Author Archives: Julie Steele

The Ultimate Productivity Tool

Posted on February 16, 2011 | 4 Comments

Yoga, adrenaline sports, education, networking, training.

Yes, all of these will undoubtedly help you in life, but here’s another tool that is so often overlooked: sleep.

My life has changed a lot over the last few years, and I’ve become increasingly aware of the importance of sleep. Nights out, work demands, sports, pregnancy, and a restless toddler all conspire against a quiet night’s rest.  When I was younger I could make do with four or five hours of sleep, leaning on my coffee mug when required. Now, irritability and blandness creeps in where my creativity and sense of humour used to be. And now I realize:

Sleep brings more joy, effectiveness and productivity into our lives. It is vital to every type of success.

Arianna Huffington’s funny TED Talk about the importance of balance and getting your Z’s really hit home. A successful entrepreneur in her own right, she points out that having a high IQ or a busy schedule doesn’t translate into successful business or good leadership. Even the most brilliant leaders require time for reflection and rest to make the most of their abilities.

Ms. Huffington seems to be on to something! Years ago, she badly injured herself after falling due to exhaustion. She then re-engineered her entire life to incorporate more sleep. Last week she sold her 5+ year old company, the Huffington Post, for USD $315 million. Not a bad return on investment.

~ Julie Steele

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Posted in Inspiration

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The Rookie Card

Posted on November 10, 2010 | Leave a comment

A recent conversation with a local business leader stuck with me.  “Ms. Fabulous” shared her philoshophy on new employees: she gives every new hire a Rookie Card. This card allows the bearer to learn, make mistakes and ask multiple questions during the first six months.

As an example, she recently hired someone at an intermediate level with over eight years of industry experience.  I enquired how the new hire was adjusting, and Ms. Fabulous’s response was surprising. With a laugh, she candidly explained the employee had made several small mistakes and was having difficulty navigating their complex regulatory system. However, rather than being upset or concerned, she stated she was thrilled with all the progress! Ms. Fabulous could see that this new employee frequently asked questions and was very engaged in learning their complicated systems. As an experienced and adept manager, she understands every company has slightly different rules of play, even in this particular case where she hired someone from a direct competitor. Regardless of seniority, new employees have to be part-student and part-employee. Ms. Fabulous knows from experience that no external candidate can exceed expectations within a few months in every area, as their business is complex and their standards are high.

The industry buzz about Ms. Fabulous is that she is a sought-out leader who manages an exceptional talent group. Due to her philosophy of hiring people with the best attitudes and promoting from within, she rarely hires above junior level. This has a marvelous side-effect of keeping employees motivated and happy. If you have made a recent hire, regardless of seniority, you might want to consider passing them a Rookie Card. This sets them up for success, which ultimately reflects well on your entire organization.

~ Julie Steele

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Posted in Management Excellence

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How to live before you die

Posted on November 4, 2010 | Leave a comment
An inspirational speech on following your curiosity and intuition to find your true purpose. Steve Jobs has faced incredible adversity, including being fired right after launching the very successful Macintosh computer. He described himself at times as a “very public failure.” In every case, he turned a negative situation into a fantastic creative period to create something new. Pixar, Apple, and even the ubiquitous iPod have come out of his amazing faith and focus on building a better future.
“The only way to do great work, is to love what you do.” – Steve Jobs

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May we introduce you? Finding work that creates bliss.

Posted on July 21, 2010 | Leave a comment

Finding your dream job- here at McNak we are often asked: how do you do it? We believe it starts with your unique vision. From our experience of examining thousands of jobs a year, we know there is a career that plays to your individual strengths. A place where colleagues truly appreciate your concepts and contributions. You just have to find it. It is not a ‘job’ where you fill your time from 9 to 5, but an environment that stimulates you to innovate and create.

The most critical step in acquiring your dream job is networking. Cast a wide net by speaking to former colleagues and acquaintances. Specifically, gather a list of two to five companies you’d like to work for. Articulate your interest in these businesses – what makes these firms compelling for you? By being specific, you give your audience a clear idea of your skills and the culture you’d like to work in. You’d be amazed at the results – when people understand your motivations, they are in an excellent position to introduce you to the right people.  You’ve drawn them a clear picture of who you’d like to meet. Securing an introduction to the right person is far more likely, and it can make the difference between loving your career …or not.

Of course if you’ve worked with McNak in the past, you know that we enjoy introducing like-minded people so much we’ve chosen it as a career! We have always been passionate about introducing you to your perfect match.

