Susan Scott's Blog, page 99

Fierce Resources: Is HR Passing the Talent Management Test?

This week’s Fierce Resource was first published last Thursday on the Human Resource Executive Online website and was written by Mark McGraw.

Is HR Passing the Talent Management Test, sites a recent survey by WomenCorporateDirectors and Heidrick & Struggles, that shows out of 1,000 board members in 59 countries most don’t think their HR team is doing enough to focus on talent management, with only 20% of respondents saying they “strongly agree” that their organization is effective at attracting top talent. The article goes on to point out that most HR functions are actually doing much better then this study would have you believe, and what is actually missing are the conversations between HR, the CEO, and the board.

“The findings don’t necessarily paint an accurate picture of how HR is really doing in terms of managing talent, but should remind HR leaders that they need to communicate talent-management initiatives with their boards, experts say.”

To read the full article, click here.

Leader as Listener

(From left to right: Andy King, Blake Harris, and Stacey Engle from Fierce, Inc. at SITE 2013)

Fierce is currently at the Society of Insurance Trainers & Educators 2013 Conference in Portland, OR. We are extremely honored to be with the amazing people here digging into topics like culture building, generational gaps, and informal learning.

We have blogged about listening in the past, and I wanted to share some insight from yesterday’s keynote at the conference. Kevin Toth’s keynote Who’s in the Center? Leader as Listener was filled with insights and challenges to becoming a better leader by focusing on being present and open to other’s perspectives and ideas.

From Kevin’s talk, here are three tips to listen more effectively:

1. Talk less. This is a necessary first step. I love the tongue and cheek component of this, and it is so true. We need to make a conscious effort to talk less, if our goal is really to concentrate more on listening. This is a challenging component for some. Take a pause before you speak and if after the moment passes, you still feel your thought will contribute to the other’s point of view, then go ahead and share.

2. Pay attention to your questions-to-statements ratio. Kevin suggests, as a leader, to pay attention to the ratio of the questions you ask and the statements you make. Challenge yourself to ask more questions. If curiosity is a core piece of being a successful leader, it is essential that you ask thought-provoking, meaningful questions. Think about being a coach rather than advice giver.

3. Savor the pause. This tip aligns with fierce, because one of the seven principles of a fierce conversations is: Let silence do the heavy lifting. As Susan Scott wrote, “There are insights and emotions that can find you in no other way than through and within silence.” When in silence, do not think about what you are going to say next, be present in the moment.

How can you improve your listening?

Fierce Tip of the Week: Say Impactful Thank You’s

In the busy bustle of day-to-day life, sometimes we just give generic thank you’s. The problem? Thank you’s become routine and lose their impact. Make your thank you more meaningful by explaining how the person’s action made your day that much easier or better.

This week, when you say thank you, also communicate why someone’s kind words or actions really made an impact. Be specific. Paint the picture. You may be surprised how much those who helped you enjoy hearing the effects they had.

No thank you is too small, so share away.

Fierce Resources: The Connected Leader: How To Improve Results Through Conversations

For our Fierce Resource this week, we want to share with you an upcoming  learning opportunity. Netspeed Learning Solutions is hosting a five part, 2013 Thought Leadership Webinar Series, featuring Fierce CEO & President, Halley Bock.

Join Halley Bock, on Tuesday, July 23rd at 2 PM EST, as she presents the third webinar in the series: The Connected Leader: How to Improve Results Through Conversations.

“In today’s business environment — with the workforce becoming more and more dispersed — the ability to create meaningful and collaborative connections is more essential than ever… Learn how these ideas and principles create conversations that are the work horses for your company and enable you to tackle your toughest challenges, while building an open and direct work environment. Fierce Conversations change the way we connect with each other, they alter our perceptions of what it means to lead, and they become the behavior that propels individuals and teams toward success. You will walk away with immediately applicable tools”

To learn more about the webinar and register for this event, click here.

Two Perspectives: Tips for Adding a New Team Member

Adding new members to a team is full of emotion and opportunity. Here, we explore two perspectives on the topic: the leader’s and the team member’s.

As a leader, adding a new team member is an exciting and important time. It is an opportunity to revisit goals and achievements with your current team, while reiterating the vision and direction for the future.

Be strategic and open. Oftentimes, leaders do not take the time to fully prepare for the change. Here are three tips for a leader to keep in mind when on-boarding a new team member:

Set clear expectations for success. There is nothing worse than feeling frustrated that you are not on the same page with what is needed and wanted from new team members. This is on you. Invest the time to write down expectations and describe what success looks like, so everyone can feel grounded.
Celebrate the addition to your team. Whether this is having a small gathering or taking everyone to lunch, it is important to take a few moments and acknowledge the new member of the team. It is also a great way for the team to get to know the person more before digging into deliverables and timelines.
Directly ask the new person how he or she would like to be supported. Do not leave this component up to chance. It is critical to open this dialogue to ensure that you can be the best advocate and supporter of this person’s success.

As a team member it is important as you join your new team to have authentic, genuine and direct conversations with your new leader and colleagues.

