It's almost RONth???!!!!
Back in my party days, I called the month of June "RONth." I had a birthday event every week of June, from dinner to happy hour to karaoke.
Nowadays, as a parent and senior leader, RONth looks different. I find joy and purpose in smaller, subtler ways. Between work travel, end-of-school-year events, and shifting weather, every day is different.
#RONservation: Routines are key to balancing work and life shifts. Morning meditation, weekday workouts, afternoon scooter time with my girls, and Netflix/tea evening time with the missus are programmed in my calendar.
I brought the girls to a Barbie exhibit preview at Liberty Science Center. They were excited to see the different ways to express themselves, from president to rock climber to builder. As their father, I want them to see the options of how to express themselves in their lives.
#RONservation: fathers can't just be providers. We have to spend quality time with our kids and provide opportunities to extend their learning and perspective.
I traveled to Fresno for my second trip to facilitate an AAPI principal affinity group and to coach an AAPI male principal. I am excited about the yearly planning in the affinity group space, especially around AAPI voice and representation. I also spent time with Principal Kevin X. Her to provide space to reflect on his leadership practice, visit classrooms, and see parts of their Open House.
#RONservation: Work moves at the speed of trust.
At Stronger Consulting, we are working on improving our search product experience. Two years ago, I wrote this #RONdering on advice to search clients over the last decade.
#RONservation: How we treat our clients and candidates is even more important than the process/service we provide.
- We need to do white glove service with candidates. Top candidates have lots of options. How we treat them, how transparent we are with them. and how timely we are with them ARE differentiators.
- Transparency and timeliness. I'll say it again. Candidates ask for information about what they're walking into (the good, the bad and the ugly) and having information shared when we say we'll share it.
- Stick to the hiring process: enough clients hedge as they get skittish about making a hire. They want to do another interview. They want a long performance task. They want to do backdoor reference checks. The first two things are somewhat negotiable, the third isn't (if you were dating, would you be okay if someone reached out without your permission to your ex-spouse or your ex-partner???).
-Consistency is a pathway to equity. Be open with your biases and talk about how they are influencing your assessment of candidates. I'd rather someone be upfront about them. It is how we mitigate them (and well ultimately, have someone see how their biases are often unreasonable!) that matters in a hiring process.
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- Hiring is like matchmaking. My job is to ensure we are getting candidates who meet the profiles you are looking for. Our job is ALSO to push your thinking about what is possible and see candidates' potential and match for a role (if all we did was hire people who had already done something, well, why hire us???). Great matchmakers will surprise you about who can be right for you, rather than just teeing up who you've always hired.
Check out these amazing people in my network (note: they are all #RONderings podcast guests!):
#RONservation: Share the gospel and expertise of good people in your life!
LEVERAGE! Yes, I am still grinding with my book, my ghostwriting/editing/publishing company, and my #RONderings podcast.
How can you leverage me?
#RONservation: Sometimes you just have to make a direct ask!
EVENTS reminder!