after that promotion that will tell the world, I’m tops in my field.” None of this matters when you start acting like you’ve already arrived.

A coaching client of mine came to me right after being passed over for a promotion. Naturally she was disappointed that her dream job went to someone else. However, she sure as heck didn’t want this to happen to her again.

We quickly assessed what was holding her back and then something interesting happened.

With my counsel, she began acting like a leader. She sought out problems and began to fix them. She volunteered to tackle the most difficult challenges in her department. She even began to dress differently. People started to come to her for advice and management began to notice.

One day, she arrived at work only to find out her boss had been fired. This time she didn’t wait to be overlooked. She went into her manager’s office and asked for her boss’s job. Two days later, she was promoted into his position.

Most likely, this promotion wouldn’t have happened had she wallowed in her disappointment and continued to operate as if she had, prior to her wake up call.

Nope! Instead, she made it clear that she was the only choice for this position.

As you look at your own situation, what kind of person do you want to be? If you’re fine with where you are at, that’s okay. If you’re not, then what do you need to do today to become this person?

We’ve got less than five months left in this calendar year. If not now, when?

© Matuson Consulting, 2019.

Call or email me (Roberta@matusonconsulting.com) to discuss “The Me Project.” This is an eight-week coaching offering that I’ve put together for those interested in rapidly moving forward one goal that’s of utmost importance to them. Together, we’ll identify this goal and with complete focus, you’ll take steps to achieve what’s important to you.

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Is Your Coach Helping You or Wasting Your Time?

Some coaches follow a model of coaching that says you should not provide the answers to your coachees. You should help them find their own answers by asking them the right questions. This is complete crap.

Coach or therapist?

Executives hire coaches because of their expertise. Imagine me asking a CEO, “Well, what do you think you should do?” I’d be tossed out of his or her office in a nanosecond. If this is how your coach operates, then I’m not sure why you are paying this person a cent. You can hire my mother for free and she’ll do the same for you.

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No Such Thing as a Quick Fix

Leadership takes courage

The CEO of a company reached out to me last week and asked if I could do a one-hour session to teach her people how to conduct an interview.

I said I could teach them, but it would require more than one session. She said, “Thanks, I’m going to keep looking.”

I wrote back and told her to be wary of anyone who told her they could do this in an hour. If something sounds too good to be true, then it probably is.

You’re not going to lose 10 pounds in 10 days, nor are you going to improve your interviewing skills in an hour. It’s simply not going to happen.

Selecting the right people for your organization takes a bit more skill than picking ripe fruit at the supermarket and costs a lot more if you make a mistake doing so. It’s estimated that a bad hire can cost a company two to three times an employee’s annual salary. (If you want an exact number, you can use the free employee turnover calculator that I have on my website.)

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Even the most experienced of interviewers can benefit from learning how to select for success, especially given the changing landscape of the workforce and employment market. Today’s candidates have plenty of options, which means interviewers will need to showcase the opportunity being presented and the company in the best light possible. I’d say the majority of people interviewing on behalf of their companies are unaware of how to do this, which is why they could benefit from the right type of skill building.

There are books out there on interviewing, as well as online courses. However, neither approach to learning gives participants the opportunity to rehearse what they’ve learned and receive feedback while doing so.

Think about it. You might watch a few YouTube videos on learning how to ski. Are you then ready to ski down a black diamond trail?

No, of course not! With some ski lessons and lots of practice, you may eventually get there without killing yourself.

Training by itself, without an opportunity to apply learning in real-time, is simply a nice time together—and a very expensive one at that.

Before taking on any initiative, consider the following questions:

·     What objectives are we looking to achieve?

·     How will we be better off as a result of this initiative?

·     What measurements will we use to indicate that progress is being made?

·     What’s the best route (not necessarily the easiest or cheapest) to help me achieve my objectives?

·     What’s the ROI?

