Energized at Work-March 22nd, 2010

GET ENERGIZED FOR WORK
If most of what we watch on TV is accurate, most Americans are worn-out and tired the majority of the time. This fast lane pace that we are living can cause many of us to feel chronic fatigue. In fact, you may have the MONDAY BLUES (and it may not even be a Monday)
as you are reading this.

A constant state of fatigue can cost you if you do not get it under control:

* You may miss a great opportunity.
* You may have a bad attitude.
* Your performance may be limited.
* You may not be able to fight off illness.

It is common for everyone to experience fatigue, but if you were thinking “Hey! That is me…” to any of the above statements, you not only have the physician fatigue (involving your body), but you probably have emotional fatigue (involving your mind). Emotional fatigue is very common and is caused by worry, frustration, stress, unreal expectations and many other negative things.
And unlike physical fatigue, it cannot be cured by getting some extra rest.

Below are Five Energizers That Work as documented by Rick Warren
that will help with emotional fatigue.

1. A Clear Conscience: Guilt always depletes emotional energy.

2. A New Perspective: Try looking at things from a different viewpoint. You may not be able to control the circumstance, but you can control how you handle it.

3. A Challenging Purpose: Find a new dream or goal that inspires you.

4. A Supportive Team: Hang around people with high energy and encouraging people. Soar with the eagles instead of running with the turkeys.

5. Plug into a higher power: Find somewhere where you can get your emotional battery recharged.
Do you feel any of the Monday Blues? If so, what can you do differently?

Monday, March 22nd, 2010

Leadership Check-up PART 2 September 21, 2009

“Too many leaders act as if the sheep… their people… are there for the benefit of the shepherd, not that the shepherd has responsibility for the sheep.”
~ Ken Blanchard

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The 12 Absolutely Unbreakable
Laws of Leadership
by Brian Tracy

1. The Law of Integrity: Great business leadership is characterized by honesty, truthfulness and straight dealing with every person, under all circumstances.
2. The Law of Courage: The ability to make decisions and act boldly in the face of setbacks and adversity is the key to greatness in leadership.
3. The Law of Realism: Leaders deal with the world as it is, not as they wish it would be.
4. The Law of Power: Power gravitates to the person who can use it most effectively to get the desired results.
5. The Law of Ambition: Leaders have an intense desire to lead; they have a clear vision of a better future, which they are determined to realize.
6. The Law of Optimism: The true leader radiates the confidence that all difficulties can be overcome and all goals can be attained.
7. The Law of Empathy: Leaders are sensitive to and aware of the needs, feelings and motivations of their people.
8. The Law of Resilience: Leaders bounce back from the inevitable setbacks, disappointments and temporary failures experienced in the attainment of any worthwhile goal.
9. The Law of Independence: Leaders know who they are, what they believe in and they think for themselves.
10. The Law of Emotional Maturity: Leaders are calm, cool and controlled in the face of problems, difficulties and adversity.
11. The Law of Excellence: Leaders are committed to excellent performance of the business task and to continuous improvement.
12. The Law of Foresight: Leaders have the ability to predict and anticipate the future.

Tuesday, September 22nd, 2009

Leadership Check-up June 21, 2009

Before you are a leader, success is all about growing yourself. When you become a leader, success is all about growing others.”
~ Jack Welch

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Are you a leader? Are you looking to bring on a leader in your organization? Consider this short list of important qualities:

1. A leader is always full of praise.

2. A leader learns to use the phrases “thank you” and “please” on the way to the top.

3. A leader is always growing.

4. A leader is possessed with dreams.

5. A leader launches forth before success is certain.

6. A leader is not afraid of confrontation.

7. A leader talks about their own mistakes before talking about someone else’s

8. A leader is a person of honesty and integrity.

9. A leader has a good name.

10. A leader makes others better.

11. A leader is quick to praise and encourage the smallest amount of improvement.

12. A leader is genuinely interested in others.

13. A leader looks for opportunities to find someone doing something right.

14. A leader takes others up with them.

15. A leader responds to their own failures and acknowledges them before others have to discover and reveal them.

16. A leader never allows murmuring—from themself or others.

17. A leader is specific in what they expect.

18. A leader holds accountable those who work with him or her.

19. A leader does what is right rather than what is popular.

20. A leader is a servant.

Sunday, July 19th, 2009

Protecting Your Confidence At Work – June 2009

“Nobody can make you feel inferior without your consent.”
~Eleanor Roosevelt

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Far less than 1% of golfers ever make it to the professional level. Once the players have reached that stage, success is determined as much from their mental ability as physical.

Recently a well respected golf professional was quoted to say, “At all costs, protect your confidence”

What great words. Not just to apply in sports, but in all areas of your life.

A study from UCLA showed that 73% of our “self talk” each day is negative.

Protect your confidence today, and push for the positive. Each time you resist the temptation to give up; your endurance will become stronger.

Have a great day,
Randy Sims

Thursday, June 4th, 2009

Getting Engaged at Work – March 19, 2009

“The difference between a successful person and others is not a lack of strength, not a lack of knowledge, but rather in a lack of will.”
~ Vince Lombardi

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Becoming emotionally engaged on the job…. The Workforce “Engagement Gap”

A study of workers in 19 countries shows that only 21 percent of workers are “engaged” in their work.

