Stacey Gonzales, Ed.D.’s Post

Have you recently lost top talent? Maybe they told you they were ready for bigger or better things. Maybe they told you they just felt it was time for a change. Maybe they just didn't want to burn any bridges........ Maybe they LIED to you. Top talent is guilty of this (sorry, y'all) 🤷♀️ I get it. It is always best to leave a door open vs lighting a match to the bridge. But what if I told you that leadership needs to hear THE TRUTH. - they lack empathy. - they are hypocrites. - you felt unsupported.  - they are poor communicators. - you were stifled in your success. - they lack all personal responsibility. - their expectations were unclear and insane. They need to hear IT IS THEM NOT YOU. For the top talent reading this, please consider giving honest feedback to leadership. For the leaders reading this, ask yourself if your top talent left for reason(s) they gave or if they were giving you lip service..... 💋

What separates true leaders from the rest? A lesson I learned early in my career came from an unexpected place – the dinner table. The story goes that Henry Ford had a unique way of assessing leadership potential, unrelated to resumes or interviews. Two promising candidates were taken out to dinner. Both were top graduates with impressive credentials. But by the end of the meal, one was hired on the spot while the other was politely dismissed. Naturally, the rejected applicant was puzzled. He asked, “We didn’t discuss anything directly related to the job. So why was he chosen?” Ford’s responded: “There are two reasons. First, your friend tasted his food before adding salt, while you salted yours without tasting it. I value open-mindedness over preconceived notions.” “Secondly, and most importantly, your friend was courteous to the wait staff, saying ‘please’ and ‘thank you.’ You, however, only directed your politeness towards me. True leaders treat everyone with respect, regardless of their role.” In one elegant example, the essence of true leadership was perfectly captured: ✅ Open-mindedness ✅ Humility ✅ Respect for all It's a powerful reminder that the greatest leaders don’t just talk the talk; they live their values in the smallest, most ordinary moments. Do you look for qualities other than experience while hiring for a role? #entrepreneurship #leadership #hiring

🚀 Are you leading by example? Your approach to leadership has the power to influence the culture and transform the dynamic of your team. 💪 Leading by example inspires action, fosters accountability, builds trust, encourages adaptability and growth, and drives excellence. 🌟 These traits cultivate high-performing teams that deliver results! 🏆 Leading by example is about embodying the values and principles you want your team to embrace. By doing so, you'll foster an environment where everyone is motivated, accountable, and empowered to achieve their best. 💼 👥 Tag a leader you admire who consistently leads by example. Let's celebrate their commitment to building high-performing teams. #Leadership #TeamPerformance #LeadByExample #ProfessionalDevelopment #CareerSuccessStrategies 👔 >>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>> Hi, I'm Beverly, founder of Career Success Strategies. As the former owner of a staffing and recruiting firm, I know firsthand what hiring managers are looking for and use that knowledge to help Mid and Senior Level Professionals build their resumes and land the career of their dreams. For more information, go to my profile and connect with me. Click the bell in the righthand corner to get notified when I post. Send me a DM if I can be of assistance to you!

It keeps coming up again and again.🔁 While doing leadership development for businesses, I meet with CEOs and their teams. And when we look at where they’re struggling, we see a pattern. Seven out of, say, eight employees are doing great. They’re keeping up, they’re contributing, they’re thriving. But one of them isn’t. They’re not doing great. They’re not keeping up. And it’s not for lack of trying. It’s because the company hired them without checking two things: 1️⃣ Does this person share our purpose and core values? And is he/she a ‘YES’ person? 2️⃣ Is this the right position for them? So before hiring, do two things: 👉 Get clear on your company's purpose and core values that drive your company culture. 👉 Be clear with the role and outline a job description, including responsibilities, qualifications, skills, and the desired results you expect to see. Now that you’ve done that, you can effectively evaluate any job candidate. How? With our 5-step hiring process to hire and retain top talent. We’ll be discussing and sharing insight on each step over the next 5 days. Stay tuned.💥  #hiring #LeadershipDevelopment #FuelYourTeam 👋I’m Yachet Landau. I create freedom for entrepreneurs so they can scale their businesses to unlimited potential.

What are organisations looking for when hiring leaders? To answer this question, we must first look at the operating environment. Companies are very focused on results this year. At the same time, more people are looking for roles than ever before, yet the volume of roles is not the same. This environment means that when hiring, a candidate’s technical capabilities are just hygiene factors. Instead, companies are hiring people for the way they lead and the way they collaborate with other people. They are hiring people who are nice to work with. It’s important to remember that what the market knows about your character and what you project in dealings with others will help you land that next crucial role. For more information on Executive Search, make sure you also connect with our Director, Anna Frost. #executivesearch #hiring #leadership

Recognize yourself in any of these scenarios? You're burned out and exhausted – not from working hard but from working for bosses and organizations whose priorities don’t align with your most deeply-held values. You've missed promotional opportunities because other senior executives have told you that you lack leadership presence, without being specific about what that means. You've been promoted into a new job with greater responsibility and feel in over your head as you try to manage the increased complexity of your new role. You delay making important personal and professional decisions because you lack confidence in your own judgement. You can't summarize your professional past in a concise, compelling narrative; clearly explain how your past has brought you to where you are today; or persuasively describe how you might create value for a new employer or client. I can help you jump-start your career and prepare you for the leadership challenges that lie ahead. Email me at eric@fridmanassociates.com. Let’s put a plan in place for how you can become the leader you're meant to be.

