Archives for Professional Development

There is a Method to Break the Talent Management Madness

  Discussions about talent management systems can lead to many places. Many companies use multiple sources to accomplish their talent management needs: a recruiter to find people; different motivation systems attempting to engage employees; and advance, or develop, people through internal managers measuring performance with basic performance indicators. However, It is rare for all these pieces to fit together or build on each other. These systems are also unlikely to have any relevance to the job itself. What if… … The job could talk? What skills and talents would the job ask for? … You had a specific job benchmark
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The Cost of a Wrongful Hire

    If you have been a hiring manager for any period of time, you have probably experienced the pain associated with hiring the wrong person. If you think through some of those bad experiences, what often comes to mind are the pains associated with the hire. This could include a wide variety of things such as the negative impact they had on team unity, the impact their lack of engagement had on productivity, or the stress that dealing with the employee had on your life. Making the wrong hire can have a wide ranging impact on your business. Frankly,
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THE (NOT SO) SECRETS OF HIGH RETENTION

  Employee Retention – It’s a phrase we hear used quite often in the workplace. Virtually all companies say that they are striving to improve their retention. Yet, few can tell you specifically what they are doing to impact their retention rate. Many companies don’t necessarily make the connection between the hiring and onboarding process with retention. But the two are closely related. We recently read an article written by Jennifer Lawhead at TTI that got right to the heart of the matter. We hope you enjoy this impactful article. If you are ready to invest in your employees, Bluewater can
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The Importance of Succession Planning and a Timely,Tragic Tale

Hi I’m Mark Debinski founder & president of Bluewater Advisory broadcasting again today from lovely Fairhope, Alabama right on Mobile Bay.  Today’s topic:   The Importance of Succession Planning. We recently presented at a conference in Destin, Florida with several companies that were first, second even third generation business owners on the topic of Succession Planning.  And we were reminded currently with a sad but timely example of how having a proper succession plan in place can sometimes save your company. We want to share three points with you today. Succession planning needs to start with the current generation of ownership
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Onboarding New Employees: What You May Be Missing

The process of onboarding new employees seems straightforward at first: introduce them to their team, their workflow and align them with your company’s objectives. However, bringing on new employees is often not as easy as thought, and often an overlooked – or worse, failed – opportunity to get new team members working at their highest and best use in an efficient manner. How can you be certain that your new employees will acclimate to the company culture? Are they clear on the key accountabilities of their position? How can you develop your employee over time to better meet those accountabilities?
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Raising Recruitment Value Proposition

Hi, I’m Rebecca Debinski, daughter of Mark Debinski Chief Talent Officer of Bluewater Advisory, who is out conducting a Job Benchmark right now. I’m in the Outer Banks and I’m here to explain to you how Bluewater Advisory is able to significantly raise recruiting value proposition without raising fees.  Bluewater is able to do so because first, they are highly analytical and by using the job benchmark patented process and by assessing all possible candidates for the job , can provide the client with a job fit index. Second, Bluewater has an onboarding component which is like a roadmap to
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A Different Type of Recruiting

Hi, I’m Mark Debinski Managing Member and Chief Talent Officer of Bluewater Advisory broadcasting today from Destin Beach, Florida.  Today’s topic is A Different Kind of Recruiting. We are often asked what makes Bluewater Advisory’s approach to recruiting so unique and effective.  We like to keep things simple and it comes down to three things.  The first is called a job benchmark.  The second is a very strategic and analytical approach to sourcing and assessing candidates. The third is a continuous improvement process and the fact that we stand behind our work. Let’s look at each one briefly. The first
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Why New Managers Fail

Hi, I’m Mark Debinski, Managing Member and Chief Talent Officer of Bluewater Advisory broadcasting today from the windy shores of Mobile Bay in low country Alabama.  Today’s topic is Why New Managers Fail. I read an article just last week that stated that 40% of new managers fail within this first 18 months.  To me, that’s shocking – that’s 4 out of 10 that don’t make it in a year and a half. From my experience, I’d like to submit that there are three critical success factors for a new manager or conversely three potential failure points along the way. 
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To PIP or not to PIP

Hi, I’m Mark Debinski, Managing Member and Chief Talent Officer of Bluewater Advisory.  I’m going to share with you today how we recently declined some business. Upon the conclusion of a Leadership Development Program that we completed last week in Florida, the President asked if we would work with one of his particular managers for the next 90 days under a Performance Improvement Program, commonly referred to as a PIP.  This means that there are specific things upon which the manager must improve in the next 90 days or the manager will lose their job –  a serious situation.  This
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