• 1 Aug 2018 12:58 PM | Anonymous

    FREE Printable Project Schedule to keep you and your team organized. Keep everyone on the same time line with this organizational tool. Simply click the link below and write 'Project' in the comment box and you will receive a free copy. https://leadingchangeinstitute.com/Contact


  • 31 Jul 2018 5:24 PM | Anonymous

    It Is Time!

    The Pressure Is On

    Companies, Recruiters and Human Resources

    To Attract & Retain Star Talent

    Effects of a shrinking pool of candidates?

    1.      The Job Seeker rather than the employer now has the power.

    2.      Job Seekers are ghosting employers.

    3.      Job Seekers will not wait around for an offer.

    4.      Creates a prime market for your star talent to jump ship.

    5.      Employees will be shopping around for higher pay, quality culture, better benefit packages and all around complete 5 star companies.

    The Talent Pool is Low and the Cost of Hiring is High - What Can You Do?

    1.      Start Today.

    2.      Create a strategic approach to recruiting

    a.  Streamline your recruitment process

    b.  What does or can your company offer

    c.  Reassess your benefit and compensation packages.

    d.  Review your company perks.

    3.      Create a profile of what you are looking for in a candidate.

    4.      Hire with speed.  Talent will not be waiting around for your offer.

    5. Company Culture will be one of your companies’ greatest assets, so make it great.

      Your Leading Human Resources and Change 



  • 26 Feb 2018 6:01 PM | Anonymous

    Leadership is in control of the culture. Everything about the culture of a business starts from the top. Don’t let the leader, the CEO, the board, whoever it may be, make the excuse that other facets of the business are affecting the culture – Because in the end, the C-Suite and/or business owner is in charge of it all.

    First let’s define Company Culture (CC) and the major components that creates culture.

    Culture is the collective values, norms and beliefs of your organization – also known as “how things are done around here” and “what people do when nobody’s watching.” “How employees and upper management interact.”  CC develops organically over time.

    Values:  Standards, morals, ethics, ideals, principles, beliefs, costs

    Principles: Values, philosophies, ideologies, moralities, ethics, attitudes, norms, rules, law

    Beliefs: Opinion, principles, philosophies, attitudes, values, way of life,  and convictions

    Philosophy: Attitude, viewpoint, way of life, values, beliefs

    Traditions: Behaviors, habits, way of life, customs, practices, institutions

    Cultivation:      Education, culture, civilization, development, nurturing, promotion, fostering and encouragement.

    4 Steps to Create and/or Change your Company Culture

    1. Is your Vision and Mission statement up to date and conveying the message you want your team members and customers to hear?  

    If, NO – Define your vision and mission statement that you want your team members to own and live by.  Communicate it, make it your motto.

    2.  Define your Ideal Culture.  Use your vision and mission statement as y our compass.  

    There is no one cultural cookie cutter version to fit all businesses. 

     3.  Once you have defined your ideal company culture it is time to implement the changes.

    Create processes that will endure over time and build a solid foundation.

    Start with the C-Suite Executives, communicate and share the importance of the role they play in creating a healthy culture.

    Communicate to each level of management.  Training, transparency and communication are the 3 major keys.  Emphasis the purpose.

    4.  Communicate your mission to your entire team, lead your teams by example, be consistent and slowly your big ship will turn to be sailing in smoother waters.  Emphasis the purpose.  Hold town halls, have contests – make it fun.  Create excitement! 

    Develop It, Push It, Live It

    Lastly – If you have leaders or team members that are not willing to get on board, let them know the ship is sailing without them.  Guide them, educate them and if they still refuse to accept the culture and company values you need to let them go. 

    We are certified and offer EQ for individuals and teams

    Learn how your team rates you or leaders in your company with a 360 Assessment .  Discover your strengths and weaknesses and how to improve your leadership skills.

    Contact us today to schedule a Free Consultation

    Phone:          559-203-2746

    Email:           info@leadingchangeinstitute.com

        Your premier Global HR Adviser and Leading     Change Institute, Providing Solutions for all     Your Training and HR needs.                             


    Resources:  Investopedia definition

  • 23 Jan 2018 3:31 PM | Anonymous

    Purposeful Culture is more important to a company now it is becoming a candidates market. With the unemployment rate declining the job market is becoming more competitive and is favoring the job seeker. Candidates once again have the luxury of scouting out a company they want to work for.  Candidates are considering the entire package; company culture, working environment, sense of community and security all play a role. It is no longer enough that your company offers a highly compensated monetary package. Today’s candidates are looking for a complete package. 

    With social media at employee’s fingertips they can easily rate your company and reveal the true culture and scandals within.  With today’s social media and apps to rate businesses there is no-where for your business to hide from the truth of your culture.  Deloilte refers to this as, ‘naked corporation.’  Today no company large or small can cover culture deficiencies with high salaries alone.  Prospective candidates have an insight into your company.  Either positive or negative, your culture will set you apart from your competitors.   