The study by Towers Perrin, a consulting firm, indicates that workers in the U.S. rank fourth among other countries in levels of emotional connection with their company. Stating 29 percent of U.S. workers are connected.

In addition to that 29 percent in the U.S., another 43 percent were classed as “enrolled” or on their way to becoming engaged in their work.

While focusing on customers was a key driver of engagement, being aware of what they need to do to add value and being willing to do it were big factors in job satisfaction. Compensation was less of a driver than was the feeling that the company was interested in their well-being.

Other factors included the opportunity to improve skills, career advancement opportunities, having challenging work assignments, and having input into department decisions.

A good relationship with the boss was important, as was working for an organization that solved customer problems and was socially responsible.

The study also revealed that an increase in levels of “engaged employees” equates stronger financial performance of those companies..

Sims Executive Search Inc.
(Direct Hire, Contract Recruiting & Consulting Services)

Randy Sims-President
Randy@SimsSearch.com
www.SimsSearch.com

Friday, March 20th, 2009

Finish Strong December 2008

“Don’t be afraid to give your best to what seemingly are small jobs. Every time you conquer one it makes you that much stronger. If you do the little jobs well, the big ones tend to take care of themselves”

- Dale Carnegie

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In 2007 the young Irishman, Padraig Harrington, stood on the 18th hole of one of the most admired golf tournaments of all time, the Open Championship (British Open).

He had all but won the tournament and what would be his first major golf victory. Teeing off with a two stroke lead made it seem this wonderful victory was clinched.

~ Until the unimaginable happened.

Not only his first shot, but also the one following found the water. I remember being glued to the television waiting to see if he’d be able to keep his composure. Padraig refused to go down without a fight and finished as strong as he could and somehow ended up with a tie. The playoff was victorious and he went on to win his first ever major golf tournament. And even more amazing, won two out of four of the major events this year.

I believe that as he was taking his second penalty last year, he had about 30 seconds to make up his mind. Thirty seconds to decide to stay in the game and finish strong, or throw in the towel. He made the right decision and reaped the rewards.

Finish strong, and have a great rest of the year!

Randy Sims
Randy@SimsSearch.com

Tuesday, December 9th, 2008

10 ways to have a better day. November 2008

Make it a Great November! From: Randy Sims
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10 Ways to Have a Better Day Today
by Geno Stampora

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Wake up 30 Minutes Early.
Get up 30 minutes before the alarm goes off and take the first half hour for yourself. Once you get busy and into the day there never seems to be the time for yourself. Take this time to plan getting the most from the day.

Read, Listen, or Watch Something Uplifting.
Make this a daily habit. Get out of starting the day with no mental food. A great day does not begin with the news or the paper, it begins with ideas or energy that will propel you through the day. What you first hear will stay with you throughout the day.

Eat a Good Breakfast to Start You Off Right.
Get something good into your body to wake it up and get it going. Think about the energy you will need to perform. Everyday we run a marathon. What would you need to eat and drink to win it.

Choose Your Winning Attitude.
There is enough to go wrong without sabotaging yourself. Your attitude is a choice you make. Don’t let it come between you and your success. Be careful to keep it positive all day long.

Be Aware of What They are Telling You.
The people around us have a profound effect on how we get through life. Our closest friends and family are our greatest environmental influences. Make sure you have the best advisors you can find.

Make the Most of What You Do.
When you get to your work, make it the best place to be. Most people go to work and never think about work while they are there. Focus on your contribution. What would it be like if you were not around. Strive to give a 100% each and every day.

Always Remember that People are Listening.
Make a point of talking well of others. Wish others the best in life. What goes around does come around. Don’t talk negative about anyone. Try to understand their circumstances Practice being a support system to your friends and family. They need you.

Be Honest and Fair to Others.
It does make a difference. What you give to others is usually what you get from others. Practice integrity that people can see and feel. Be aware of what you say. Learn to walk your talk at all times. The more people trust you, the more of their time they will trust with you.

Pace Your Energy to Last All Day.
Be careful of bursts of energy. Pace your energy throughout the day. If you get to crazy early in the day, you will reach a point of exhaustion before the day is over. By planning your entire day before you begin, you will have what you need. You’ve heard the old saying “look alive.”

Get in Bed Early and Study for the Future.
I have a friend who keeps a journal at his bedside. Every night he writes what he learned new on that day. The only way to keep one step above the masses is to learn new ways to do things. Develop the habit of reading a work or personal development book before you go to sleep. Reading for 30 minutes a day is like a year of college. You can’t succeed if you don’t read. Remember throughout your day that life is what we make it, day by day. Practice having the best day ever. It adds up to a great life.

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Have a Great Day!

Tuesday, December 9th, 2008

Risk vs. Reward July 18, 2008

“I have not failed. I’ve just found 10,000 ways that won’t work.” Thomas A. Edison

So often we need to have an attitude like Thomas Edison, because if he would have given up, we might all be sitting in the dark right now.

