Jennifer McClure`

Equipping people leaders to navigate change — and design the future — with boldness and purpose.

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The World Needs More Balcony People

A few years ago, as I was beginning to take the mental steps towards stepping out on my own and starting Unbridled Talent LLC, a mentor* encouraged me by expressing belief in my skills and talents, as well as my ability to make the right choices for my future.

He said, “Just know that whichever path you choose, I will always be your Balcony Person. I’m here for you and I want you to succeed.”

At that time, the mental image of looking up and seeing someone in the balcony cheering me on really resonated with me. And the statement and sentiment meant a lot to me then, as it still does almost four years later.

It’s a powerful thing to know that someone wants you to succeed and believes in you.

It’s even more powerful when that person cares enough to provide honest coaching and feedback, as well as support – even when you screw up. Especially when you screw up.

I’ve been thinking quite a bit lately about how I can become a Balcony Person for more people in my life. As a result, here are some action steps that I plan to take:

1. Be intentional about encouragement.

For me, if it’s going to get done, it needs to on my calendar or logged into my To Do list. I don’t want this important activity to get lost in the “nice-to-do” pile.

2. Listen more and better.

We all want to be heard. I plan to work harder at being a better listener.

 “The most basic of all human needs is the need to understand and be understood. The best way to understand people is to listen to them.”  ~Ralph Nichols

3. Solve fewer problems and facilitate more victories.

As a problem-solver, my tendency is to listen to people and attempt to offer solutions to their problems. Instead, I want to listen to them and ask how I can support them in creating the best solutions.

4. Have the courage to share constructive feedback – even if it’s difficult.

I’ve found that the people who care about my success the most are the people in my life who are willing to deliver constructive criticism when I need it. They are also the people who help me the most to improve and continue to grow.

5. Recognize and thank the Balcony People in my own life.

I want to show more appreciation for those that are an encouragement to me by sending an unexpected card, email, text or gift just to say thanks. The first victim? My mom. She’s the original, all-time best example on the planet of a Balcony Person. Thanks Peggy.

If you have a Balcony Person (or People) in your own life, consider yourself blessed!

Now, I encourage you to multiply that blessing by being intentional about being one for someone else. Who will it be?

* Thank you to Mike Sipple, Sr. for being a genuine and wonderful example to me and so many others of what a Balcony Person should be.

Question: Who are the Balcony People in your life? Give them a shout out or encouragement in the comments section!

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

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The Most In-Demand Skills and Competencies for the Future of HR

Recently, WANTED Analytics published the “20 Most In-Demand HR Skills” – compiled by listing the most commonly specified tools, technologies and other skills that people in the HR field are required to have based upon online job ads.

WANTED’s list included:

  1. Oracle HRIS
  2. Legal compliance
  3. Oracle PeopleSoft
  4. Applicant Tracking Software (ATS)
  5. Human Resource Information Systems (HRIS)

Click here to see the full list of 20 “in-demand” skills.

I must say that I was disappointed in the content of this list – but not necessarily surprised. As is often the case, it appears that when companies are searching for HR talent, their wish-list is filled with administrative and compliance focused activities.

Boo.

At the same time, the HR profession is maligned and impugned for being focused on process over innovation and administrivia over enabling success in the organization.

But I don’t blame HR. I blame the leaders of organizations who haven’t changed their perceptions, expectations or hiring requirements (see above) for the function that touches every aspect of an organization’s unique competitive advantage – their people.

Over the years, I’ve spoken with many CEO’s and business leaders who bemoan the fact that HR isn’t a strategic partner in their organization, while at the same time compensating their HR professional well below other leaders in the company and also marginalizing their ability to contribute by not including them in discussions beyond policies, payroll and benefits.

In one specific conversation with a CEO who wanted to replace his current Director of HR for not being “strategic”, I asked him how he would describe a strategic HR professional. His response? “Someone who takes care of all of that HR stuff so I don’t have to talk to them.”

Unrealistic.

To get the most out of the HR function, the mandate of every business leader should be to view the department not just as an administrative or “people” function, but as a business function critical to execution of the strategic plan of the company – and to staff this critical business function with the best and brightest talent available to ensure the organization’s success.

Why?

Because the caliber and quality of the talent in the Human Resources/Talent Acquisition functions has a direct effect on the caliber and quality of talent that an organization is able to attract, recruit and retain.

I think the list of the Most In-Demand HR Skills and Competencies for the Future of HR should look more like this:

  1. Strategic thinking
  2. Decision-making
  3. Data analysis
  4. Predictive-modeling
  5. Organizational design
  6. Coaching and influencing
  7. Recruiting/Talent acquisition
  8. Content marketing
  9. Financial acumen
  10. Technology/Information Systems

Let’s stop giving attention to what HR doesn’t do or why HR isn’t needed anymore, and instead focus on hiring and developing HR Leaders with the skills, talents and abilities necessary to have maximum impact in their organizations and within their profession in the future.

Question: What would you add to the list? Leave a comment to let me know what we should expect from HR professionals of the future.

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

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Stick A Fork In Business Buzzwords: 15 Common Phrases To Kill

The business world is ripe with raconteurs, rhetoricians and grandiloquent speakers – which is to say that many businesspeople use unwieldy elaborations of common English words and phrases in an effort to make a point – or simply out of habit without considering the meaning (or lack thereof) of a particular phrase.

Recently, in the LinkedCincinnati Group on LinkedIn, I posed the question:

“If you could kill one piece of corporate buzz-speak (like the phrase ‘move the needle’), what would you eliminate?” 

