QUESTION: Our organization is full of people that “think” they are leaders. In many cases, I suspect they have yet to wake up from their dream. How would you define a true leader?
(Marsha B, HR Director, Manufacturing)
ANSWER; My immediate response was to start typing with speed for all the things a leader is not. In my consulting practice as well as our recruiting division, we see many “leader want to-be types.” Some are good and many not so good. So please indulge me and I’ll give you what I call a “Mancusoism” which is the way I define a leaders twelve most important qualities;
1. Excellent listener
2. Business like, yet compassionate
3. Truly cares about the success of the people around him/her
4. Untiring perseverance level of willingness to teach others
5. Always gives the accolades of success to his/her team
6. Willing to stand on point when situations don’t quite go as planned
7. Respects the opinion of the people around him/her
8. Encourages staff to develop ideas and plans
9. Micro Managing is not in his/her vocabulary
10. Knowing that the title of manager, doesn’t necessarily make you a leader
11. Communication is an everyday practice
12. Staff always know where they stand with him/her
There is little doubt that I will get Emails with another 12 valid points. But when I talk about the qualities of a leader above, I truly mean that they possess most or all of what I have identified. Most managers who THINK they are leaders but perform poorly at it, typically treat people badly and don’t communicate worth a hoot.
May this week be one of the best of year so far for you and your family. Call or write if I can help in any way.
Nationally recognized Retained Executive Search and Employee Retention Specialist.
7/5/09
How do values fit in?
July 5, 2009
Q: Many companies follow the rational strategy development model that includes Vision, Values, Mission, Objectives, AND Strategy. I understand, operationally, how all of these other than values fit in, taking a company forward. What good is spending time figuring out organizational values if nobody pays any attention to them?
(William R., EVP – Construction Industry – Mananas, VA)
A: This statement begs the question of whether it is the poor articulation of values or their lack of use that is the issue. I would agree that too many companies place too little emphasis on defining their values. Even when they do, the values they do articulate are often inspirational and not the values currently espoused or acted on by the management and employees. When they don't, it is frequently because management fails to see how values could be "used" in executing the strategy they have developed.
What we can miss is that values are more foundational in an organization's day-to-day operations than strategies or tactics. If tactics are what you do, then values are who you are. In crafting the long view of strategy, a consensus on values underlies your decision making and problem solving processes. When a problem arises that challenges you in ways not foreseen by strategy, then values are what you must have to reconcile the conflicts in those decisions. For example, how should a company resolve a conflict between an employee and a customer if you haven't had a full conversation about how you honoring employees compared to how you serve customers.
If your company has not had a serious conversation recently about values, you could provide value by facilitating that discussion. Whether your specialization is in leadership, human resources, process management, marketing or any other area, a conversation about values as a way to increase the consistency and fairness of decision making is a natural leadership function.
The beginning of month seven, 2009 is in full swing. Have a great week and a tremendous month.
Regards,
George F. Mancuso, CPC
Q: Many companies follow the rational strategy development model that includes Vision, Values, Mission, Objectives, AND Strategy. I understand, operationally, how all of these other than values fit in, taking a company forward. What good is spending time figuring out organizational values if nobody pays any attention to them?
(William R., EVP – Construction Industry – Mananas, VA)
A: This statement begs the question of whether it is the poor articulation of values or their lack of use that is the issue. I would agree that too many companies place too little emphasis on defining their values. Even when they do, the values they do articulate are often inspirational and not the values currently espoused or acted on by the management and employees. When they don't, it is frequently because management fails to see how values could be "used" in executing the strategy they have developed.
What we can miss is that values are more foundational in an organization's day-to-day operations than strategies or tactics. If tactics are what you do, then values are who you are. In crafting the long view of strategy, a consensus on values underlies your decision making and problem solving processes. When a problem arises that challenges you in ways not foreseen by strategy, then values are what you must have to reconcile the conflicts in those decisions. For example, how should a company resolve a conflict between an employee and a customer if you haven't had a full conversation about how you honoring employees compared to how you serve customers.