If my prospect asked herself these questions, she may have concluded that she was about to go down a dead end road and would have been open to other options. Had she told me she couldn’t afford to devote more time or money I would have advised her to do nothing.

No matter how tempting the price might be, quick fixes often do more harm than good. Avoid them at all costs!

© 2019, Matuson Consulting.

For more tips like this, subscribe to my newsletter, The Talent Maximizer®.

Posted in Hiring and Recruitment, Leadership, Management
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The One Question You Need to Ask Yourself

I have a secret that I’ve never shared before.

Years ago, I was at the height of my career (so I thought).  I was heading up the HR function for a fast-growing overnight delivery business, where I was able to make a massive difference in a short period of time. On the outside, everything looked awesome—Great job, surrounded by terrific co-workers. On the personal side of things, I had a solid group of friends and was a proud homeowner.

Inside, I was miserable. I no longer was having fun at work, even though I was supposed to be. I seriously considered throwing in the towel and finding myself a new career. Of course, I had no idea what a new job might look like, so I hung on as long as I could.

Eventually, I engaged an executive coach who worked with me to identify what gave me joy in my life and what sucked the energy out of me. My coach helped me garner the courage to make a bold move. I quit my job and started my consulting practice.

That was twenty-two years ago. I’d be lying if I said every day of this journey has been fun. It hasn’t. However, I’ve had considerably more fun days than miserable moments, so I think I’m doing pretty darn well on the happiness scale.

What about you?

Are you happy at work?

I mean, are you having fun?

Or are you marking time with the hope that a headhunter will swoop you up and take you out of your misery?

I’m here to tell you that hope is not a strategy.

  • Find a mentor who can help you sort through the fact and fiction you keep telling yourself at work.
  • Seek guidance from a colleague at one of the professional organizations.
  • Or do what I did. Engage a coach to help you gain the clarity you need, to get yourself out of the fog.

Here’s to finding a clear path to a joyful next chapter!

© 2019, Matuson Consulting.

Looking for a coach or a mentor? Let’s talk! If we’re not the right fit for one another, I’ll refer you to someone who may be right for you. E-mail me at Roberta@matusonconsulting.com. Engage my services by June 30th, 2019 and receive an additional month of coaching or mentoring for free. (That’s over a $1,000 value.)

 
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Who Pays for the Coach Matters…A Lot

Executive Coaching

When a coach is hired by a company to coach one of their people, ultimately the client is the company. When an individual hires a coach and pays this person directly, the individual is the client.

Here’s why this matters.

If your boss is paying the bill, a coach may be limited in terms of what kind of advice they can offer you. For example, suppose the person in need of shifting their behavior is your boss and not you. Or it’s clear the only way to improve your situation is to leave your employer. In all likelihood, your coach isn’t going to be able to say to you, “Get the heck out of this company!” Instead, they’ll help you make the best of a not-so-great situation. When you’re paying the coach, they have your best interest in mind at all times. They’ll tell you what you need to hear and without concern that they may never work in your company again. Something to consider when engaging a coach.

Special Offer: For the month of June, I’m offering anyone who signs up for my Mentoring/Coaching program an additional month at no cost. That’s a $1,000 value.

Details about my private mentoring program can be found here:

http://www.matusonconsulting.com/site/store.php

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Wahoo! My Birthday Gift to You!

Here’s to a sparkling new you!

It’s my birthday this week, so I get to set the rules. Here’s what I’m doing. I’m offering gifts, rather than accepting them.

I’m giving away an additional month of mentoring for those who sign up for my mentoring program (over a $1,000 value) in the month of June.

The mentoring program is right for you if you’re looking to catapult your career. We’ll work through issues that are top of mind for you. Maybe you’re having some challenges with your boss or you’re not sure if it’s time to move on from your current position. Perhaps you are interested in being promoted and you want to become the obvious choice.

Here’s the really neat part. During our time together, you’ll have UNRESTRICTED access to me!

