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

It’s August. How the heck did that happen? Take a look at the goals you set for yourself earlier in the year. How are you faring? Is your business where you hoped it would be? Did you get the promotion or raise you were promised? Don’t let another month go by without taking action towards achieving your goals.

Create a list of objectives you’d like to achieve over the next month or two. Think about the steps you’ll need to take to achieve these objectives. (Notice how I didn’t say put together a to-do list, as items on these lists rarely get done.) Reach out to me at Roberta@matusonconsulting.com for help or to discuss what’s getting in the way of you achieving the level of success you deserve.

Are Your Employees Helping or Hurting Your Business?

I was in the grocery store the other day and needed to ask an employee where something was located. She didn’t seem to know, nor could she be bothered to find out. I whipped out my phone, pressed my Amazon app, and placed my order. All the while vowing never to return.

Customers have plenty of choices these days in terms of who they’ll do business with and how they’ll do business. For example, you can go into a store and purchase an item or you can skip the line and buy online.

I get that it’s not easy to hire personnel these days. However, it’s not impossible. Places like Trader Joes and Whole Foods seem to hire qualified personnel. Much of this is due to them having good management and a strong employer brand.

Ask yourself the following questions before you make your next job offer:

  • Is the person I’m about to hire good enough? If not, keep looking.
  • Will this person enhance or hurt our company’s brand? A brand is nothing more than a promise. What will happen if the employees you are hiring are unable to deliver on your promise?
  • Am I an expert at hiring top talent? If not, seek help. I’ve yet to meet a hiring manager that wasn’t able to select for success when our work together was done.

Look, the hiring environment isn’t going to get easier any time soon. Now is the time to transform your entire team into a recruiting team. Do so now and you’ll be in good shape come this fall, when the hiring season kicks into full gear.

Three Signs That Someone is Not Coachable

Note: I posted this piece on LinkedIn and within two days had over 110,000 views. I must have hit a chord. Here it is, in case you missed this:

Some of you may find it odd that a consultant, who provides executive coaching services, would be writing a piece that would discourage you from employing her services. That's because I'm not just a consultant. I'm a business partner. The last thing I want to see is people throw good money into a bad investment.
Here are three signs that someone is not coachable.

They aren't open to feedback. The term coachable means someone is willing to be corrected and act on that correction. The key word is willing. Lots of people talk about self-improvement.

Yet they're unwilling to listen to feedback. It's difficult to help someone improve when they only want to hear what they want to hear. No, actually, it's impossible. Save your money.

They are in the wrong job. I'm sure New England Patriot's quarterback Tom Brady has some exceptional coaches. Even if I was fortunate enough to be next in line for Brady's job, there's no way these people are going to get me to superstar level. If we're being honest here, I'm not sure if they could even teach me how to play football. The team would be better off having me serve in a management role.

I'm frequently asked to coach people who never should have been placed in the job they're in. However, many of these people soar when they are moved into a job that's more suitable for their skill set and interest. If you have someone who you think may be in the wrong job, take the money you were going to spend for coaching and invest it in retooling them, so they can move into a position that is well-suited for them.

You are more invested in their growth than they are. Look, you can't help people who don't want to be helped. If you find that you are more invested in helping your people grow than they are, then it's time to come back down to reality.

Coaching is a partnership. To be successful, both parties have to work in concert with one another. Be honest. Is the person you're about to assign a coach all in, or are they merely going through the motions? If it's the latter, take the money you've allocated to this individual and give it to someone who is excited to be given an opportunity to become the best version of themselves.


How to Tell When Employees Are About to Bolt

Here are some signs your employees may not be with you much longer. You can remain in a state of denial, or, you can have a conversation with those you’d prefer to retain to see if you can prevent them from leaving.

  • They’re spending more time online while at work than they have in the past.
  • Those who never take lunch are now taking extended lunches.
  • They’re reluctant to commit to long-term projects.
  • They’re noticeably contributing less in meetings.
  • They’re avoiding social interactions with the boss and other members of management.

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

Hire the underemployed. The competition is less stiff for these people, they’ll be loyal, and will do whatever is asked of them.

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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!”

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

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Email: Roberta@MatusonConsulting.com
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