If your company has not had a serious conversation recently about values, you could provide value by facilitating that discussion. Whether your specialization is in leadership, human resources, process management, marketing or any other area, a conversation about values as a way to increase the consistency and fairness of decision making is a natural leadership function.
The beginning of month seven, 2009 is in full swing. Have a great week and a tremendous month.
Regards,
George F. Mancuso, CPC
7/2/09
Responses to the Hiring Managers of the World
June 28, 2009
Q: HOLY SMOKES! Last week’s newsletter created quite a fire storm of Emails back to me. Some of the horror stories I read about it those Emails made what’s left of my hair, stand on end. After wading through over 100+ Emails, below are a few of the responses that speak for all. Interestingly enough, I did not get any Emails that identified themselves as hiring managers.
A: From Allen S., An information security analyst;
Hi George,
To paraphrase a quote from "Treasure of the Sierra Madre,"
"Ethics? We don't need no stinkin' ethics."
It is a truly severe problem that is destroying America. How can we on one hand advocate for democracy and freedom when we are behaving toward others and ourselves against the very principles we claim to stand for? Hypocrisy does not become us.
And the examples are in all aspects of our society. On the one hand we say we are a society governed by the rule of law, but on the other hand many advocate for special treatment for select groups rather than working to change what may be indeed a very bad law or procedure. Americans are become Janus like figures where the public persona looks one way, but the private looks another.
Alas, I fear for America's future and the welfare of our children.
1. From Peter S., Sales Executive, Orlando, FL
George,
You are on spot with this message. I can personally relate to this message since I have been searching for a new position this year. It is not just the companies HR people and hiring managers but some of the companies’ top executives.
In the past year I have been engaged in several interview processes that have included multiple phone interviews, face to face, etc. with up to President/CEO of companies only for them to fall off the face of the year and not respond to calls or emails. I have never experienced so much unprofessional-ism and like you said we as candidates just want an honest reply. Being in sales I can take a “No”.
I have had companies pull offer letters just before the start date due to economic conditions, this happened twice. Most recently I had a VP of sales shake my hand as I was leaving saying she was going to be calling HR as she drove home to get an offer letter started. Yep, a week later they said they hired someone else, but an inside contact said they never hired anyone. Why lie?
OK I am done venting, in a way I feel better knowing it is not just me but then it also is depressing to know that ethics and professionalism is dying.
2. JOB SEARCH PET PEEVES IN GENERAL:
a. Companies who take you down the interview path and then fall off the face of the earth.
b. Companies pulling offer letters “Due to economic conditions”, did you not check your budget PRIOR to starting an interview process?
c. If you ask for references particularly past clients I have sold too, call them!!! I respect my past and present clients so if I ask them to be a reference call them!
d. If you ask me for copies of my W2’s you better be prepared to show me yours or an official breakdown of how much your other sales folks have made, stop telling me the OTE is $ 250K+ when you don’t have anyone breaking $ 200K
e. Recruiters – Stop posting fake jobs just to illicit a bunch of resume to build up your DB,
f. Bottom-line yes it sure is an employer’s market right now but it won’t be forever and if you treat people like crap during an interview process if they do join your organization once things turn around they will bolt, you are also hurting your reputation in the market place.
3. From Marian L, Recruiter, Denver, CO;
Employers think their riding high on the wave right now, but they must remember that the wave eventually crashes into the sand. These lack of ethics and professionalism is going to bite them in the butt sooner rather than later. And I for one, will have very little compassion.
And one final commonality paraphrased by me;
PROCRASTINATION; We’re not talking about taking a day or two to think about it, we’re talking about the silence from the lack of communication so that hiring managers can look for just a little bit better candidates. The emotional toll on candidates is deplorable.
I have several final thoughts, but today I think I’ll take the position of enough said. “The People Have Spoken.”
Regards,
George Mancuso, CPC
President
Gman Business Resources, Inc.
Q: HOLY SMOKES! Last week’s newsletter created quite a fire storm of Emails back to me. Some of the horror stories I read about it those Emails made what’s left of my hair, stand on end. After wading through over 100+ Emails, below are a few of the responses that speak for all. Interestingly enough, I did not get any Emails that identified themselves as hiring managers.
