Greg Moran’s Post

You are #hiring incorrectly, 🧵bookmark this Morgan McCall, renowned for his work in leadership development, challenges conventional hiring norms. His theory emphasizes that true leadership is cultivated through diverse and challenging experiences, rather than traditional metrics. 🌟Experience over Credentials: While traditional hiring focuses on degrees and industry experience, McCall encourages us to value diverse, challenging experiences. These experiences cultivate adaptability and problem-solving, essential leadership qualities. 🌱 Growth Potential vs. Current Skills: Rather than just assessing current skills, McCall's approach advises considering a candidate's potential for growth and ability to thrive in new challenges. 🧗♂️ Resilience & Adaptability > Proven Success: Standard hiring methods often look for proven success in similar roles. In contrast, McCall values the ability to navigate uncertainty and learn from setbacks more highly. 📈 Leadership as a Journey: Traditional views define leadership as a set of specific skills. McCall views it as a continuous developmental journey, emphasizing learning and adaptation 🤹♀️ Unstructured Learning over Formal Training: McCall champions on-the-job, real-world experiences over structured learning, believing they more effectively develop leadership skills. 🔍 Risk-Taking in Hiring: While many firms opt for 'safe' candidates fitting a standard profile, McCall's theory encourages selecting candidates with unique, diverse backgrounds, who can offer fresh perspectives. 🌟 McCall's approach to leadership hiring inspires us to look beyond the resume, to see the potential, adaptability, and rich experiences that shape true leaders. 👉 Are we ready to rethink how we hire for #leadership ? #jobs #jobsearch #Management #HumanResources  #Technology  #Future #Creativity #Futurism #Careers  #Marketing #LeanStartups #Economy #Economics Shubham K.

"𝗔 𝘂𝗻𝗶𝘃𝗲𝗿𝘀𝗶𝘁𝘆 𝗱𝗲𝗴𝗿𝗲𝗲 𝗶𝘀 𝘁𝗵𝗲 𝗼𝗻𝗹𝘆 𝗺𝗲𝗮𝘀𝘂𝗿𝗲 𝗼𝗳 𝗮 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲'𝘀 𝘃𝗮𝗹𝘂𝗲." No, it's not! Experience is what drives results. If you’re evaluating talent and focusing solely on degrees, you’re missing a crucial part of the equation. And if you’re hiring with the belief that a degree automatically equates to seniority or capability, then I’ve got news for you… 𝗜𝘁 𝗱𝗼𝗲𝘀𝗻’𝘁𝗅 For many industries, hands-on experience is the cornerstone of expertise. It’s the real-world challenges, it’s the adaptability, it’s the deep understanding of the field, and it cuts across multiple dimensions such as: - Problem-solving in dynamic environments - Leadership through experience, not just theory - Innovation driven by past successes and failures - Communication honed through diverse collaborations - Decision-making rooted in practical knowledge Experience is applied knowledge. It’s navigating complex scenarios. It’s mentoring others and driving progress. It’s invaluable and it’s often earned through years of dedication and resilience, but it’s also what truly shapes leaders! But it’s only going to be valuable for companies (and candidates) if it’s recognized and rewarded. Support those with experience. Don’t just look at the degree. Look at the person behind it. #Leadership #Hiring #ExperienceMatters #SkillsOverDegrees

Here's the thing no employer wants you to know: Working more isn't always worth it. Now, I've definitely pulled long days and nights many times throughout my career. But honestly? It didn't always move the needle the way I wanted it to. I talk to so many people who work constantly, and don't see any returns: no compensation, no advancement....sometimes not even a thank you! Your time is worth a lot. Be discerning with how you spend it. Invest in tasks or projects that help your career. That help elevate you, or take you where you want to go. Otherwise, invest that time in your family or yourself. It’s the smarter investment in the long run, anyhow! #leadershipdevelopment #careerdevelopment #jobsearch #jobs -- If your job search has stalled, you need a new strategy. Let our team help in a free strategy session, available for senior-level leaders based in the US. Book your session here: https://loom.ly/GfiFyf0

I hear this all too often.. "They are too senior for the role" "They will leave when something better comes up" "They will get bored" What is not said is people feel threatened by hiring people who have more experience than them and think experienced hires are harder to manage. Be open to hiring people with more experience. They bring a wealth of knowledge, a different perspective, and the diversity of thought that can be vital for making quality decision making. - Lewis Maleh 📌 #leadership #business #work #hiring #executivesearch

The most powerful shift high performing executives looking for a role they love can make is to... "Stop searching for a job and starting seeking problems to solve." This was #1 on my list of 15 "lessons learned" shared on yesterday's 15 years anniversary post for Career Attraction (link below to the full list). This shift is exceptionally impactful for a multitude of reasons: 1) Curiosity uncovers more opportunities than "I'm looking for..." Make it about the other person. 2) You can uncover the richest part of the "hidden" job market: misdiagnosed problems with no designated leader (job) to solve for them. (READ: design your own job.) 3) The question(s) you ask demonstrate your subject matter expertise and "Zone of Genius" much more than a brag sheet of accomplishments. 4) Execute #3 effectively and you'll get high quality referrals all day long. Someone experiencing your brilliance is way more valuable than asking for a job lead/intro. 5) Learn how to do this effectively and you can create opportunities on-demand. No longer do you need to wait on recruiters, the economy or an algorithm. I could go on. For more insights and advice aimed to help high achievers take control of their careers to create work they love... give me a follow. And, if you want to read the other 14 lessons learned... check out the full article linked in the comment below. #executivecoach #executivesearch #careerdevelopment