After over 100 comments in just one week, below are a few of my favorites from the discussion:

1. Think outside the box

First, can you define what the box is, so I can think outside of it? Yeah, I didn’t think so. 

2. There’s no “I” in Team

But there is an “m” and an “e”… There’s also an “I” in quit. 

3. Reach out

This sounds like it involves touching in the workplace. Your HR person will not be amused. 

4. At the end of the day

Lazy and meaningless at any time of the day. Unless, of course, it IS literally the end of the day. 

5. Let’s take that off-line

Translation: “I don’t want to address that and I hope you’ll forget to bring it up again.” 

6. We want to partner up with you

To take advantage of what a person or company has built/grown/acquired – for free. 

7. I’d like to pick your brain

See #6. 

8. Drink the kool-aid

Sounds way better than asking employees to die for you. 

9. This one’s in your wheelhouse

I don’t want to have anything to do with this project. You can have it. 

10. Take one for the Team

You’re on your own here. We’re officially throwing you under the bus.

11. Kick the can down the road

Because nothing says we’re serious business people like comparing work activities to a child’s game. 

12. Game changer

Yeah, right. Before that it was “world class” and before that it was “state of the art”. 

13. It is what it is

“I am your supreme Leader. And I don’t give a shit what you think.”   

14. Get in bed with

Just say NO to using this in regards to customers, vendors, etc. Trust me. They’re not that into you.  

15. Open the kimono

Some things are better left unseen. Keep that kimono zipped up and find another way to talk about transparency!

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

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Driving Success with LinkedIn as a Small or Mid-Sized Company | Talent Connect Vegas 2013 [video]

Recently, I had the honor of moderating a panel discussion at LinkedIn’s Talent Connect Vegas 2013 Conference on the topic of “Driving Success with LinkedIn as a Small or Mid-Sized Company”.

The esteemed panelists I had the pleasure of working with included:

Angie McDonald – Vice President of Human Resources, Realogy Holdings Group

M.T. Ray – Senior Director of Global Recruiting, ExactTarget

Arnaud Kermouche – Manager of Talent Acquisition, Uni-Select, Inc.

The following video is from our session (some subscribers may need to click here to view) and I’ve also summarized some key points from the session below the video and the time increments for each question/response.

Whether you’re using LinkedIn for recruiting, employer branding or employee engagement via a free account or using paid LinkedIn Talent Solutions, I promise you’ll find the experiences, tips and suggestions shared by these successful Talent Acquisition leaders helpful!

00:00 – 07:00 Introductions

07:01 – 13:40 Describe the evolution of LinkedIn’s role in your Talent Strategy and how it’s grown over time.

ExactTarget – Today, 95% of ET employees are on LinkedIn and over 50% of openings are filled by employee referrals.

Uni-Select – LinkedIn is now a cornerstone in the employer brand strategy and is used to increase visibility.

Realogy – Started small and had to demonstrate ROI to be able to invest more in LinkedIn. Now use LinkedIn to find candidates and fill jobs domestically and internationally.

13:41 – 22:04 How did you get your leadership to buy-in and invest in LinkedIn?

Uni-Select – Worked with LinkedIn to understand candidates, to listen to them and improve communications.

Realogy – Filled key positions in the UK and Hong Kong that would have previously been filled by outside agencies.

ExactTarget – Showed significant dollar savings in agency fees and was able to invest more in an internal sourcing team.

22:05 – 29:43 How has using LinkedIn impacted your talent acquisition efforts?

Uni-Select – Able to attract and hire for C-level and VP positions directly.

ExactTarget – Have basically stopped using agencies domestically and have had success with some international hires.

Realogy – Use LinkedIn as a strategic tool to make business proposals and present data to inform hiring managers.

29:44 – 33:22 How much of a component is LinkedIn in your Talent Acquisition strategy?

ExactTarget – At least 50%. Able to target passive talent, get employee referrals and use it for employer branding.

Realogy – LinkedIn is part of a diverse talent acquisition strategy.

Uni-Select – LinkedIn is third highest source of applicants.

33:23 – 37:13 What does the future hold for your Talent Acquisition efforts?

Realogy – Understand how to utilize mobile and also how to work more closely with hiring managers.

ExactTarget – Social recruiting in general – not just LinkedIn, but also Twitter, Instagram and other social sites.

Uni-Select – A recruiting video and communicating more effectively with employees so they can be Ambassadors for the company on LinkedIn.

37:14 – 41:30 How are you engaging your employees to recruit the talent you need?

Uni-Select – Uses lunch and learn sessions.

ExactTarget – Partnering with hiring managers and teaching them how to use LinkedIn to share jobs.

Realogy – Provides tips on how employees can improve their Profile and how franchisors can improve their Pages to get more followers and attract people to the company.

42:00 – 53:00 Audience Q&A

More great tips and info from the panelists and audience members on getting the most out of LinkedIn, getting started with a LinkedIn strategy, proving ROI and dealing with push-back from Marketing or other departments who aren’t supportive of developing an employer brand.

53:01 – 53:16 Thanks and goodbye!

Thanks to LinkedIn for once again providing a great learning and connecting experience at their annual conference!

It’s never too early to register for Talent Connect 2014 in San Francisco October 20 – 22, 2014!

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Unbridled Talent LLC is a consulting and advisory firm providing services to clients in the areas of leadership development, executive communication skills and talent strategy. Jennifer McClure offers keynotes, workshops and training that inspire and teach business leaders to be more effective in their careers and as leaders of their organization’s most valuable resource – people. Contact us to schedule an event or to discuss our strategic consulting and advisory services.

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