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Understanding Innovation and Organizational Growth

Five Trends that Drive Innovation and Growth

by:  Anjela Mangrum, CPC

The machine is constantly breaking down.  There is too much lead time in a process manufacturing system.  Costs of raw materials have just skyrocketed.  Motivation levels of plant operators are at an all-time low…..So what should a manufacturing leader do?  All these problems offer ripe opportunities for innovation and growth, but it is often difficult to know whether to make a move or sit on your hands.  It is even harder to determine when is the right time to step things up and push for growth after a time of stagnation or decline.  It is always a complex decision as to when a company should start laying off workers or begin to increase hiring.  As a recruiter that works exclusively in manufacturing I hear these issues come up consistently.

In today’s world, innovation and growth has become a crucial component in determining competitiveness and performance progress in all manufacturing industries.  Industries that constantly pursue research, development and innovation ultimately register higher profit margins than those that don’t.  Moreover, these industries also command a stronger brand and higher demand than their competitors.

The world is constantly improving due to innovation.  I share articles almost daily that address these issues in various ways.  The five major trends that drive innovation and growth are;

1. Global Competition that is ever increasing.  Small and large companies nowadays compete anywhere and everywhere.  This is due to factors like labor mobility, capital mobility, increase in knowledge base and free trade.
2. Technological advancements.  Technology is ever changing and it offers constant opportunities for new products and services.  Technology has changed the fundamental ways that human resources work.
3. Scarcity of Natural Resources.  Availability of natural resources is becoming unreliable and volatile.   Energy demand and supply is a key issue within the manufacturing industry and thus the desire and drive to develop alternative energy sources is very hot.
4. Environmental needs.  Everyone wants to live in a clean environment.  To achieve this, innovators strive to produce products and services that are environmentally friendly and renewable.
5. Diverse Markets.  With technology and the internet, the world has been reduced to a small village.  Products and services need to satisfy various niches based on culture, politics, race, religion, and many other factors.

These five trends offer plenty of opportunities for innovation.  The new model of innovation involves collaboration of many partners to provide localized solutions to specific problems.  Industries team up with external and internal professionals to tailor solutions that meet their needs.  The problem today is not the lack of opportunities, it is the fear or lack of motivation by some companies to start moving again after such economic turmoil as we have experienced in the last several years.

Opportunities for growth and innovation are unlimited.  All it requires to identify and develop them is a positive attitude, the right motivation, and the correct talent.  Finding and capitalizing on these opportunities require hard work and sometimes risks.  It is never a one day event.  In physics we learn an object at rest tends to stay at rest, while an object in motion tends to stay in motion.  Sometimes all that is required from an organization that is frozen, is simply to start moving.  The sooner an organization starts, the sooner it will reap the rewards.

Have you located a product or need within your company that fits within one of these trends?

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

Great Ways to be a Horrible Manager

Organizational Practices that create Unhappy Employees

by:  Anjela Mangrum, CPC

The main objective of any effective executive is to set his or her team up for success.  This can only be done if employees are happy.  A happier set of employees will make a more effective team and thus boost the organization’s productivity.  Management should therefore avoid any practice that kills employee motivation and productivity.

These practices all start with the executives and their leadership styles.  Inept leadership practices do exist; they can come from a disorganized manager, a forgetful boss, a dictator, or an extreme micromanager.  Here are four management practices that executives should avoid in order to supercharge employee efficiency.

1.      Publicly criticizing an employee

It is said that managers should always praise in public but counsel private.  Publicly criticizing an employee in front of his or her peers causes unnecessary and counterproductive embarrassment.  This obviously demotivates the employee and makes him or her fear making a mistake.  The best way to counsel an employee, if you are in an open office situation, is to take “development walk” outside the office with the employee.  Use this opportunity to discuss the issues at hand in a way that does not create much attention.  Also, sandwich the negative issue between two positive remarks to make sure they leave the conversation with some positive motivation.

