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Matuson Consulting // A Newsletter On: Creating exceptional workplaces and extraordinary results

I get it. You’re really busy, and you don’t want to commit to reading another business book unless you’re sure you’re going to learn something and actually be able to apply what you have read. I don’t blame you. That’s why I am excited to give my newsletter subscribers an exclusive look at the first chapter of my new book on leadership. 

Read The Magnetic Leader: How Irresistible Leaders Attract Employees, Customers and Profits

Ready to commit? Head over to Amazon and order your copy.

 

How to Attract Magnetic Leaders to Your Organization

I don’t go into detail about this in my book, The Magnetic Leader, which probably explains why I’m often asked how companies can attract magnetic leaders to their organizations. Here’s where to begin.

Showcase your organization. There are many great organizations out there, although you wouldn’t know it. That’s because a lot of companies are best kept secrets. This is the last thing you want to be when looking to attract and hire magnetic leaders, or any talent for that matter.

Magnetic leaders, those whose leadership style is irresistible, are in high demand. This means they can be fairly selective when deciding for whom to work. You’ll have a hard time attracting magnetic leaders to your organization if they have no idea who you are. To achieve recognition, you’re going to need a strong employment brand that will pull magnetic leaders towards you. (More on the topic of employment brands below.)

Raise the level of leadership in your organization. It’s no secret that great people want to work with other great people. This means that if you want to attract great magnetic leaders to your organization, and right now you have a group of okay leaders, you’re going to need to raise your game.

It’s time to clear the deck. Remove leaders who are simply occupying space. Now that there’s room in your organization, you can look to curate a team of “A players.” Once you’ve been able to recruit one or two highly regarded leaders, no doubt others will follow.

Send out press releases whenever magnetic leaders join your organization. This will send a signal to others that your organization is moving into a new league.

Assess your current leaders, with an eye towards identifying areas where further development may indeed increase their leadership abilities and magnetism. Once you’ve determined what’s needed, you can choose from an array of delivery options, which may include onsite training, online courses, and executive coaching.

Review your compensation and benefits package. People will tell you that money doesn’t matter. Those people are usually the ones that have more money than they know what to do with. Money matters.

Magnetic leaders don’t come cheap. They’re considered top talent. If you want top talent, then you’ll need to be prepared to pay for top talent. A competitive benefits package will be necessary as well.

Salary surveys are one way to determine the going rate. However, given the record low unemployment rates in many parts of the country, a better measurement may be what applicants are currently asking for in terms of compensation and benefits.

The investment needed to assemble a team of magnetic leaders will have what I call a ROM (Return on Magnetism). That’s because people do business with people. A team of irresistible leaders will attract a higher quality workforce, more customers, and more profits. And who doesn’t want that?

Three ways to bolster your employment brand and quickly increase your visibility

  1. Create a blog on your website that paints a picture of what it’s like to work for your organization. Highlight some of the interesting projects your organization is working on and include photos of the team in action. Have your CEO to go on camera, and post videos of the CEO speaking from the heart.
  2. Refresh your company website. Whether we like it or not, image is important. The first thing candidates do these days is to check out a company’s website. You’re going to have an extremely difficult time pulling in a magnetic leader if your site appears old and outdated. Magnetic leaders will quickly move on to other sites if it appears that your business isn’t investing in itself.
  3. Speak wherever you can. In my book, The Magnetic Leader, I write about how Ray Pawlicki, former CIO for Biogen, spoke everywhere he could. This included association meetings, conferences, and clubs on college campuses. It didn’t take long for magnetic leaders to start reaching out to Pawlicki to ask him for a job.

 

5 Reasons You Should Hire Your Own Coach

My recent post on LinkedIn on, 5 Reasons Why You Should Hire Your Own Coach, has gained much attention. Here’s a quick synopsis of the five reasons and a link to the original article, for those who want more detail.

  1. You can choose the exact person you want to work with.
  2. You get to choose exactly what you want to work on improving.
  3. You own the relationship.
  4. You can begin working on building your skills as early as tomorrow.
  5. You decide how long to engage your coach.

Rules of Attraction: Your Monthly Tip on Attracting and Retaining Top Talent

If you want people to stay in your employ, you must give them a compelling reason to do so. For most, this means more than free pizza on Fridays.

Share This Newsletter

For more tips on attracting and retaining top talent, download a copy of Talent Magnetism. Call us today at 617-608-3633 if you’d like to discuss applying these concepts to your organization.

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Meet Roberta Matuson

For more than 25 years, Roberta Matuson has helped leaders in Fortune 500 companies, including General Motors, Best Buy, and, The Boston Beer Company, achieve dramatic growth and market leadership through the maximization of talent.

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Testimonials:

“Your work with my senior group exceeded my expectations. I’ve never seen anything like it. We are now growing gang busters and the team is really working together. Fantastic job." Ronald P. Bryant, President and CEO, Noble Hospital.”

Ronald P. Bryant
President and CEO, Noble Hospital.

“Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!”

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VP of Recruiting, Marketing, Interactive and Creative Services Division
24 Seven Inc.

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