A: From Allen S., An information security analyst;
Hi George,
To paraphrase a quote from "Treasure of the Sierra Madre,"
"Ethics? We don't need no stinkin' ethics."
It is a truly severe problem that is destroying America. How can we on one hand advocate for democracy and freedom when we are behaving toward others and ourselves against the very principles we claim to stand for? Hypocrisy does not become us.
And the examples are in all aspects of our society. On the one hand we say we are a society governed by the rule of law, but on the other hand many advocate for special treatment for select groups rather than working to change what may be indeed a very bad law or procedure. Americans are become Janus like figures where the public persona looks one way, but the private looks another.
Alas, I fear for America's future and the welfare of our children.
1. From Peter S., Sales Executive, Orlando, FL
George,
You are on spot with this message. I can personally relate to this message since I have been searching for a new position this year. It is not just the companies HR people and hiring managers but some of the companies’ top executives.
In the past year I have been engaged in several interview processes that have included multiple phone interviews, face to face, etc. with up to President/CEO of companies only for them to fall off the face of the year and not respond to calls or emails. I have never experienced so much unprofessional-ism and like you said we as candidates just want an honest reply. Being in sales I can take a “No”.
I have had companies pull offer letters just before the start date due to economic conditions, this happened twice. Most recently I had a VP of sales shake my hand as I was leaving saying she was going to be calling HR as she drove home to get an offer letter started. Yep, a week later they said they hired someone else, but an inside contact said they never hired anyone. Why lie?
OK I am done venting, in a way I feel better knowing it is not just me but then it also is depressing to know that ethics and professionalism is dying.
2. JOB SEARCH PET PEEVES IN GENERAL:
a. Companies who take you down the interview path and then fall off the face of the earth.
b. Companies pulling offer letters “Due to economic conditions”, did you not check your budget PRIOR to starting an interview process?
c. If you ask for references particularly past clients I have sold too, call them!!! I respect my past and present clients so if I ask them to be a reference call them!
d. If you ask me for copies of my W2’s you better be prepared to show me yours or an official breakdown of how much your other sales folks have made, stop telling me the OTE is $ 250K+ when you don’t have anyone breaking $ 200K
e. Recruiters – Stop posting fake jobs just to illicit a bunch of resume to build up your DB,
f. Bottom-line yes it sure is an employer’s market right now but it won’t be forever and if you treat people like crap during an interview process if they do join your organization once things turn around they will bolt, you are also hurting your reputation in the market place.
3. From Marian L, Recruiter, Denver, CO;
Employers think their riding high on the wave right now, but they must remember that the wave eventually crashes into the sand. These lack of ethics and professionalism is going to bite them in the butt sooner rather than later. And I for one, will have very little compassion.
And one final commonality paraphrased by me;
PROCRASTINATION; We’re not talking about taking a day or two to think about it, we’re talking about the silence from the lack of communication so that hiring managers can look for just a little bit better candidates. The emotional toll on candidates is deplorable.
I have several final thoughts, but today I think I’ll take the position of enough said. “The People Have Spoken.”
Regards,
George Mancuso, CPC
President
Gman Business Resources, Inc.
6/20/09
What's Wrong With Hiring Managers?
June 21, 2009
Q: What’s wrong with hiring managers? I am a contingency executive recruiter for a major recruiting firm based in the Midwest. And it is my humble opinion, that of late, hiring managers have lost their moral core. They play with candidates emotions, they use me to bring qualified candidates to the table then quietly search for “knock off’s” of my candidate so they won’t have to pay my agreed upon fee. Besides the recruiters in my office, are we the only ones experiencing this?
(Marissa L., Professional Recruiter, Overland Park, KS)
A: The answer is not only no, but HELL NO!!! As most of you know, half of Gman is an executive search model, so believe me when I tell you that I do have first hand current knowledge of this subject.
I have well over 200 recruiter “friends” across the U.S. with whom I stay in touch in one form or another. And they are all talking about this subject. And maybe you are correct in your assessment that their moral cores have been damaged and overcome with greed.