It is easy to let things scare you: defeat, criticism, the economy…… but we all must keep pushing ahead, giving it our all, and doing what is right.

Because so often out of the difficulties or hard times can come something great and something beautiful.

Just like this Lone Cypress, over 250 years old and still prevailing on its rocky perch.

Friday, July 18th, 2008

Generation Gap at Work? – April 25, 2008

Boomers, Gen. X, Gen. Y…… so what’s next. Actually Gen. Z, those born around 2000 and after.

To know how to work along side and motivate the different groups, we first must know who they are.

Boomers = Born 1946-1964. Influences such as Churchill & Dr. Spock to Jack Nicklaus & JFK. And TV like ‘The Ed Sullivan Show’ and ‘Gilligan’s Island’

Generation X = Those born approximately 1965-1979. Leaders such as Nixon, Reagan, Bush, & Clinton. Sports heroes such as Hank Aaron. And the first generation to be taught on computers in school.

FORTUNE Magazine reported on Generation X employees: “77% of Gen Xers say they’d quit in a minute if offered “increased intellectual stimulation” at a different company. And they’re intent on managing their own time: 51% would jump ship for the chance to telecommute, and 61% of Gen X women would leave their current jobs if they were offered more flexible hours elsewhere……
In regards to job satisfaction for Gen X, FORTUNE reported:
“Recognition scored very low, and power and prestige ranked dead last. Salary, a major preoccupation for boomers, came in third from the bottom.” She adds: “It’s interesting, because most employee-motivation efforts in companies are designed by boomers, who tend to build the programs around what motivates them. But this generation is different.”

So, who is Generation Y …. = Those born in the late 70’s up until around year 2000. Growing up with the Clinton and Bush influence as President. And, the wave of Tiger Woods on the sports world.
And….
* They have financial smarts, early planners when it comes to retirement

* Work-life balance isn’t just a buzz word, it is a priority

* Change, change, change. Gen Yers don’t expect to stay in a job, or even a career, for too long.

97% own a computer
94% own a cell phone
76% use Instant Messaging.
15% of IM users are logged on 24 hours a day/7 days a week
34% use websites as their primary source of news
28% own a blog and 44% read blogs
49% download music using peer-to-peer file sharing
60% own some type of portable music and/or video device such as an iPod
I personally believe it creates a wonderful learning environment having a blend of various generations in the work place. Not only can we learn from each other, but it also creates a natural succession plan for the company.

But with differences, can come certain issues. Lee Hecht Harrison reports that more than 60% of employers say they are experiencing tension between employees from different generations, according to their survey.

The survey found more than 70% of older employees are dismissive of younger workers’ abilities. And nearly half of employers say younger employees are dismissive of the abilities of their older co-workers.

This is something to be aware of, and realize the need to manage to. But still realize the great benefit to your company in providing this type of diversity.

For the full article from FORTUNE including interesting case studies, visit

http://money.cnn.com/2006/01/17/news/companies/bestcos_genx/index.htm

Friday, April 25th, 2008

Job Market – 2008 and Beyond – March 28, 2008

As we research the current job market situation, one term standouts predominately; “Baby Boomers”
According to the Bureau of Labor Statistics, federal government employment is expected to decrease by 3.7 percent by 2016. Though there will still be several thousands of federal vacancies due to baby boomer retirements.
This trend is consistent throughout the corporate sector as well, and in various industries.
In my 15 years of recruiting, I have seen all types of economic situations that play a major role in determining the number of job openings vs. the number of qualified, available candidates. There never seems to be a perfect balance. We are always forced to adjust our business strategies to compensate for a shortage in one area or the other. We are able to, however, develop an understanding of the economy and implement best practices to create a sound business plan which will impact how a company manages the flow of its workforce.
However, this situation with the mass exiting of the Baby Boomer population is something that we have not seen in the past. I have spoken to companies who are really scratching their heads when they look at their upcoming retirement schedule. These companies are having a hard time figuring out how to fill these large gaps with qualified employees in order to maintain their current level of experience and talent.
Currently there is already a tight labor market. The number of job openings is exceeding the number of successful, qualified candidates. We combine that with the current situation that there is 1.7 million less younger adult workers in our workforce, age range of 25-40, compared to past years. So, that is 1.7 million less workers to replace the estimated 77 million baby boomers who will be eligible for retirement now and in the near future. Now it becomes a simple situation of supply and demand. The demand of qualified, successful professionals is high for most companies. And, the supply of these professionals could be at an all time low in the next few years.
There is no doubt we will see an increase in marketing awareness to attract talent, and companies to promote their environment, culture, and career opportunities to this shrinking candidate market. Companies should begin to plan now on how to recruit and retain their talent as well as how to adjust and streamline their hiring processes in order to standout above their competition.
Traditionally, the strongest companies always look at their staff as their greatest asset. So being able to hire the ‘best of the best’ will be even more critical as we face a potential economic tightening, and a shortage of our best assets, our qualified employees.
* Next Month I will look at how the Boomers, Gen X, and Gen Y employees are impacting our workplace environment, and thoughts on how to recruit and manage the different groups.

For past articles visit www.SimsSearch.com

Friday, March 28th, 2008