David Kingsley Anthony’s Post

For over 25 years, JLR Associates has been the trusted name in executive search within the dynamic fitness and wellness sector. Our mission? To connect visionary organizations with top-tier leadership talent that propels them forward in this ever-evolving industry. 🔹 Why Choose JLR Associates? A Proven Legacy of Excellence With a rich legacy of delivering top-quality recruitment solutions, we’ve not only weathered industry changes but thrived within them. JLR Associates is the go-to executive search firm for the fitness and wellness sector. Industry-Immersed Expertise Our seasoned recruiters have an innate understanding of the fitness and wellness landscape. With expansive networks and deep sector knowledge, we bring forth candidates who exceed the expectations of your leadership roles. Customized Solutions for Evolving Challenges We provide tailored executive search solutions that align with the dynamic needs of your organization. Our specialized recruiter segmentation goes beyond traditional approaches, ensuring quality and convenience for your success. Our Methodology: Ensuring Long-term Success We delve deeper than just matching candidates to job descriptions. By understanding the real demands of each role, we ensure candidates have a proven track record of excelling in precisely this capacity. Vast Talent Pool With thousands of applicants in our daily recruitment pipeline, we have access to a talented pool of individuals eager to make their mark in the fitness and wellness arena. Our rigorous selection process ensures candidates align seamlessly with your organization’s culture and vision. Your Trusted Partner in Progress At JLR Associates, we are more than just recruiters; we are your strategic partners in progress. With an unwavering commitment to excellence, we’ve placed over 500 senior-level candidates, ensuring our clients thrive in an ever-competitive industry. Club Owners and Operators: Connect with Us Today! Join us in celebrating our legacy of excellence and discover how we can propel your organization forward. Reach out to JLR Associates today and let us help you find the leadership talent that will drive your success. 🚀 #ExecutiveSearch #FitnessIndustry #WellnessIndustry #Leadership #RecruitmentExcellence #JLRAssociates Dennie Noecker Jeff Randall Shannon Malooly

As an HR MBA student, I’ve realized that personal branding is more than just a term—it’s how you present your skills and values. Every interview is a chance to show both your achievements and growth potential. 📌 Key Points: • Personal Branding – It’s how people perceive you. “Your brand is what people say about you when you’re not there” – Jeff Bezos. • Growth Mindset – Challenges help you grow. “Success isn’t final, failure isn’t fatal—it’s the courage to continue.” • Time Management – Plan, prioritize, and act. “You may delay, but time won’t” – Benjamin Franklin. • Interpersonal Skills – Relationships and understanding people are vital in HR. • Communication – Clear expression and active listening are key to leadership. A big thank you to Neha Gupta for her constant support guidance & interacting fun setions 🌸 Thanku so much Bikram Ahluwalia sir Nidhi Punj mam for conducting this setion for us 👍

I have a top team member who sends me his recruitment offers. He’s worked for me for 17 years. The fact that he does this gives me great trust in him. The fact that he shows me these offers signals that he trusts me, too. Trust is the cornerstone of business relationships. Employee satisfaction isn't just about the money. It’s not about pinball machines or bean bags or cool offices (those things are fun, but they’re not a key indicator of long term job satisfaction). It’s about aligning the team, job enjoyment, and role satisfaction with individual ambitions. Trust and alignment. If you want to measure your employee satisfaction, consider measuring these three things: ☐ Do you have colleagues you trust and respect? ☐ Do you find your work meaningful?  ☐ Does your current role align with your career goals? Check in with your employees. If their current role is not aligned with their career goals, help them make a plan to get there. Great companies are made up of great people. #EmployeeSatisfaction #Leadership

Is a promotion a surefire path to satisfaction and increased productivity for the company?? Promotions are a double-edged sword. Done right, they can boost employee morale and motivation. But done poorly, they can lead to frustration and disappointment for both the employee and the company. Let's say XYZ company promotes an exceptional salesperson to a managerial role. The incumbent may struggle to adapt to the new responsibilities of coaching and motivating a team, leading to decreased sales performance and low team morale. Afterall, as someone said, "hiring managers on the basis of their strength as Individual contributors is not a guaranteed way to great leadership". In my opinion, the key is careful planning and communication. Here's how to make promotions a win-win: 1. Clear criteria: Establish clear criteria for promotions, focusing on performance, skills, and experience required for the new role. Can't chase the tail, if you don't know where to look. 2. Fair opportunity: Ensure a fair and unbiased selection process that considers all qualified candidates. With the advent of telecommuting even more rare. Funnily enough, physical distance from the leadership does prolong the journey. 3. Transparent communication: Communicate the promotion process clearly to all employees, and keep them informed throughout the selection process. 4. Development focus: Provide opportunities for professional development to help employees prepare for promotions. #mondaymantra