So from two standpoints, please allow me to make these comments:
1. IF YOU ARE A RECRUITER: You must get your client committed to your services. It’s okay to ask if you are going to be competing with them in the search. It’s okay to ask who else is involved in the search. It’s okay for you to set the mutually agreed upon ground rules. And I firmly believe it is critically important for your client to understand that this is how YOU make an honest living.
a. The work we do is very labor intense and many times we go through 10 x 10 candidates to find them 2 or 3 qualified.
b. Be a professional and get all of this out front and verbally spoken.
c. And if your client “burns” you, then wash he/she from your client list forever unless you just like working for free.
2. IF YOU ARE A HIRING MANAGER; Please understand that treating a recruiter like Marisa as described above is poor business, unethical and morally wrong.
a. How would you feel if your professional employees were treated in this manner?
b. Be honest and upfront. If you plan to be involved in the search then make it known.
c. If the recruiter continues then it’s a risk he/she takes.
d. And don’t lie to candidates. If you don’t think it’s a match, tell them. Candidates are capable of hearing the good news and the bad. And if you’re not honest it gives false hope.
e. Treat candidates exactly the way you’d like to be treated if it was YOU seeking employment.
f. The old saying that what goes around, comes around is more true in today’s market than ever.
No doubt this newsletter will come across one sided and those most guilty we become those most offended. Not really sorry, it’s just one of those honesty issues that needs to be said. Never let it be said that I sugar coat the truth. Your comments are always welcome.
Regards,
George F. Mancuso, CPC
Gman Business Resources, Inc.
gmansearch.com
Q: What’s wrong with hiring managers? I am a contingency executive recruiter for a major recruiting firm based in the Midwest. And it is my humble opinion, that of late, hiring managers have lost their moral core. They play with candidates emotions, they use me to bring qualified candidates to the table then quietly search for “knock off’s” of my candidate so they won’t have to pay my agreed upon fee. Besides the recruiters in my office, are we the only ones experiencing this?
(Marissa L., Professional Recruiter, Overland Park, KS)
A: The answer is not only no, but HELL NO!!! As most of you know, half of Gman is an executive search model, so believe me when I tell you that I do have first hand current knowledge of this subject.
I have well over 200 recruiter “friends” across the U.S. with whom I stay in touch in one form or another. And they are all talking about this subject. And maybe you are correct in your assessment that their moral cores have been damaged and overcome with greed.
So from two standpoints, please allow me to make these comments:
1. IF YOU ARE A RECRUITER: You must get your client committed to your services. It’s okay to ask if you are going to be competing with them in the search. It’s okay to ask who else is involved in the search. It’s okay for you to set the mutually agreed upon ground rules. And I firmly believe it is critically important for your client to understand that this is how YOU make an honest living.
a. The work we do is very labor intense and many times we go through 10 x 10 candidates to find them 2 or 3 qualified.
b. Be a professional and get all of this out front and verbally spoken.
c. And if your client “burns” you, then wash he/she from your client list forever unless you just like working for free.
2. IF YOU ARE A HIRING MANAGER; Please understand that treating a recruiter like Marisa as described above is poor business, unethical and morally wrong.
a. How would you feel if your professional employees were treated in this manner?
b. Be honest and upfront. If you plan to be involved in the search then make it known.
c. If the recruiter continues then it’s a risk he/she takes.
d. And don’t lie to candidates. If you don’t think it’s a match, tell them. Candidates are capable of hearing the good news and the bad. And if you’re not honest it gives false hope.
e. Treat candidates exactly the way you’d like to be treated if it was YOU seeking employment.
f. The old saying that what goes around, comes around is more true in today’s market than ever.
No doubt this newsletter will come across one sided and those most guilty we become those most offended. Not really sorry, it’s just one of those honesty issues that needs to be said. Never let it be said that I sugar coat the truth. Your comments are always welcome.
Regards,
George F. Mancuso, CPC
Gman Business Resources, Inc.
gmansearch.com
6/13/09
Are You A Control Freak?
ARE YOU A CONTROL FREAK?
Time to face facts; you won’t be good at everything! In fact, at some things you will be downright terrible. However the bottom line is……”that’s okay.”