2.      Shaking in their shoes

While fear can be used as a powerful motivator to increase job productivity, if used frequently, it can paralyze a team and lower the morale of employees.  More so, most threatened employees use their valuable time looking for greener pastures just in case things go wrong.  It is better to create and build a culture based on trust and respect.  Employees who are not afraid of being fired can focus more on giving their best work and improving on negative issues.

3.      Annoying and ineffective meetings

Most manufacturing executives love holding meetings because it gives them a chance to quickly give information while following up progress of their key projects.  However, most employees dislike frequent meetings because they feel they are not directly relevant to them or it is done at an inconvenient time.  Thus, these meetings are a waste of time and energy because of the disconnection. When frequent meetings are needed, they should be short and to the point.  Most meetings are more effective if invitations to  key stakeholders are handed out only as necessary.

4.      Ignoring excellent performers

Great managers give credit to those top performers in their teams and accept responsibility when things fail.  Bad managers take all the credit for work well done and blame their team members for poorly done work.  It is always good to give credit to everyone who deserves it.  Also, ensure that your top performers have the necessary tools to ensure their success and are working in areas where they will maximize their potential.  The best way to know what tools are missing is to simply ask.

 

Every executive should know how to manage their team members or employees to ensure maximum efficiency and productivity.  With such great books out there including short classics, such as “The One Minute Manager”, you can continuously work to improve your management style and develop a team of dedicated and responsive people who work hard to ensure your company’s success.

What other management practices have you noticed in your organization that sinks workers’ efficiency?

 

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

 

 

Organize for an Effective Job Search

Six steps for streamlining job search

by:  Anjela Mangrum, CPC

You’ve had your resume written or updated and you feel it is in perfect shape. That is normally the first stage in a new job search. The next stage involves beginning the actual search and it’s not the same now as it was even a few years ago.  Today it’s all about branding yourself, networking, streamlining, and digging.  Let us briefly look at a just a few of the often overlooked steps in a successful job search.

• Get a professional and dedicated email address for your job search.   I’m amazed how many resumes I get that are from someone “sassy” or “hot” – very unprofessional.  It is free and quick to get a new email address through accounts like Outlook.com or Gmail.  Make sure your address incorporates your name and is used for your job search communication only.
• Create a list of your top 50 – 100 target companies. You may use LinkedIn, Manta or Google to create this list. Fortune also ranks the Top 100 companies in various categories.  It is actually very easy to get tons of information about your prospective employers on the internet.
• Network through LinkedIn, the king of Business Networking social sites.  After you have created your list of companies, join groups on LinkedIn that would have employees from those companies.
• After you are accepted into the groups,  send messages or very targeted invitations to group members within LinkedIn that you wish to connect to.  It is best to focus on people you would report to or people who are in a position to make a hiring decision.  Don’t spam people – your goal here is to connect and develop real-life relationships, not just adding numbers to your profile.
• A few days after acceptance  or a reply from your LinkedIn contact,  send them a ‘thank-you for connecting’ email and ask if you can give them a call.  LinkedIn is about networking and getting to know people, just connecting is a waste of time.  There needs to be communication to make networking work.
• If they accept your request, call them and introduce yourself.  At this point, you are not asking for a job, you are simply networking and sharing your story.  Look for ways in which you can be of value to them and offer to assist them where you can.  The funny thing about doing this, is you make valuable contacts and this approach often leads to referral and leads on opportunities.

Always keep your options open because the above steps will eventually lead you to more referrals and more opportunities that you would never have found otherwise.  Put yourself out there and start networking.  The vast majority of jobs today are found by networking, not posting your resume or applying to job postings.

How else have you personally used LinkedIn to network?