    If you have a deficient culture it is time to whip your culture into shape. 


    As I was reading an article in Forbes, I came across a study feature in Tedx Talks.  ‘The Social Responsibility of Business’ using 26 years of data to show ethical treatment of workers is associated with 2 – 3% higher stock returns per year.  The article went on to emphasis the most important asset in the 21st century is Intangibles. 

    The previous blog discussed the Culture Monster and the negative effects of a toxic culture.  You can refer to the Red Flags and Signs your culture needs saved: https://leadingchangeinstitute.com/Blog/5667828

    What is Culture?  The culture of a company is its core.  It is created by your beliefs and creates customs.  The ideals, beliefs, thinking, behavior and practices creates your company’s culture and customs. 

    Why Purposeful Culture?  It significantly lowers turnover, creates better financial performance and establishes the foundation to attract top talent.

    What is Purposeful Culture?  It is guided by the company’s vision and mission statement. 

    • It is passion driven from the top down.
    • Internal communication provides purpose and is strong. Communication provides the ‘Why’, not just communicating what you expect the end result to be.
    • It is a commitment to excellence and offers opportunities for growth.
    • It is a priority to hire not solely based on skill but incorporates hiring practices to search for candidates with compatibility and high Emotional Intelligence.
    • It is a culture that is flexible rather than ridged and fosters respect of your team and your clients.
    • It encourages creativity, accountability and builds loyalty with team members and customers.   Purposeful Culture creates a sense of control over basic aspects of work.
    • Synergy is created and fueled by your team and customers.

    Culture whether it is purposeful or toxic takes on a life of its own. Purposeful Cultures reflect high energy that is driven by a shared objective.  It fosters self-starters, mutual trust respect and maintains long-term momentum at a high level.  Conflict is dealt with fairly, constructively and with transparency.

    A Purposeful Culture promotes openness.  Setting a stage where team members proactively seek and adapt to new information. They challenge themselves by seeking new and best practices.  Critical forward thinking is welcomed.  Innovation flows through the heart of the company.  Employees hold the knowledge of every step and detail of their job.  If they come up with a more efficient way to complete their job while maintaining quality it is a win for all.

    A Purposeful Culture rewards contributors in significant ways that are not always monetary.

    People like to be recognized.  It can be as simple as a shout out at a department meeting, feature them in an article in the company newsletter or post it on an employee bulletin board. Keep in mind that being recognized in front of higher ups and peers is one of the most significant recognition's you can give to an employee.

    I hope we have made an impact on the importance of company culture.  Sign up for our blog to automatically receive information in your in box.  https://leadingchangeinstitute.com/Subscribe      Our next blog -  How To ‘Integrate Purposeful Culture Into Your Company’. 

     Your premier global HR Adviser and Leading Change Institute.  Providing solutions for all your HR and Training Needs.   https://leadingchangeinstitute.com/


  • 8 Jan 2018 12:42 PM | Anonymous

    Company culture is often unwritten and beyond the pages of a handbook.  Although unwritten, it is alive and active in both large and small companies.  If it is not monitored and nurtured, it will take on a life of its own.  

    Just as national cultures can shape or effect your company culture so does your management strategy.  An institution that leaves their company culture to manifest on its own, has unhealthy practices and beliefs will take the form of a Culture Creature.  A Culture Creature not only acts like a virus within your business walls but spreads out into the community. 

    Signs that a Culture Creature resides within your company:

    • ·        Unable to attract and retain star talent leaving you with deficient talent
    • ·        Poor customer service
    • ·        Mediocre or even inferior quality products
    • ·        Modest earnings
    • ·        High Turnover
    • ·        Low Moral
    • ·        Stagnation
    • ·        Negative attitudes
    • ·        Motivational deficiency

    With the unemployment rate dropping it will be disastrous for a company with a Culture Creature living with your employees. Once the Culture Creature takes hold it takes time to turn that big monster around.  However the good news is that you are not alone.  We are here to assist you in slaying the Culture Creature with proven tactics and intentional purpose. 

    You have a choice to allow your company culture to grow organically or intentionally.    It is your option!

    It is time to turn the culture creature into an intentionally healthy living presence.  Our next issue will offer you resolutions to create a purposeful company culture.

    Sign up to automatically receive our newsletter in your in box and/or Contact us today.    http://www.leadingchangeinstitute.com

  • 6 Dec 2017 4:13 PM | Anonymous

    A common theme I repeatedly hear from CEO’s across various industries and locations is they want to promote from within, however ‘We have a lack of qualified internal candidates’.

    Although there are times when you need to bring in outside expertise for a new venture, it should not be the norm.  Spending vast amounts of money to recruit and employ outside talent to fill middle and upper management positions is not necessary and can be costly.