Take it from someone who knows. If you don’t do something well, don’t hide it or defend it. Early on in my management career, I learned this simple truth about myself….”I could be a control addict!”
When I got out of the military, (well over 40+ years ago) I managed a fast food restaurant in Rochester, NY and it was staffed with mostly high school boys. When they acted in a manner that I didn’t like, I had a certain pose and standard verbiage ready and waiting. I used to put my hand on my hip and state in a loud voice for all to hear, “SCREW IT, YOU’RE FIRED!” (And you thought Donald Trump coined that phrase.)
The difficulty was that every time I did this, I ended up working that person’s shift. And one day I realized I was the one working 18 hour days because that decent employee was no longer there and probably not deserving of being terminated. In one of my many long and on my feet 18 hour days I did a self inventory trying to find answers to my control freak attitude.
Why did I do that? One word described it nicely. FEAR!
Fear of losing control, fear of trusting others, fear of failure and fear enough that I wasn’t doing well enough and that I wouldn’t make a difference. Needless to say, these ill-fated inner feelings didn’t last long and I learned quickly from my mistakes.
A long time business associate who recently passed away, said to me a few years back, “I wished someone would have told me all this before I accepted the reins as the CEO. In looking back, I was truly a star performer, but I burned myself out in the process. And what’s worse is that I burned out or burned off many good people in the run for excellence.”
So I ask you to take an HONEST inventory of YOU;
Are you a leader or a follower?
Are you a team player or just on the team?
Are you a marketer of ideas or developer of concepts?
Are you a sales professional or a bean counter?
Do you make a difference or happy to just get through the day?
Do you relate to others because you care or what they can do for you?
Are you a know it all one stop decision maker or do you take the advice of people around you?
As you can see the list could go on and on. Where do you fall short? How can you fill in those gaps? Put your thoughts in writing as they will become more meaningful to you and then act on them. Fix you and you’ll help fix the scene around you.
May the sun shine brightly on you this week. If we at Gman Business Resources can be of assistance to you, please call or write and we will respond immediately!
Time to face facts; you won’t be good at everything! In fact, at some things you will be downright terrible. However the bottom line is……”that’s okay.”
Take it from someone who knows. If you don’t do something well, don’t hide it or defend it. Early on in my management career, I learned this simple truth about myself….”I could be a control addict!”
When I got out of the military, (well over 40+ years ago) I managed a fast food restaurant in Rochester, NY and it was staffed with mostly high school boys. When they acted in a manner that I didn’t like, I had a certain pose and standard verbiage ready and waiting. I used to put my hand on my hip and state in a loud voice for all to hear, “SCREW IT, YOU’RE FIRED!” (And you thought Donald Trump coined that phrase.)
The difficulty was that every time I did this, I ended up working that person’s shift. And one day I realized I was the one working 18 hour days because that decent employee was no longer there and probably not deserving of being terminated. In one of my many long and on my feet 18 hour days I did a self inventory trying to find answers to my control freak attitude.
Why did I do that? One word described it nicely. FEAR!
Fear of losing control, fear of trusting others, fear of failure and fear enough that I wasn’t doing well enough and that I wouldn’t make a difference. Needless to say, these ill-fated inner feelings didn’t last long and I learned quickly from my mistakes.
A long time business associate who recently passed away, said to me a few years back, “I wished someone would have told me all this before I accepted the reins as the CEO. In looking back, I was truly a star performer, but I burned myself out in the process. And what’s worse is that I burned out or burned off many good people in the run for excellence.”
So I ask you to take an HONEST inventory of YOU;
Are you a leader or a follower?
Are you a team player or just on the team?
Are you a marketer of ideas or developer of concepts?
Are you a sales professional or a bean counter?
Do you make a difference or happy to just get through the day?
Do you relate to others because you care or what they can do for you?
Are you a know it all one stop decision maker or do you take the advice of people around you?
As you can see the list could go on and on. Where do you fall short? How can you fill in those gaps? Put your thoughts in writing as they will become more meaningful to you and then act on them. Fix you and you’ll help fix the scene around you.
May the sun shine brightly on you this week. If we at Gman Business Resources can be of assistance to you, please call or write and we will respond immediately!
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