 

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

Surprisingly Common Interview Blunders

EASY AND EMBARRASSING WAYS TO SABOTAGE YOUR JOB INTERVIEW

by:  Anjela Mangrum, CPC

So you’ve got your resume all spruced up and your best tie pressed, now all you have to do is answer a few questions and you’re home free, right?  Before you start having your new business cards printed, you might want to stop and think about the interview as more than ‘just a few questions’.  Some of the most common mistakes interviewees make are also the most obvious and avoidable.  Even if you have a stellar history, dress sharp, and nail all of the interview questions, you could still find yourself losing the job to the competition.  Yes, these avoidable mistakes can cost you the job offer.  It is well known that dressing inappropriately or showing up late for an interview can spoil your chances of getting a job, but there are other, more subtle behaviors that can cause you to unknowingly ruin your job interview and sabotage your job offer.  Lets us look at five ways you can sabotage your job interview.

1.  Company research

This should be a no-brainer.  Have you taken the time to learn the details about what your prospective employer’s business is all about?  Not doing thorough research about the company may imply that you are not willing to invest time and effort on the job.  When doing research you must cover two areas; the company and the position you are being interviewed for.  Find out everything about the position and present yourself as the best fit.  Knowledge about the company will enable you understand its vision and ideals.  This knowledge will also be important when you are given the chance to ask your questions.

2.  Receptionist

Most people do not view the receptionist as a potential interviewer, but be aware; receptionists normally report back the behavior of the interviewees to the hiring manager.  Be friendly and courteous to any personnel you encounter while on site.  That includes receptionists, security guards, even the grounds keepers could potentially report your behavior to the interviewer, so make sure they have something good to say.  The formal interview does not start and end at the interview room.  The interview process starts when you are called by the recruiter or the company and continues with every conversation you have with everyone.

3.  Not giving your interviewer a handshake

A handshake helps you develop a strong first impression.  Not shaking your interviewer’s hands denies you this opportunity of cementing a good first impression.  It also creates an impression that you are a disrespectful person.  You should make it a habit of standing up and greeting everyone you meet, especially if it is the first time.  By doing this every time, you may not have to think about it when it is most required of you.  Oh, and don’t forget to smile!  Greeting someone with a smile is unbelievably important.

4.  Talking negatively and griping about your past employers

You are never guaranteed to be with any company forever.  When you talk negatively about your previous company, your interviewer tends to wonder if you are going to say the same of him or her when you leave his or her company.  If you have valid critical points to make about your previous employer, be sure to present them in a respectful but honest manner.

5.  A ringing cell phone

A ringing cell phone can create unnecessary disturbance and distraction during the interview.  It also shows that you are not serious about the interview process.  The interviewer may feel that there are other more important things to you than the job.  The best thing to do is to completely turn off your phone.  If you have a valid reason to leave it on, kindly let your interviewer know before the interview begins.

Have you made an easily avoidable interview blunder in the past?  Please share your experience with us.

 

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

 

 

How to Handle a Bad Boss

Dealing with a difficult boss

by:  Anjela Mangrum

Many people are faced with a daily dilemma of dealing with a manager or boss who just doesn’t seem to like anything we are doing or who just makes work unbearable. I’m fortunate, most of my bosses have been superb, but I remember one difficult boss early in my career that gave a co-worker of mine a very difficult time.  With every encounter, she would walk away feeling defeated or demeaned.  To her it felt like she was back in school and she had to watch her every step or face punishment. In her case she feared getting fired.

Difficult bosses can be intimidating.  They are hard to understand, especially if you do not know what pleases them and they give mixed signals. You can use the following steps in dealing with your difficult manager to improve your relationship.

