Tag: Collaboration


The Impact of a New Position

Creating a new position is, in most cases, associated with filling a need for a specific role that is lacking within the company’s current business model. What is often overlooked is the impact it has on employee morale and overall view of the business opportunities.

Whether it be an entry-level or C-suite position, the addition of an employee’s career progression heightens the outlook of the company as it shows strength, sustainability, and regard for growth in its employees. Investing in the company’s support system not only positively correlates with business success but, contributes to maintaining a stable and continued future.

By creating a new position, the culture of current employees shifts to recognize and appreciate the support their existing position will be backed by. This can allow for duties to be redistributed and focus to be reprioritized to maintain continuity and support of overall values for the organization.

On the other hand, the creation of an executive position highlights the ideals of continuous employee growth. With a new executive-level added, companies are able to show their investment in the employees, emphasizing a culture of sustainability. Not only will lower-level employees aim to advance towards new levels but, current top executives will be motivated to continue to learn and grow within the organization.

While adding a new position may fill a void in the company’s overall business structure, the impact that a new position holds for current and incoming employees is far greater than what meets the eye.

Executing Success

Every industry has found success in one way or another through individual processes and protocols. But how does one go about bringing in an entirely new executive with a different mindset, ideas, and work value construct while still maintaining a strong atmosphere?

Most importantly, get a head start and begin creating a list of expectations of the work that needs to be done. Prepare for a winning mindset by having a plan in place that will properly onboard any new executive or employee. Take advantage of the first 100 days of the job by relying on an action plan that integrates the mission and vision for the company.

Communicate with the new hire. While there may be a lot of information to give and for the executive to retain, stress the importance and the goal of the successful atmosphere that has been built. If you are unable to communicate the desires for the position, when something does occur, a rushed reaction may result, leading to chaos. Plan out what needs to be completed and effectively communicate the goals.

Build a team centered on success. Identify key members that will be an asset to the role and allow them to grow, learn and evolve with the new executive hire. A team built on trust and compatibility has all of the makings to continue a successful pattern of business. The most effective practices come from a collaborative team environment to ensure the companies strategic and operational initiatives are met with a successful team!

Recruiting Top Executives

When it comes to hiring for an executive level position, often a significant amount of time and effort must be committed to finding the right fit. But, where do you begin? How can companies pick the great executives out from the pool of many good executives?

The solution? Know the person you hire and know the traits you want.

Look for outstanding leadership qualities. Seek to understand how they would handle a team that they are working with. Ask about different strengths and weaknesses when dealing with specific scenarios in your company or area of expertise. Have they been able to build strong teams in the past? Have they seen great success in the work that they have completed in a team environment? These questions will not only highlight the type of work they have done that can be of benefit to your department but understanding these character traits will allow you to pinpoint qualities that may help the company grow in the future.

But what is leadership without an idea or action plan for growth? Finding a top executive that has an idea of how they want to grow and the steps that they are willing to take to succeed shows how focused they are on their goals and the future of the company. Ask about their plans for the role, should they be hired. Accept the feedback they may give on processes that they believe could be done more efficiently or may work fit with their style of work.

Signs of a good leader are everywhere. But to separate the great leaders from the good leaders, you must hire someone who will inspire others and push them to limits they never believed that they could reach. It is important that top executives collaborate well and are not afraid to get their hands dirty. They must know what needs to get done and believe in the process. Most importantly, however, they must believe in their team to get it done and help when need be. Not only will it result in goals being met by positive outcomes but also the entire workplace environment will begin to move in an active and collaborative direction.