“Mommy,” my five-year-old said from the backseat of the car on the way to school one morning, “What do you do for work (pronounced more like wurk)?” I wasn’t sure where her question was coming from, but in trying to think about how to describe what I do to so her Pre-K mind would understand, I quickly thought that “consulting” wasn’t going to make sense. So, I chose instead to describe what I do in the context of what I was scheduled to do that day. “Well, today, I’m going to train some people on their first day of work.
My twelve-year-old son had his first experience with interviewing this week. He is applying to a special program for high school and as part of the application process he had to participate in a panel interview with members of the program administration. Naturally, he was nervous. Luckily the interview was scheduled on very short notice so he didn’t have too much time to overthink it. As I sat in the waiting area with him and his best friend before their interviews, I put on my recruiter hat and gave them some basic interviewing advice. They were both very receptive to
I’m preparing to take my kids into Target, Lord help me. I just need to get some necessities. I park the car, turn and look them in the eye and tell them, “We are not going to the toy section. We are here to get milk, a card for someone, and some toilet paper. You will both walk beside me and the cart. You will not run, and you will not ask if you can go look at toys, okay?” I get “yes ma’am”. And then ask them to repeat back to me what I just said and what they
A friend of mine once shared with me a story of leaving a job to pursue one that seemed like a great opportunity. Soon after taking the new job, she discovered the culture was a nightmare. The company owner had terrible temper and was not necessarily following appropriate guidelines for the business they were in. Needless to say, it was not a culture fit for her and she moved on to find another job. When determining your next career move, culture should definitely be a considering factor. In the next few weeks, we will be talking about culture on The
We conducted a focus group about a year ago with a group of business leaders around the idea of organizational values and culture. In this focus group, we presented seven key values, based on research that defined organizational culture. The goal was to see what these professionals thought about these seven values in the context of a broader assessment product. And whether this values set could predict a company’s culture in order to match candidates to cultures that align with individual the candidates’ values. Often things like this come down to semantics, but one piece of feedback where there was