• Be professional: Being objective in a situation that is draining you is difficult, but if you draw the boundaries between you and your boss, it could actually earn you their respect. Draw the line between personal and work related issues. Avoid the temptation to gossip or talk negative about him or her to your co-workers.  Regardless of the level of trust you have, you never know what can get back to them or be “overheard”.  Carry on with your work in the most professional and positive manner you can bring.
• Research the behavior:  Some bosses are passive aggressive, others are just aggressive.  Whether your boss takes credit for your work or finds some way to demean you in front of others, it is important to keep their actions in context.  There are numerous books out there about surviving work when you have a terrible boss.  They expose the personalities, the triggers, and the reasons behind their behavior.  Read up on some material so you can develop a strategy that will work with your manager.
• Document your progress: As hard as it may be, keeping track of your work is the best bet you have in showing evidence of the work you have accomplished. Even if you don’t have metrics developed for your role, I suggest you set your own and track your work.  If you can demonstrate in writing those things you are doing and how those contribute to the company, you are in a much stronger position than someone who doesn’t.  For example, if you are getting yelled at for a customer complaint, and you can state the fact that you “resolved 80% of customer complaints in the month of August”, it will go a long way to taking the “ire” out of the rebuke.  If continued problems lead to an “HR” involved situation, you can have some ammunition in your defense.  An added benefit of tracking your successes, is when you get ready for a job search you can use these metrics in your resume.
• Keep your emotions in check: As hard as it may be hearing your boss yelling, taking credit for your work, or calling you names, self-restraint is the best option. Keep calm and be the rational one.  Be brave, enlist trusted support, and develop a strategy to help you deal with your situation, and remember that most problems resolve themselves with time in one way or another.  My co-worker eventually had enough and found another job, but I have always thought that if she hadn’t had a boss she hated, she wouldn’t have had to leave a job she loved.

This may not be a conclusive list of action steps but it a start to knowing how to deal with your difficult boss.  Do you have any advice for someone dealing with this difficult situation?

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

How to Handle a Bad Co-Worker

Dealing with argumentative co-workers

by:  Anjela Mangrum, CPC

Arguments occur at work frequently, usually it is due to communication problems or personality conflicts, sometimes there are deeper issues.  Most of the time arguments can be resolved, but if they are occurring frequently they can contribute to a unfavorable work environment.  If you are in such a situation where you feel a pattern is developing with a particular co-worker or other employees, it is time to assess the situation.  Whether the problem is your co-worker’s personality doesn’t mesh with yours, or that you just can’t seem to communicate on the same wavelength, it is important to address the issue before it does permanent damage.

Below are some tips to help you in learning to deal with argumentative co-workers.  This advice is not meant for dealing with those who are bullies or mentally unstable – if you find yourself in this situation get a decision-maker you trust involved immediately.

1. Accept responsibility:  Understand that it takes two to tango.  If there is someone that there is a problem with, you have to accept you are part of that problem.  Even if you don’t feel you are the one that is triggering the situation, there is something in either you or your response that allows the conflict to continue.  If you accept responsibility for your part, you can this take the next step.  This obviously doesn’t apply, if you are in a situation that feels dangerous or where you feel the person may have some mental issues.
2. Assess the situation: When arguments flare, the initial reaction is fight back with hurtful words.  Calm yourself and take a deep breath.  Be the bigger person who listens to the other person keenly and respectfully . Only respond once you have understood that person’s side and keep close control of the tone of voice and words you use.  Remember, both of you are just humans and though there are people who enjoy causing trouble, most people prefer a work environment where people get along.
3. Take concrete steps: Once you have identified the root cause of the argument, take the time to come up with a plan to resolve the issue.  Do not let the argument escalate and affect your day to day tasks.  If you can’t solve the conflict with the person directly, you need a plan of who else should be involved.  Be discreet and don’t try to damage the other person’s career by making a bigger deal of the situation than it has to be.  If someone else gets involved try to be fair and rational.
4. Know when to walk away: There are arguments that can ensue and logical reasoning seems out of reach.  Remember sometimes it is easiest to agree to disagree.  Try to avoid direct contact as much as possible with the other person.  Figure out how to communicate with them in a different way or through a different medium.  Set your boundaries, and request communication happen in a specific way or through someone that can be a mediator.
5. Most conflicts work themselves out:  Stay positive and remember that most problems will resolve themselves with time.  Be willing to be flexible and let the other party know that you want to make things better.  Treat them with dignity and hopefully with time, they will come to do the same.  At the same time, stand firm and let them know you won’t tolerate ongoing disrespect.

