People Solutions

People Solutions

By Strategic Talent ManagementBusiness
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People Solutions episodes

  • Episode 33: When is a focus on people just too much?

    How to spot people who are just "too nice."

    Our latest podcast episode features Art and Alyssa as they discuss competency shifts and what they mean. Some highlights include:

    • Trends we've seen in job candidates’ attitudes about people, productivity, and planning
    • When an over focus on people can be too much of a good thing
    • How to screen out candidates who are too focused on people to the detriment of the competencies you really need

      • You can contact STM to learn about how our assessments can help you improve your success rate in hiring and promotions, including identifying those who are just “too nice” for the job.

      18 min
    • Episode 32: “What do you do?” Is a trick question

      In our latest podcast, Sue is joined by Kathy Dockry, founder of Significa Group. Kathy is a leadership coach hired by large global companies to work one-on-one to accelerate the growth of top talent and is a thought leader on the power skills of influence, persuasion, and presence.


      Join us as we discuss:

      • Why “What do you do” is a trick question
      • Why it’s important to focus on the VALUE of your people and yourself rather than the ACTIVITIES you perform
      • How to articulate your own value and unearth value in others

        • For more information on this subject, download Kathy’s white paper - Click Here

        (or copy and paste this link https://strategic-talent-mgmt-1.s3.amazonaws.com/wp-content/uploads/2023/01/18092959/What-Do-You-Do-Is-a-Trick-Question.pdf?inf_contact_key=97112c5505bf3715f8d7d234cd29b349)


        29 min
      • Episode 31: Skills Can Be Developed, Values Cannot

        In this episode of STM’s People Solutions podcast, Sue, Art, and Alyssa discuss the differences between skills and values and why it’s an important distinction for hiring or promoting people.Listen in as we discuss:

        • Don’t be blinded by surface behavior. Dig deeper to uncover core values and motivations.
        • Value alignment allows for intuitive understanding of vision and direction and helps ease conflict.
        • Bet on and invest in people whose values align with the organization and who are open to coaching and developing new skills.

          • Need help navigating the hiring or promoting process? Download STM's Interviewing Guide and Interviewing Questions from the resources page on our website.

          13 min
        • Episode 30: The Importance of the First 90 Days
          In this episode of STM’s People Solutions podcast Sue and our Senior Consultant for Training & Development, Chris Massaro, talk about how to navigate the critical first 90 days of employment.
          Break your strategy down into 30-day increments: learning, planning, executing
          This is a two-way street.  The same structure applies to the employer and the new leader.
          This is not the time for big, bold moves.  It is a time for listening, observing, and asking a lot of questions.
          21 min
        • Episode 29: Performance Management: It’s a Process, Not an Event

          In this episode of STM’s People Solutions Podcast, Art and Sue talk about the importance of ongoing communication as a key element in an effective performance management process.Some of the topics we touch on in this episode include:

          • Regular communication about performance increases retention and reinforces strategic vision.
          • Performance management is a continuous process of improvement and goal setting.
          • If managed effectively, no one should be surprised at the annual review.
            • 18 min
          • Episode 28: Experience vs. Capacity: Finding Diamonds in the Rough

            In this week's episode of STM's People Solutions Podcast, Alyssa and Art talk about what you might find when you look beyond an individual's education, experience, and skillset. Consider their capacity, and the importance of looking within your organization first when trying to fill a position. Join us as we discuss:

            • Hiring young or inexperienced people is risky because you do not know if the candidate is worth your investment of time, energy, and dollars to train or develop.
            • Capacity is more important than skill, because if the candidate has the capacity, you can train them for skill.
            • Don’t forget to look around your organization for individuals who may have the capacity and drive to fill vacant roles first, otherwise they may end up at your competitor's business!
              • 15 min
            • Episode 27: Do you have the right gear in your leadership toolbox?

              In this episode of STM’s People Solutions Podcast, Art and Sue talk about leadership capacities within the framework of the 13 Stages of Leadership Excellence.Join us as we discuss:

              • Understanding a person’s capacity for leadership and how they fit your current needs.
              • Developing your people to align with your plans for the future.
              • Improving the overall leadership culture of your organization.

                • Click here for more information on the 13 Stages of Leadership Excellence.

                12 min
              • Episode 26: Bridging the Gap in Career Development Expectations

                We recently circulated a report around our team that was based on a survey by Adecco. The report asserted that although we all understand that the best way to address the global skills shortage is through re-skilling, up-skilling, and an overall commitment to career development, the research showed that leaders and the people they lead have radically different perspectives about whether that is being achieved. What does this mean and what can you do about it?

                • At its core, this is a communication issue. Regular and meaningful career conversations with your people is a worthwhile investment.
                • We tend to know more about the career aspirations of our new hires than our long-term employees. Make it easier to hire internally than externally.
                • Set up the aspiration to build a culture of life-long learning and internal mobility.
                • Create the expectation that your employees need to take charge of their own careers. They need to have skin in the game.
                  • 7 min
                • Episode 25: Effective Onboarding and Offboarding

                  We spend a lot of time talking about onboarding, but are we paying enough attention to offboarding? Regardless of why and how your employees leave you, they will still be talking about you. How they’re treated on the way out the door will impact what they say. Will they be an ambassador or an adversary? In this episode we discuss:

                  • Recognizing exiting employees for their contributions.
                  • Creating a plan for handing off projects and responsibilities.
                  • If it's an involuntary exit, providing constructive feedback to help them be more successful in the future.
                  • Not underestimating the power of a structured exit interview!
                    • 20 min
                  • Episode 24: Goals Are Important, Right?

                    We at STM talk a lot about energy & drive and how important it is to uncover it in the interview process. In this podcast, Art, Sue, and Alyssa talk about future focus as a key indicator.

                    • Too low and you risk a mediocre hire, disappointment, and a lack of commitment and engagement.
                    • Too high and you’ll have someone who will accomplish their goals with you or without you. Is all of that energy pushing them in the direction you need them to go?
                      • 17 min

                    About People Solutions

                    From the publisher's feed

                    People are the most important ingredient for your business or organization’s success. We believe the way to take your organization to the next level begins with knowing your people and yourself. When leaders and managers are spending fewer hours addressing the fallout of disengagement, mediocre performance, and unclear communications, they have the time and energy to achieve organizational goals.