It is an emotionally charged time and you want to put your best foot forward. Below are three tips to keep in mind when being on-boarded to a new team:

Speak up. It’s understandable that, when you’re in a new situation with people you don’t really know, the instinct is to lay low. While there is something to be said for being a sponge, the company hired you for a reason – so show them why, from day one. Do you see an area where your new team can benefit from past experience? Bring that to the table.
Take people up on their offers. Being the newbie is a constant exercise of asking the who, what, where, when and why’s of a team. So it can feel like you’re being a burden to take even more time from those you work with, even if they offer it to you. This is a mistake. If people are volunteering their knowledge or time, say yes. Those conversations build your understanding and connect you to your colleagues.
Ask questions. As a new member of a team you’re walking into an already functioning ecosystem. Take the time to really learn why things are done the way they are and asking questions that mine for depth and clarity, this sets yourself up for success.

What is the hardest part of the on-boarding process for you?

Fierce Tip of the Week: The How is as Important as the What

When I was a teenager I was a total rule follower. However, the one area that I consistently got into trouble was how I said things. “Please watch your tone” was not an uncommon phrase in my household and even in my classroom.

It took me learning lessons the hard way to become more conscientious of not only what I said but how I said it.

The way you show up, your body language, the tone of your voice, even the energy you give off, have just as much impact as the words you say.

As a leader, understanding this is essential.

This week, pay attention to how you deliver messages. If you’ve ever received feedback before, like me, where your tone can be misconstrued, open yourself up to learning how you can improve. Ask others if it is common for them to actually hear something different than you intended.

Fierce Resources: Memo To the Modern COO

This week’s Fierce Resource was first published Monday on Seth Godin’s blog. Memo to The Modern COO, makes the case for redefining the job description of COO to fit the new demands of an organization.

” In the industrial era, the job of the chief operating officer revolved around two related functions: Decrease cost, Increase productivity. The company knew what needed to be done, and operations was responsible for doing it…In the post-industrial age, when thriving organizations do something different tomorrow than they did yesterday, when the output is connection as much as stuff, the objectives are very different. In today’s environment, the related functions are: Increase alignment, Decrease fear”

To read Seth’s full blog, click here.

Honesty in the Workplace

Last week, Fierce CEO & President, Halley Bock published a piece on the Software Advice blog, The New Talent Times. The article, Why Honesty Is the Secret Ingredient of Successful Organizations, explores that a culture plagued by ‘terminal niceness” misses opportunities to innovate, enrich relationships, and grow the business.

Halley says, “Candor doesn’t simply happen organically. Organizations must proactively choose to encourage employees for being forthright and reward them accordingly. Our organization, Fierce, Inc., recently conducted a survey of more than 1,400 executives and employees found that an overwhelming—but predictable—99 percent of professionals preferred a workplace where co-workers discuss issues truthfully. How important is honesty? This survey found that 70 percent of respondents believed a lack of candor impacted their company’s ability to perform optimally.”

Last Thursday, Forbes contributor Erika Andersen, called out Halley’s article and weighed in on the topic of honesty in the workplace with her own piece, 8 Very Bad Things That Happen When Companies Are Too Nice.

In the beginning of her article Erika highlights Halley’s piece and says, “One sentence in particular caught my eye: “Our survey uncovered a disturbing statistic: 37 percent of respondents felt their organizations suffered from the malady of “terminal niceness,” valuing politeness over the pursuit of the best ideas and perspectives.” I’ve long seen the negative impact of ‘terminal niceness’ (great phrase) in organizations. In such organizations, people think the way to support and respect each other is to be polite at any cost: not to disagree, give people tough news, hold them accountable, or let them know when they’re not succeeding.”

Honesty in the workplace is a topic that impacts every level within an organization and the top and bottom line of a business. Within your organization, can you be honest?

To read Erin Andersen’s full article on Forbes.com, click here.

If you haven’t yet read Halley Bock’s full article on the Software Advice blog, The New Talent Times, you can do so by clicking here .

Fierce Tip of the Week: Be Fierce

Fierce Conversation: One in which we come out from behind ourselves, into the conversation and make it real.

What does it mean to be Fierce?

This is a question we get asked a lot. Honestly, “being fierce” looks different with each person.

Above is the simplest definition that our founder, Susan Scott, defined in her book Fierce Conversations. On this blog we share tips about how you can be Fierce. Each week we try and give you food for thought that helps you practice the objectives of a fierce conversation: to provoke learning, tackle tough challenges, interrogate reality, and enrich the relationship.

So this week the tip is to be fierce, whatever that means to you. Remember though, the end goal is to always have a stronger relationship when the conversation is over.

So how will you practice being Fierce this week?

Fierce Resources: If You’re Learning, You’ll Never Need to Recharge

This week’s Fierce Resource was published yesterday by, Founder, Chairman & Co-CEO of Panera Bread, on his .

If You’re Learning, You’ll Never Need to Recharge shares how, after three decades, Ron Saich still views his work as a type of open classroom where he recharges his mind and spirit by engaging in the work he does and continuing his learning.

“Of course, I get tired. Eighty-hour work weeks and way too many red-eye flights will wear anybody down. Nor am I immune to the stress that comes with running a public company for 22 years and shouldering responsibility for more than 70,000 Panera associates. But thankfully, I’ve never experienced the chronic exhaustion, inertia, frustration, and cynicism that come with a temporary slump or even classic burnout. Hence, I’ve never had reason to refresh my spirit and renew my spark. The reason, I think, is that I view my work as a lifelong learning journey. I go to work to learn about how the world works. How humanity works. And what will work in the world.”

To read the full blog, click here.