The above ways are just a few recommended steps to better communication with argumentative people, but it is not conclusive.  There are lots of good books that help you examine this issue in more detail.  Taking immediate action when arguments break out is important, otherwise stress and poor performance can easily creep in.  Get help if you are dealing with a personality that is non-responsive to attempts to better the situation.  Bullies or mentally unstable co-workers will need a much different approach.

 

Anjela Mangrum, the founder of Mangrum Career Solutions LLC, partners with industrial and high-tech manufacturing businesses to source and secure talent for mid-to-upper level management positions.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

Changes to Hiring Strategies

Managing Talent in an Evolving Manufacturing World

by:  Anjela Mangrum

The manufacturing industry is continual evolving due to globalization, technological changes, desire for more profitability, and efficiency in competition. These changes have created the need to review how manufacturing companies manage their employees.  The traditional approach was concerned with only three aspects with linear relationships:  Acquire, Engage, and Retain.  The current generation of workers and the evolving manufacturing industry trend has made the tradition approach of talent management become less effective.

For example, many manufacturing companies have downsized their workforce through voluntary exits, but at the same time they continue the difficult task of hiring very skilled labor.  As technology improves and the manufacturing process becomes more complex, more and more highly skill workers are needed.  Since they are in high demand, the good ones will tend to possess certain qualifications that will enable them excel in their career. These workers are usually well trained, highly skilled, capable of complex trouble shooting, flexible and able to solving problems under minimal supervision.

After the competitive task of acquiring these people is complete, many manufacturing companies are faced with the dilemma of how to manage them.  Many graduates who possess the above qualities belong to Generation Y.  These are people born in early 1980s to early 1990s.  They tend to be technologically savvy, versatile and would work in a company for only a few years before moving on to another. This is due to their life experiences and aspirations in life e.g. rise to senior level within a short time.  This is unlike the traditional workers who are mostly content with their positions and can work for many years expecting a promotion.

Manufacturing companies are seeing the need to shift their style of talent management.  One of the new approaches to talent management that should embraced to ensure their survival in the highly competitive world is the “holistic model”.  This model encompasses three major interlocked aspects in addition to the previous three.  These are Develop, Deploy and Connect with a strong emphasis on capability, commitment, performance, and alignment.  The aspect of connect is important because the Generation Y employees want to  work beyond the functional boundaries, they need to be involved in initiatives such as Total Production Maintenance, lean manufacturing , six sigma, supply chain optimization , global sourcing and complex product launches.  These initiatives may go far outside the scope of the job description they were hired to do initially.  To attract and retain the required talent, the work schedule need to be flexible, concepts such as telecommuting should be embraced so that some functions can be done at home, and the work environment needs to be tech- savvy.

In conclusion, as the manufacturing industries aim for global expansion, profitability growth, and productivity improvement; the significance of talent management will continue to increase in future because of the scarcity of the talents and aggressive competition among the manufacturing industries globally and within your tightening competitive sphere.

Have you noticed any generational differences in employees that you’ve found interesting or enlightening?

Anjela Mangrum, the co-owner of Mangrum Career Solutions, partners  with manufacturing businesses to assist in their executive placement,  onboarding, retention and outplacement needs.  She also works to empower  individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

 

Managing Your Manager

Improving the Relationship with your Boss

by: Anjela Mangrum

Among the most important relationships that you need to work on in your life is the relationship with your boss. Yet, there is a lot of support and information about managing your subordinates but not your boss. A gross omission! Managing your boss is a critical skill that contributes to the success of not only your boss and peers but also your own success. It can be quite a daunting task managing a difficult boss, but this does not mean that it is not possible. So let us look at a 3 steps that can improve this relationship.

1.    Take charge

Stop the blame game! If you are having problems with the boss, then it is your responsibility to work out that relationship. You cannot change your boss (or anyone else). It is easier adjusting your own approaches than expecting your boss to change, so brainstorm and figure out what changes you are okay making.  I’m not saying to be someone you’re not, but rather change your strategy in how you interact.  Think about different ways to initiate contact, different ways to engage or ask questions, and new ways to make requests.  Make a firm commitment to work out any issues between you and your boss and take action.