_Headline:_ Unlocking Global Potential: The Power of Collaboration and Innovation _Post:_ In today's interconnected world, businesses are looking for innovative solutions to stay ahead of the curve. Multinational corporations are seeking talented professionals who can bring fresh perspectives, skills, and expertise to drive growth and excellence. If you're a recruiter or hiring manager looking for top talent to join your team, or a professional seeking new challenges and opportunities, let's connect! Some key areas of focus for multinational corporations include: - Digital transformation and innovation - Global market expansion and strategy - Diversity, equity, and inclusion - Sustainability and social responsibility - Leadership development and talent management Let's work together to unlock global potential and create a brighter future for all. _Hashtags:_ #multinational #businessgrowth #innovation #collaboration #globalopportunities #careersearch #jobsearch #leadership #management

What Are Fortune 500 CEOs Really Looking For in Their Employees? In the dynamic landscape of global business, the debate continues: Do Fortune 500 CEOs value impeccable academic records or robust work experience more highly when hiring? Insights from industry leaders suggest a nuanced approach to recruitment. Key Insights: A. Balanced Approach: Many top executives emphasize the importance of a balanced blend of solid educational background and substantial work experience. The ideal candidate often brings both to the table, leveraging academic foundations and practical insights. B. Skill Over School: There’s a growing trend among business leaders to value hands-on experience and proven skills over prestigious degrees. This shift recognizes the rapid changes in industries that require adaptable and experienced professionals. C. Looking Beyond the Resume: Innovation, problem-solving capabilities, and cultural fit are increasingly becoming the primary benchmarks against which candidates are measured, beyond their academic or experiential credentials. D. Diversity of Thought: Fortune 500 companies are also prioritizing diversity of thought, which comes from a mix of backgrounds — educational, cultural, and professional. This diversity is seen as key to driving innovation and adapting to global markets. Discussion Point: What has been your experience in the job market? Do you find that employers prioritize education or experience more, or is it a combination of both? #CareerDevelopment #Leadership #Fortune500 #HiringTrends #ProfessionalGrowth

The High Stakes of Hiring I've seen firsthand the truth in Jack Welch's words: "We spend 1% of our time hiring and 80% of our time making up for hiring mistakes." The reality is that most of us aren't great at making people decisions. Research suggests that only about one-third of our hiring choices are truly effective. So, what's the solution? Slow down: Resist the urge to make hasty decisions. Be selective: The best candidates might not be actively looking. Invest time: Thoroughly assess skills, experience, and cultural fit. Remember, your hiring decisions today shape your team's performance tomorrow. #hiring #leadership #talentmanagement #executivecoach

What is your career path? In most industries and businesses, there are certain roles that are considered "must-have" jobs. These positions tend to provide more credibility and can be crucial for career advancement. Do you have to take on these roles? The straightforward answer is that taking on these roles will likely make your career path smoother. If you don’t, you may need to prove yourself more often. These roles can often serve as tie-breakers when you’re competing for a job. Can you succeed without these roles? It depends. Success is possible as long as you develop the necessary skills and can convincingly demonstrate to employers that you possess them. The key is to persuade the hiring manager that you have what it takes. If you're ready to invest in your leadership development and personal growth, join us at https://lnkd.in/gNBFYHJa. This month, we’re diving deep into work-life balance, and next month, we’ll focus on achieving strong performance. #WomenLeaders #FemaleEmpowerment #LeadershipDevelopment #WomenEntrepreneurs #EmpowerWomen #LeadershipCommunity #WomenInBusiness #PersonalGrowth #ProfessionalDevelopment #WomenSupportingWomen #vaultgloballeadership #VaultJourney #VaultLeadershipJourney #EmpowermentThroughVault #VaultSuccessStories #VaultCommunity #LeadershipWithVault #VaultMentorshipPrograms #UnlockYourPotentialWithVault #WomenLeadingWithVault #VaultCoachingSessions #ReshapeLeadershipWithVault

CAREER PATH FOR EMPLOYEES A typical career path for employees often follows these stages:- 1. Entry-Level Position: New comers are given a placement which is fixed in the organization they join and they are shown the responsibilities that are limited within that positioning, and they undergo the organizational culture. 2. Mid-Level Position: Since the staff becomes exposed, they are posted to higher risk jobs and dealing with more tasks * at the same time, they develop some degree of specialization in given sectors. 3. Senior-Level Position: It involves the employees with the happenings of decision making and dealing with minor or indeed major groups/activities for the firm. 4. Managerial/Executive Position: Here, the employees take an active participation and are fully assumed this charge of large areas of the organisation or even the whole firm. 5. Leadership/Top Executive Position: They are in a position to direct or become the higher authorities of a firm such as ceo or a seat in the board. #careerpath #digitalcreations #companybuilding #careerbuilding #linkedin