June, 2009

Greetings!

Welcome to our summer newsletter. The economy continues to pose challenges but there is optimism in the air. Organizations are finding ways to move ahead with new approaches. Take time to enjoy the summer days.

In this issue:

Values at Work
The Social Networking Revolution
Outsourcing and Outplacement Services

Values at Work

The dialogue around the table of business owners and CEO's was animated as the topic of "Values at Work" was discussed. With the economic instability, customers questioning the integrity of organizations and the lack of substantial business growth, a discussion on values seemed timely. Leaders play a significant role in determining the values and culture of an organization.

In a recent Harvard Business Review article, the CEO of Proctor and Gamble, A.G. Lafley, commented about Peter Drucker's final work before his passing. Drucker stated that the role of a CEO was to define the meaningful outside, balance the present with the future, decide what business you are in and shape the values and standards. Mr. Lafley spoke to the fact that when he first arrived at Proctor and Gamble that values were defined from an internal perspective versus external customer perspective. The article was informative and highlighted the importance of defining values at work and aligning the values with organizational goals.

In preparing for the forum, I researched some organizations' statements of values. Each of the organizations that I researched, including Microsoft, Starbucks, Ford and some local organizations had very different approaches to values. Some were internally focused and some were externally focused. For example, Starbucks values buying direct from coffee farming to ensure the farmers are sustainable. Each value an organization defines has an impact on the way employees behave.

So why is the topic of values so critical during these times? Values are motivators and they guide people's actions. They are preferences and sources of gratification. People are attracted to organizations that reflect their individual values and will leave organizations based on conflicts in values. When businesses, people and values align, there can be increased productivity, morale and commitment to goals.

Leaders shape the culture of the organization and in turn values are impacted. In the executive forum, many of the CEO's were reflecting on their legacy and how they would leave a lasting impact. A dialogue ensued about how a CEO could keep the values as part of one's legacy. If the leader at the top changes, then values can and do change.

How do leaders create sustainable values? They align the values with the mission, vision and strategy. They define the values. They make the values memorable. They talk about the values. They solicit feedback from customers on their values. They create ownership with their employees.

Revisit your organization's values during these challenging times. Assess what holds true and is positively impacting your customers and change what is not.

The Social Networking Revolution

For quite some time many friends and colleagues have sent numerous invitations asking me to join their Linked In network, follow them on Twitter or befriend them on Facebook. I felt quite besieged with invitations and peer pressure! What was this phenomenon of social networking and how on earth would it help me with recruiting and HR consulting?

A year ago I cried "uncle" and begrudgingly established my Linked In profile with the intent that perhaps I would then be free of the onslaught of invitations. Fast forward to today, and with a year of social networking under my belt I have experienced numerous benefits of this new revolution. I have met talented candidates for my clients who are not using the behemoth job boards, I have met A-list job seekers who wish to stay under the radar with a highly confidential job search, and I have expanded my client base.

If you have not considered this already, I encourage you to explore, and perhaps eventually embrace, this revolution of social networking that is overhauling the business landscape today. How can social networking be helpful to you? Well, it depends which hat you are wearing whether you are marketing a product or service, looking for a job, networking with peers and colleagues, gathering information on a subject matter, connecting with potential customers or building steadfast relationships with existing customers social networking can offer a solution to you.

If you are intrigued by the possibility of entering the social networking world, here are some thoughts to keep in mind: 1. Understand the differences between social networking sites and know your audience. Be clear about your goals for social networking and be clear about what message you wish to share, then select the appropriate site. 2.Make wise decisions about what information to share. For example, if you are looking to network for job opportunities, use a picture that portrays you in a professional manner, 3.Start small, then build from there. Select one social networking site and try it out. 4.Balance your time. Building a subscriber list takes time and the temptation to focus all your energies on social network is certainly there. 5.Join groups that will help you attain your networking goals. My groups range from nationwide recruiters to small business owners in Maine.

With the substantial growth of social networking, it is undoubtedly impacting how we conduct business today. The end result is that we can either embrace it or ignore it. My choice was to embrace it and I have not been disappointed. So, check it out, explore, experiment and most importantly HAVE FUN with social networking.

Outsourcing and Outplacement Services

Potential Released can assist you with by providing management and human resource services. We specialize in outplacement and career services, communication strategies and work redesign.