    What are you doing to develop a pool of qualified candidates?  Why do you advocate that the company ‘promotes within’ when you employ from outside?

    Cons of Outsourcing – outsourcing can create an undesirable snowball effect on the bottom-line, moral and culture.

    • Management and Executive Recruiting Fees
    • Learning curve for the new candidate to get up to speed
    • 57% of Executives said it took 6 months or longer to reach full impact in their new role. Source: Egon Zehnder
    • Resistance and resentment from the team until trust is established
    • Your promise to ‘Promote from Within’ is viewed by the employees as another false promise from the C-Suite leaders
    • A poor recruit can be very costly
    • Top talent leaves the company in search of development and promotion
    • Turnover is costly and has a negative effect on morale
    • Training, shadowing or simply getting up to speed on the basics alone requires the time of several team members, managers, directors and company resources.

    Internal hires retain organizational knowledge and get up to speed in their new roles more quickly than external hires. “Hiring internally also increases engagement. And folks tend to refer others more frequently when their own career has grown within the organization,” Sonsino says. “We’ve seen that pretty consistently.”

    Internal candidates have a strong knowledge of your culture, processes and procedures.  They also have many relationships throughout the organization.

    There is great value in knowing the intangibles, including a candidate’s integrity, how a candidate can assess and integrate into a new position, have they mastered their emotional intelligence, will they fit in with the culture and how effectively he or she builds healthy relationships with new co-workers and assemble the social capital necessary to get things done.

    External recruiters generally rely too heavily on education, past job experience and previous job titles when recruiting rather than gauging whether such candidates will actually be able to perform in a specific position or within the culture into which they’re being hired

    Groysberg states, “A lot of my research looks at what happens to stars when they join [new] companies.”  “The stories are not great. Many of them underperform because what makes them successful are the companies that they used to work for. … Everybody likes to hire from Goldman Sachs, but the reality is that Goldman Sachs is a very firm-specific place.”

    The late human capital pioneer and Nobel Prize-winning economist Gary Becker used the term “firm-specific” to distinguish between general skills (e.g., writing great reports on investment opportunities in the retail industry) and the unique skills required to thrive in an individual organization (e.g., how to use a home-grown information system). Groysberg’s research proposes that the more company-specific the mandatory skills are, the more difficult it is for external hires—even superstars—to reproduce their prior levels of performance.

    Although you cannot fix the problem overnight, you can start turning that big ship around today!   If you are using outsourced recruiters ensure they have your companies best business in mind.  Do your research to find one of the many excellent recruiters out there who will be willing to take the time to learn about your company, culture and skills required.  

    One last tip: Hiring or filling a position is not the end of the journey, it is the beginning of the process.

    References:  1) Harvard Business School professor Boris Groysberg’s book Chasing Stars: The Myth of Talent and the Portability of Performance (Prince­ton University Press, 2010) contains comprehensive research on external vs. internal hiring. “It’s not whether you build or buy, it’s figuring out under what conditions you build or buy,” he maintains.  2) https://www.egonzehnder.com/us/

    Do not miss next week’s Blog on Succession Planning.  We will guide you through the steps to creating a pool of internal superstars. 



    Your Leading Human Resource & Change Experts

    Our Innovation is Your Edge!


  • 16 Nov 2017 12:08 PM | Anonymous

    Today, Employers are more vulnerable than ever — the increases in laws and regulations regarding employee notification requirements — governments have doubled enforcement efforts, and plaintiffs’ attorneys are judiciously searching for probable violations to act on.  Violations can include costly fines and penalties. A large concern is future employee legal action stemming from a failure to comply with the new hire notification laws. This is an especially serious concern with respect to wage and hour notifications, as such notifications are the beginning piece of employer compliance with state regulations.  Federal, State and Local authorities/agencies can audit your employee records for a variety of reasons.

    There is no cookie cutter checklist, as each State has its own set of requirements. For instance, employers that do not give notice of the New York Wage Theft Prevention Act could be charged to pay damages of up to $50 per day, per employee (with a maximum of $5,000 per employee in civil lawsuits filed by workers).  

    The increased scrutiny can make employers especially vulnerable to wage and hour noncompliance litigation in areas such as out of date job description, the wrong classification of employees as exempt vs. non-exempt, off-the-clock work and other issues. This risk is widespread, applying to companies of all sizes and industries.

    Employment laws set forth by Local, State, and Federal government are to benefit both the employee and the employer.  If you are not sure where to start, you can contact us for guidance and a free consultation and/or Record Audits.  https://leadingchangeinstitute.com/Contact

    Follow the link to download your FREE ‘California New-Hire Checklist’: https://leadingchangeinstitute.com/Subscribe

    Thank you from the team of Bluterium, our Innovation - your Edge – your Future.


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