To learn more about this opportunity, visit: https://lnkd.in/Gn42Mi Feel free to share this with those in your network.

Here’s to another joyous year of life for me and for you!

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The ‘Jeopardy!’ James Approach to Talent Domination

Talent domination the Jeopardy! way.

I’ll admit it. My husband and I are hooked on Jeopardy! We weren’t loyal fans of the show until James Holzhauer took control of the buzzer. As of this writing, James is winning hand over fist over his competitors and has earned $2,382,583!

Here’s how to use his winning strategy to create talent domination for your organization.

Be fearless. Most Jeopardy players begin at the top of the board, where the more straightforward questions are located and work their way down. They do this to get some easy wins under their belt. Not James. He starts at the bottom of the board, so he can accumulate the wealth needed to make significant bets when he hits a daily double. He also does this to unnerve his opponents.

Stop looking for talent in all the easy places. These areas are overfished. Instead, go for the more challenging hires. This may mean convincing someone who is currently employed to consider your offer or hiring someone who everyone else appears to want. By the time others realize that you are capturing the lion’s share of talent, you’ll be well on your way to grabbing even more. No one else will be able to catch you.

Be relentless. Every now and again, James answers a question incorrectly. When this happens, he doesn’t stop to lick his wounds. He keeps charging ahead to the next question.

You’re not going to get everyone you attempt to hire. Realize this and move on. Keep your foot on the hiring accelerator and don’t take your foot off until you’re fully staffed, regardless of what happens along the way.

Play offensively. James doesn’t have to play defense, as his offense is so fine-tuned, others can’t keep up.

Create a talent strategy that will place you in a position of dominance. Double down in your efforts when you need to, and don’t let a few dollars get in your way when you’ve got the right candidate on the line.

Cause some buzz. Everyone is talking about James. Is anyone talking about you? I didn’t think so. You’ve got to change this, and you’ve got to do this now.

Listen, it’s a heck of a lot easier to hire people when they come to you, as opposed to you having to go to them. Just look at Google. They have a ton of candidates wanting to work there.

You may be a cool company as well, but if no one knows you exist then so what? You have to build a strong employment brand. One that demonstrates why you’re the company people should be lining up to work for. I’ve taught thousands of others through my LinkedIn course called, Employer Branding to Attract Talent on how to do this. It’s not difficult to create an employer brand. However, you have to be willing to put in the effort and commit to the process.

Go all in. I love it when James hits a daily double, and when asked how much he’d like to bet, he cups his hands and pushes them forward while saying, “all in.” This guy knows that to win big, he has to bet big. He’s confident that he’ll come up with the right answer, which he does!

So, let me ask you. Are you all in with your recruitment efforts or are you merely dipping a toe or two into the water and pretending you’re in it to win it? Write to me and tell me where you think you are with this, and I’ll give you some suggestions on how to go all in.

Educate yourself. When James was asked how he prepared himself for ‘Jeopardy!’ he said he spent time in the children’s section of the library reading children’s books. These books were easier to digest than books in the adult section.

How educated are you in terms of what’s going on in the employment market? Perhaps your only knowledge is what it was like when you looked for a job, back in the day. The labor market has changed dramatically within the past year. If your talent strategy hasn’t changed to adapt to these new circumstances, then you may as well hang up your buzzer and go home.

Stay in control. James is in complete control of the game. You have to feel sorry for his competitors, who don’t stand a chance.

That’s the kind of situation you want to create in terms of talent domination (without the feeling sorry for your competitor’s part.) You can totally dominate your industry in terms of talent. To do this, you have to take control.

What are you waiting for? Let’s get this done!

©Matuson Consulting, 2019.

Final Jeopardy Question: How would you rate your company from 1-10 (with 10 being high) in terms of talent domination? Send me your answer and I’ll set aside 30 minutes to discuss steps you can take to rule your talent market!

 

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