Heritage Family Credit Union’s Post

As a former retail leader, my skillset is truly incredible. I have learned how to be the true definition of a multi-tasker.

Let’s reread this. OVER and OVER. Retail leaders have a fire inside them that others don’t possess. Their tenacity and grit allows them to keep their head on a swivel, content change like a boss, and think outside the box to complete the job at hand with the limited resources they are given. Retail is HARD, if you haven’t walked a day in a retail employees shoes then you will never know just how hard they work.

Retail leaders can do anything 💪🏼

This is something that management needs to be aware of. You need to listen to your employees and hear what they are saying, not what you think they are saying. What's important to them is much different from what is important to your bottom line. Stop thinking that you know what is good for them and let them tell you what it is they need.

At the end of the day, the C-suite needs to play the guide for their people. Despite top-line motivations, executives need an employee-centric message to show their people they care about them. Just like you can't sell a product without customer-centric language, you can't keep your best people without an employee-centric internal message.

Wellbeing is not a benefit. Healthy people drive healthy results. How do you know your people are mentally healthy? What are you doing to promote this - and how do you measure how effective your efforts are?

For any leadership hires, we strategically assess candidates based on their alignment with client company values, their demonstrated ability to drive innovation and change, their capacity to navigate complex challenges, and their potential to foster a culture of collaboration and continuous improvement along with the desired experience as advised by our client. What essential qualities you look for when hiring for leadership positions in your organisation? #executivesearch #leadershiphiring #boardlevelhiring

I've talked to some companies considering getting rid of leadership roles. It might make sense for a small team, but for a bigger one, not so much. Hierarchy has its place. It's about accountability, not just titles. Hiring folks with integrity is good, but having leaders in charge is crucial. They drive outcomes and free you up for big-picture stuff. You’re able to take on more.

The choice between hiring a vice president, senior vice president or CDO for your corporate development team depends on your organization’s size, budget and leadership needs. Learn more about these roles and how they differ: https://lnkd.in/eefFX_Mz #corporatedevelopment

When I was 38 my leadership career took off. Why? Not because I knew what I was doing and had managed my career to make it happen. Not because I worked hard and had had some great results (although I had done this) And.. not because I was a natural leader and it was always going to happen (nope!) It was because the Sales Director at my organisation at the time believed in me and, when I checked in with him one evening before finishing my day, asked me why I hadn't applied for the vacant internal HR Director position yet. What are the key learning points from this as an aspiring leader or early career stage leader? -         build strong relationships with your potential career advocates - your peers, and those leaders who can influence your next opportunity. -         add value to them but more importantly, genuinely support them where the opportunity arises. And learning points as a leader looking to retain key talent? -         Encourage them to see their potential when they may be doubting it for themselves -         Show them how their career aspirations can be met within your organisation -         Be interested enough in them to know what they see as their purpose in their work and help them align that to opportunities ahead #Leaders #Leadership #CareerCoaching