Promoting from within can mutually benefit the business and its workforce. However, not all employees want to be promoted to a managerial role. Some professionals prefer to develop as SMEs and focus their time on the hands-on execution of tasks and projects within their area of expertise. Understanding each employee’s unique motivations and career objectives will help employers ensure that promotion offers are well-aligned with the employee’s personal and professional goals, leading to higher job satisfaction and retention. Read the full article here: https://bit.ly/4fAODcP

Climbing the career ladder in the US from Individual contributor to Manager. My new video in English with Tatyana Sanikovich, an HR expert with over 15 years of experience. We discuss how to advance from an individual contributor to a manager in an American company. Check out the episode here: https://lnkd.in/gaQGipKs 🌟 Key manager traits include leadership skills, communication, empathy, problem-solving, adaptability, and integrity. The ability to inspire and motivate others is especially prized. 🚀 Making the leap to management. Start by discussing your career goals with your supervisor. Take on leadership projects, enroll in leadership courses, and build your network within the company. 🔍 Companies often fill management positions through internal networks rather than job boards. Expand your professional circle and make your career aspirations known. 📝 When crafting a manager's resume, highlight experience leading others, even if it's from volunteer work. Use leadership language - focus on how you helped your team achieve results, not just your personal accomplishments. 💬 Clear, consistent, and effective communication is crucial for managers. This includes giving and receiving feedback, handling difficult conversations, and motivating your team. Even if English isn't your first language, you can develop these skills with practice. ⚠️ Red flags for poor leadership include micromanagement, inconsistency, and failing to develop team members. Good managers delegate effectively, trust their team, and help employees grow professionally. What's your experience? What helped you advance in international companies? Share your thoughts!

Employee: I've been with the company for five years and feel I deserve a promotion. Manager: Promotions are based on merit, not tenure. Employee: But I've consistently delivered results and contributed to the team. Manager: We need to see exceptional contributions, not just consistent performance. Employee: This might demotivate long-term employees. — Promotion by merit or tenure? Performance is important. Loyalty is important. Growth is important. Recognition is important. Should promotions be based on tenure or exceptional performance? What really should drive promotions?

People work for money but they go the extra mile for appreciation, recognition and praise. but few managers give an award and appreciation to their friend🤐 bad management and office politics can have detrimental consequences for hardworking employees' careers. It undermines recognition, denying deserving individuals the acknowledgement and rewards they deserve for their efforts. It can damage an employee's professional reputation, affecting their credibility and future career prospects. Constantly navigating these dynamics creates increased stress and demotivation, impacting performance and overall career satisfaction. If you put good people in a bad system you get bad results. You have to water the flowers you want to grow. - Stephen R. covey

"Despite not receiving promotions for two years, I persevered, dedicating myself to self-improvement. Eventually, my determination yielded two promotions within a year, highlighting the essence of success beyond titles. This journey underscored the significance of resilience and continuous growth. It taught me that impact and constant improvement matter more than mere job titles. No matter the challenges faced, maintaining resolve and prioritizing personal development can lead to substantial rewards in the long run." Kalpana Sachdeva, Regional HR Director (Asia), UNIQUE Logistics International #HonestlySpeaking with HRTales   #ResilienceLessons #CareerTransition #WorkLifeBalance #HRAnalytics #ContinuousLearning #GrowthMindset #BestPractices #DynamicWorkforce

These areas of work and life constantly shape employees' experiences, hence their productivity, opinions about the company, leadership, and how long they are willing to stay. Based on our surveys, we found this is how employees want to feel at each step of their journey, and if you cannot create this, they will be gone.   ATTRACT: ·      I want to be part of that experience ·      I want to work there HIRE: ·      I want to feel the experience from the get-go ·      I want to be part of this. Whatever is happening here... ·      I want to feel invited, that they are professional, respectful, and organised ONBOARD: ·      I want to feel expected and welcomed, that they are prepared for my arrival ·      I want to feel the buzz of getting ready to work autonomously in a month or so ·      I want to feel the experience that led me to submit my application ENGAGE: ·      I want to come to work in the morning ·      I want to stay for more experience PERFORM: ·      My presence here makes a difference DEVELOP: ·      I am developed based on my unique needs but aligned with what the company wants from me as an individual contributor, supervisor, manager or leader. DEPART: ·      It was a fantastic time, it is not a goodbye but a see you soon! Design your Employees' experiences! #employeeexperience