How Will You Break Through?

By: Evan Tabar, March 27, 2018

We know breakthroughs take determination, hard work, discipline and trust, which is why at The Devine Group we measure competencies like Ambition & Drive, Takes Action, Positive Outlook and more! At the Sandler Annual Sales and Leadership Summit, we had the opportunity to acknowledge the outstanding efforts of Devine award winners! We applaud their success and hope their results will inspire leaders to discover how Devine assessments and talent analytic tools help to create opportunities and to provide organizations with the competitive advantages needed for greater success.

To learn how you can break through, 

Take a look at our award winners:

Revenue Performance Group, LLC – 2017 Global Top Producer: Matt Benelli (pictured), Mike Myers & Colum Lundt
Neuberger & Company – 2017 Top Producer Mid-Atlantic Region: Sarah Solberg (pictured) accepted the award for Matthew Neuberger
Dunn Enterprises – 2017 Top Producer Southern Region: Jim & Tessa Dunn (pictured)
Market Sense, Inc. – 2017 Top Producer South Central Region: Linda Scheible (pictured) accepted the award for Karl Scheible
Gerry Weinberg & Associates, Inc. – 2017 Top Producer Great Lakes Region: Alana Nicol (picured) accepted the award for Gerry Weinberg
Stark and Associates, Inc. – 2017 Top Producer North Central Region: J.B. Andrews (pictured)
CrossRoads, Inc. – 2017 Top Producer Western Region: Jim & Joan Stephens (pictured)
Sandler Training ISC – 2017 Top Producer Canada: John & Lucy Glennon (pictured)
Sandler Training Dan Macias – 2017 Top Producer International and 2017 Rookie of the Year: Dan Macias and Teresa (Prieto) Macias (pictured)
Sandler Training McCreadie – 2017 Top Producer UK: Andy McCreadie (pictured)
Corporate Strategies & Solutions – 2017 Golden Globe Award: Bill Bartlett (pictured)
Sandler Training Chicago & Northbrook – 2017 Golden Globe Award: Jody Williamson (pictured)
Lynn McInturf Associates, Inc. – 2017 Golden Globe Award: Lynn McInturf (pictured)

The Kids Are All Right

By: Elise Lotz, March 15, 2018

Yes, this is another piece on the new generations and how the workplace dynamic is shifting as Baby Boomers retire and the next in line slowly take hold of the reigns. But it’s not what you’re expecting – there’s nothing to be found here about who’s right and who’s wrong, and why we kids just can’t get any respect. This may be written by a Millennial, but I assure you every word in this piece affects each individual in the workforce, regardless of age, creed or race.

As it is currently, about 20% of Millennials hold leadership positions, a number that is expected to rapidly grow. With this also comes new styles of leaderships. As opposed to their predecessors, Millennials are known to carry very strong convictions but remain timid in their interactions. They value feedback, ethics, flexibility and values. In my humble opinion, the vast majority of organizations could stand to use more of these principles, but that doesn’t necessarily mean it’s right for everyone to overhaul how they run their business. It’s key to find the right leaders and identify the best fit for the organization so you can be as prepared as possible when the leadership change happens, knowing (with impending change or not) you placed responsibility into the right hands.

How then can you decide – relatively objectively – who is the proper candidate to serve in a position of leadership? You can let a variety of assessments do the work for you. The Devine Group offers hiring, development and succession plan assessment technology that allows you to create the ideal candidate profile, and evaluate how well current or prospective employees match what you’re looking for. As our solutions span the employee life cycle, we can assist in your search for new candidates, develop the team members you currently have and assist in planning for the future of your organization that’s no longer very distant.

Stepping into the unknown and allowing those that come after you to have control can be a little unnerving – but only to the unprepared.

Are Your Interviewers Losing Their Edge?

By: Joe Koczwara, March 1, 2018

There’s an endless supply of articles online geared at helping job candidates perform perfectly at a job interview. They cover topics such as interview questions and answers, body language tips, and personal experiences from people who’ve interviewed at that same exact company for the same exact position. With all this information disseminated on the world wide web, it’s almost impossible for a candidate with the right professional experience to be ill-prepared for an interview. But what happens when it isn’t the interviewee who is ill-prepared, but the interviewer? It can leave companies at a loss when then can identify that there’s an issue securing top talent, but not the reason why.

According to Pew Research Center, millennials aged 18-33, are on their way to being the most educated generation, and with that comes many advantages. For example, consider the University of Cincinnati. They pride themselves on preparing students for the workforce with their cooperative job placement and internship programs. This strategy ensures that each student, at the least, has interned in their field of study for one semester. At the most, students could have spent three rotating semesters working full time at different organizations. They aren’t granted these positions, but instead have to acquire them based on merit and a successful interview.

Programs like these not only prepare students to be professionals, nor does it just give them a competitive edge, but provides them with a lifetime skill set that allows them to identify what type of company they want to work for, simply based off research and an interview. It’s important to remember that interviews provide a chance for job candidates and organizations to find their best match.

So, if job candidates can scour the internet to learn how to ace an interview, where can organizations and their interview team go? To gain essential skills needed to conduct a good interview consider using InterviewRight, an interactive web-based training program designed to prepare HR teams and managerial-level employees to conduct high-quality interviews. By making this a priority, organizations can be well prepared to conduct a successful and efficient interview. For more information regarding InterviewRight or any other product we offer, contact us.

Is Your Talent Strategy A Competitive Disadvantage?

By: Chris Leech, February 13, 2018

Businesses often focus on building a competitive advantage via product differentiation.  When accomplished it can be very rewarding, however, in today’s rapid technological pace the fast followers will erode that advantage quickly.  In 1985, a Harvard Business School Economist named Michael Porter clearly established two different types of competitive advantages.  Companies can gain by focusing on being the low cost leader or through ongoing differentiation.  He was also clear on the point that trying to accomplish both simultaneously will result in mediocrity due to their conflicting nature.  There is, however, one very common thread between the two: effective resource and capability utilization. more…

Open Feedback Tools Take the Lead in 2018

By: Lynée Miller, January 30, 2018

Business values are the company’s identity.  Many companies focus on technical competencies, but overlook the bottom-line competencies that make the well-oiled machine high-powered.  Employers expect excellent performance from their employees.  Obtaining open and recurring feedback serves as a foundation for identifying development chances for the individuals.  Open feedback, or open text tools, make it possible for leaders to realize more precise measures on development needs.  Additionally, the open feedback tools also provide data to the leaders on their own contributions toward success within the organization.  Having the open feedback responses helps leaders focus on not only their priorities as the leader for the business, but also building a rich environment with good values.

Connectivity has never been more important in the business world.  Leaders are focusing on more human interaction.  These interactions drive creativity and relationships.  Companies have worked long and hard to find and acquire their top talent, the next stage is to measure happiness and engagement.  Open feedback tools provide big insight on the individuals and also provides for rich opportunities to perform real-time coaching.

Using open feedback tools often acts as a pulse to obtain valuable information from employees.  Identifying the health of the employees is critical for sustainability.  When using the open feedback tools, make it fun.  Change the questions each time the survey is sent, but keep the straightforward focus on your goal to measure happiness. Consistency in listening to, developing and showing appreciation keeps the employees gratified and happy. Engagement, culture and pulse surveys are just a few means of anonymous methods an employee may use to express their feelings and concerns without risk of retaliation or feel unheard. Anonymous feedback ensures every employee is given an equal vote on every question asked. Open feedback tools are a useful vehicle to deliver information, helping leaders with inclusion, respect and empowerment of individuals.

As Fydor Dostoevsky quoted, “The greatest happiness is to know the source of unhappiness.”