“If you’re not happy the door is wide open!” She would repeat this several times a day, anytime we: 🔴 asked a question 🔴 made a suggestion 🔴 challenged an opinion This leader used the "stick and carrot" method on us. We put up with it because back then it was accepted, even though it was not acceptable. Her leadership style made us all miserable, unproductive and resentful. Employees need three things: A sense of ✅ culture ✅ connexion ✅ and contribution In months, she managed to destroy a high-performing team with repeated record sales. I ended up quitting, and 4 months later the business went into liquidation. (not because I quit 😅) Thankfully, today's workforce has a different perspective. They won’t accept the abuse. They want to feel valued, respected, and have a purpose at work. The outdated leadership models are no longer accepted (thankfully). That's why I'm curious – what leadership practices are YOU finding effective for building strong, empowered teams? Are you creating work environments where trust and relationships can thrive? Drop me your thoughts in the comments! 😉 ----------------------------------------------- 💥Learn from my 25+ years of experience 🗓️ I post career development techniques and tips 📈 Follow me to improve your skills and boost your career #Leadership #Leader #Career

Happy Monday, friends! This week - we're doing a 5 part series on the cost on leadership of not planning appropriately when it comes to hiring the employees your business needs to meet and exceed the goals you've set. Part 1: Undermining Leadership Credibility As a leader, one of the most significant risks of failing to plan your hiring strategy is the potential damage to your credibility. When you hire in haste or without clear direction, the consequences are visible not just to the team but to external stakeholders as well. Each hiring decision reflects on leadership and its ability to steer the company effectively. Leaders are expected to make thoughtful, long-term decisions that drive the business forward. A series of bad hires—or worse, high turnover—signals poor judgment and a lack of strategic foresight. Employees will quickly lose confidence in leadership if they feel decisions are reactive and inconsistent. This erosion of trust makes it harder to inspire and lead effectively. Furthermore, investors, clients, and partners pay attention to how your team operates. High turnover and poorly aligned employees reflect instability, and this can hurt your reputation in the market. It becomes a red flag for those looking to work with or invest in your company, making it harder to secure funding, partnerships, or high-value clients. Good leadership means thinking ahead, not just for the business strategy but also for the people who will execute it. A solid hiring plan ensures you're bringing in the right talent to support the company’s long-term goals, reinforcing your position as a strategic leader. If you're struggling to plan, call me today for help! #changemakers #planning #hiringnow #talentpartner #talentacquisition

Are you watching others get promoted ahead of you when you’ve got more experience? Trying to get to the next level in your career - and pay grade - and struggling to do it? I’m here to tell you, you’re not alone. It's not because you aren't smart enough. Or hard-working enough. You’re hard at work. You’re spinning all your plates, juggling all the balls. You’re good at your job. You’re ready for your next level, and yet, you’re stuck. You're caught in Leadership Limbo and you don’t want to stay there. Here's the hard truth: Most team leaders struggle to break through middle management and get those $30K promotions, even when they’re doing everything right on paper. The reality is you don’t need to work harder. You don’t need to work more hours. You don’t need to be the first to arrive and the last to leave. You need to be more strategic in your approach to leadership. You deserve a simple, step-by-step roadmap that allows you to work on your own your career goals as well as your KPIs. That’s why I created my brand new workshop 3 Ways to a $30K promotion. In this workshop, I share the 3 essential steps I took to break through that ceiling.… …so that you can stop feeling stuck and finally reach the next level in your career journey. You'll unlock: 👉 The 3 drainers stopping you from moving up, getting promoted and getting ahead. 👉 My 3-step Progression Strategy to fast track your path to promotion. 👉 The #1 thing that holds most managers back from becoming confident, competent and credible leaders. Watch today, and we'll build YOUR growth plan together. https://lnkd.in/enDezgJz

"Every position is a leadership position" This is a major principle I've taught to anyone that I have trained in sales or leadership in the workplace or mentored in life. If they didn't remember anything else they remembered this. Here's why: In every position you lead 1 or more of these four types of people: Leaders, co-workers (peers), clients, and more importantly yourself. Whatever your role you dictate how you lead that role at the end of the day. Your role can have direct reports, clients, a peer team, or you can be in a position where you are training leaders. Whether if you are a president or associate there is something or someone you are leading, there are even techniques you can employ to lead the ones that are over you. Not only every position is a leadership position, leadership itself is position-less. Your role big or small doesn't define your capacity to lead. A janitor can lead the workplace environment with their positive energy and that energy can trickle upwards to lead to higher levels of moral and productivity. No matter what your role is empower yourself to lead and take ownership of your environment. Think of ways not only to advance your career but to grow the position you are currently in to a more productive and impactful role. Be the blueprint for your role that your company will hire with long after you have left. If you want to access your level of leadership in your career ask yourself these questions. 1. How am I leading in my conversations with my peer team? 2. Am I influencing growth in the areas positivity, innovation and efficiency in my role and/or organization? 3. Does my energy encourage the status-quo or create a safe place for growth? 4. Do I allow a negative prospective to tamper growth in myself or my role? If so why? 5. What are some areas I can help grow my productivity, my team's skillsets and make my company a better version of itself? I can write an entire book on this but I hope this small except helps you to be a more impactful colleague in this new year. Happy New Year! #mindset #leadership #careergrowth #innovation