~ Julie Steele

photo credit: D Sharon Pruitt

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Posted in career, Human Resources

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The Importance of Cultural Fit – Part II

Posted on November 19, 2009 | Leave a comment

Cultural Fit Part II -  How to hire the “Perfect” Candidate

A lot of people will wish you luck in finding the perfect candidate – they will say that you need it. Not true! Employers can make their own luck by carefully selecting the right person and merging him/her with your existing team.

Like any successful business practice, a little bit of process and planning will yield huge dividends.

Start with the Details

First, you must be able to describe the position in a detailed and accurate way.  To do this, systematically evaluate why previous employees have left. Were there technical gaps? Relationships that never gelled?  Examine performance reviews for the entire team, and look for recurring themes of strength or weakness. Use this information to draw up a new, fully detailed job description that focuses equally on technical expertise and behavioural characteristics. Yes, you may want to skip this step! Persevere – this information will allow you to exactly pinpoint the person you’re looking for.

Build a Common Vision

If this is a complex role, ensure senior managers involved in the hiring process generally agree on what a “perfect” candidate looks like in terms of experience and personality. Schedule a brief meeting, and separate the criteria into “must have” and “helpful to have”. You may be surprised to hear how members of the same team view the role differently! This meeting will provide clarity once you begin the interview process, and will save valuable time and effort.

What Do You Need to Know From Your Candidates?

Select the right interview questions to screen for desired behaviours. To do this, go through the information you learned in step one, and ask for specific examples of how the candidate has dealt with similar challenges in the past. This is called Behavioural Interviewing Techniques, and it brings a great deal of clarity about a candidate’s experience and their way of thinking. Truly, it explains how they “get things done,” which is a combination of internal motivators, external motivators and communication style. If you follow this process, the top 1-2 candidates should stick out by a mile.   Click here for inspiration.

Mentor Success!

Congratulations, you’ve chosen an amazing person for your organization and your work is done. Well, almost! Research shows the on-boarding process ultimately determines whether a person succeeds or fails.  An employee handbook is no longer sufficient.  During the first ninety days, your new employee must quickly learn the unspoken and unwritten rules about how the organization operates – ie. your culture. How quickly they learn this determines their success, and this is particularly true for senior management and executive roles. As a direct manager, you are responsible for ensure they understand your culture and communicate in an appropriate style. Many managers believe the new employee should have to “prove themselves” or “establish their value to the team.” However, we believe that current market conditions, changes in business direction and competitor threats will give your new team member ample opportunity to contribute to your organization! Most importantly, ensuring your new hire feels welcomed and respected means you’ll avoid having to go back to step one.

Your ability to mentor your new hire will allow them to shine, and effectively contribute to your organization!

~ Julie Steele

photo credit: Joe Shlabotnik

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Posted in corporate culture

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The Importance of Cultural Fit – Part I

Posted on November 16, 2009 | Leave a comment

Whether you’re aware of it or not, ‘cultural fit’ affects everyone  in the workplace. In fact, the higher up you go, the more important it  becomes (and you thought it was getting easier!).  This is partly as a result of  the new way we view our work.  The old expectations – that an employer would hire us at age 22 and provide us with a gold watch at age 65 – are gone.  We  now expect to work for several employers, possibly with more than one occupation.  New research suggests turnover is often caused by poor cultural fit,  where the values and beliefs held by the wider organization differ from the individual’s. Essentially, the wrong fit can make a high performer far less effective.

Culture is made up of the values, beliefs, and behaviours shared by a group – it’s the unspoken way we relate to each other.  When dealing with a thorny client issue, do  employees bend over backwards, or avoid calls? Does the CEO solicit ideas, or does everyone solve problems by themselves? The strength of these relationships ultimately affect the success of the you as an individual, and the broader organization.

If you are considering a promotion or a new role, here are some helpful hints to choose the right culture for you!

1) Begin by knowing a bit about yourself. There are excellent Behavioural Analysis Assessments available online (ie. DISC, Myers-Briggs, etc).   Discuss the results with  someone you trust.

2) Evaluate the criteria that are important to you, which might  include: sustainability, community involvement, sports activities, flexible working hours, parental leave, etc.

3) During the interview process, ask individuals how they would define their culture. A great question to ask is, “What kind of person thrives here?”, or “how do you get things done around here?” These questions go to the
heart of operating norms. You should expect a relatively consistent response across different levels of the organization!

4) Consider that the culture of your immediate group/division may be slightly different than the overall organization.

5) Finally, before you accept the new role, use your network to verify your own conclusions. Former employees provide excellent information. Also consider speaking to external consultants and suppliers, they’ll have a
slightly different perspective on both culture and efficiencies.

There are so many exciting and diverse organizations, with different goals and attitudes – choose one that is right for you!

~ Julie Steele

photo credit: oskay

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Posted in career, corporate culture

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