Nick Kossovan’s Post

My latest "The Art of Finding Work" column: "Employers Hire Candidates That Are Best for Them" People with meteoric careers often envied, acknowledge, and therefore strategically work with two facts: 👉 The employer’s interest dictates the workplace. 👉 It’s not the candidate’s place to decide what’s in the employer’s best interest. #gethired #employment #jobsearch #jobseeker #resume

To help answer the question, we look at two titans of political philosophy: Karl Marx and John Rawls.

My latest "The Art of Finding Work" column: "Three Rules For a Hollywood-Ending Job Search" I attribute my experiencing several Hollywood-ending job searches to having conducted my job searches by adhering to the following rules: 📽 Think for yourself.  📽 Know what you can and can’t control. 📽 Acknowledge your limitations. #gethired #employment #jobsearch #jobseekers

“By providing clearer and more flexible opportunities for their existing workforce to advance internally, employers have the opportunity to develop the dynamic talent they need from within, serving business objectives and workers’ career ambitions,” "...most business leaders overlook the “immense potential” their existing workforce could bring if they were offered requisite opportunities for advancement. “These workers possess a significant desire to advance and acquire the skill sets employers are seeking to fortify their businesses for the future...” KR Konsulting has been on the ground for many years, working with middle managers, helping them cope, adapt and learn faster to continuous change(s). This is a significant group that holds the key to successful transformation; this is the group that executes; against strategy developed by Leaders. In any organisation, this is the 30-40% group, comprising middle managers, project leaders, team leaders, work supervisors. However, this is also the "frozen middle" - the stereotypical view of how middle managers block an organisation's progress because they are not capable, not motivated nor not risk-takers. Based on our work and our data, 1. Most feel sandwiched, caught between the upper levels and the lines. 2. Many wish to be respected more, not ordered around or even shouted at. 3. Most wish for clarity (for work) from bosses, not KPIs around their necks. 4. Many have never been trained on how to work better with people. 5. Many wish to be Upskilled, NOT re-skilled, or worse still "quiet-fired". 6. Most have inputs on how to better the organisation, though not asked. 7. Most have grown to like their jobs, but not their bosses. 8. Most have feedback for their bosses, though not offered. 9. Most are loyal, dependable, and will "all hands on deck" together. 10. Most are struggling to cope and adapt to the harsh and continous changes. Balan Krishnan in a sharing session late last year lamented how talent would become a zero-sum game, and how important it would be to ignite the middle core with influence skills, to create the talent growth from within the organisation. We agreed that this would be hard work, against current HR and Leaders mental models of talent and succession planning. Yet if the organisation is to have a fair shot at sustaining its transformation, then surely it makes sense to strengthen the middle. In "Power to The Middle: Why Managers Hold the Keys to the Future of Work" (2023) by Bill Schaninger, Ph.D., Bryan Hancock and Emily Field, the shifts we need to make in the middle core are necessary and important next-stage work, keeping our organisations oiled to meet continuous waves of change. How might we better prepare the middle core, to cope and adapt better, and to even lead change, in transforming organisations? ChangeLeader #organisationaldevelopment #organisationaltransformation #leadershipdevelopment #changeleadership #adaptiveleadership #middlemanagers

There is definitely power of the middles. Question is how to catalyse the potential even as business/org demands are intensive & often staggering and fast paced. Thanks Dr. Karuna Ramanathan for the timely reminder 👍

And this.. https://lnkd.in/e3KA73p5

A piece from Channel103 highlighting some of the points from our 2023 Annual Report on the link below: https://lnkd.in/dQ6WnE27

This is an important read. https://lnkd.in/g3wvEQeY

7 ways to help employees reach their full potential