2.    Understand their expectations

It is very important to know what is expected of you. Engage in regular meetings with your boss to keep him/her on the loop on your activities and accomplishments. This approach largely depends on what management style your boss is using. There are bosses who prefer micromanaging; there are others who use the laisse-faire approach, and others who are very democratic in their leadership. Be keen, learn how your boss operates, and adapt to his/her management style. If you are unsure, mimic the approach someone who successfully interacts with your boss takes.  Again, don’t be someone you’re not, but be aware of how you can adapt to different personalities.

3.    Focus on your work

You have taken charge and you know what is expected of you, so work!  That is why you are being paid. Do what you are expected and do it very well.  Most bosses cherish workers who take initiative and perform beyond expectations.  Make yourself invaluable with not only your responsibilities, but also, the way you perform those assigned duties. Again, keep track of your accomplishments and don’t go around bragging, but do take valid opportunities to point out your contributions.

It may be prudent to seek advice from someone who understands the boss better than you, but remember going over your boss’s head will usually backfire.  In some cases, when you’ve tried your best, solving your differences with the manager might be impossible. In such a scenario, it is better to be honest with yourself and consider moving to another department or to another company. It is better to make the move first than chance getting fired.

Have you turned around a relationship with a boss that you once felt was impossible?  How did you do it?

Anjela Mangrum, the co-owner of Mangrum Career Solutions, partners with manufacturing businesses to assist in their executive placement, on boarding, retention and outplacement needs.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com

 

Are you Being Watched?

So what have you posted on Facebook lately?

by: Anjela Mangrum

If you are those people who feel think that because Facebook and Twitter is for personal use so you can be completely free to post whatever you wish, think again.  This especially holds true if you are engaging in a job search.  You have probably heard a few stories where an employee was fired because of what he or she posted about their job on their Twitter or Facebook profiles. What you don’t hear are the stories of the many candidates who simply lose out on a job because their social media activities shed negative light on them in their potential employer’s eyes.

A survey conducted by Repeller, a social media monitoring services, has shown that a whopping 90% of employers browse through their prospective candidates social media activities.  Of the three most common social media networks, Facebook, Twitter and LinkedIn, 76% of employers use Facebook to screen potential candidates, 53% said they used Twitter, and surprisingly only 48% said they used LinkedIn.  What a contrast!  You would obviously expect employers to use LinkedIn more since it is more professional, but that is the shocker.  They apparently are going to a more “personal” social site such as Facebook. This is where you would “air your dirty laundry” so to speak, and it can come back to haunt you.

Recruiters, Hiring Managers, and HR departments are often used to find candidates and more and more are searching places such as LinkedIn.  Once they have a candidate, and have verified their profile collaborates the information in their resume, they can then look at more personal social sites to find out if they want to consider them further.  Gone are the old days when an interviewer would only know what you want to tell them, they can now easily view information you would never intentionally share.  They want to know everything about you before the interview and they can easily take advantage of this media.  Though it can be unfair, it is commonly used and requested so interviewers can see your “bigger picture”.

Do not rush to delete all your Facebook or Twitter accounts just yet.  Actually 68% of recruiters actually recommended a candidate based on what they saw on their social media profiles. The bottom line is this:  what kind of impression does your social media profile or activities portray?  If it is a positive impression and a good personality that readers see, then just make sure you maintain that.  I encourage everyone to be careful and thoughtful when you make a post, because you never know who is looking.  Also, set your security measures so that not everyone is allowed to view your profile.  It isn’t foolproof, but it may prevent some companies from peeking.

Do you have any positive or negative experience with social media in regards to employment?

Anjela Mangrum, the founder of Mangrum Career Solutions, partners with manufacturing businesses to assist in their executive placement, onboarding, retention and outplacement needs.  She also works to empower individual job seekers by helping them gain a competitive edge in their job search.  http://www.mangrumcareersolutions.com