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You are here: Home / Archives for Jodi Davis

December 3, 2015 by Jodi Davis

Sunrise or Sunset? The Art of Perspective.

sunsetAs the days get shorter and the year draws to a close there is a certain melancholy that lingers in the air. The contagious spirit of the holidays is pervasive as it seeps into our daily lives – in the media, at home and at work.  At the same time, the world and our nation are enduring horrific acts of violence and terror that ignite irreconcilable fear in our hearts and minds. The dichotomy of these emotions can play havoc with our perspective.

As December draws to a close, do you dwell on the end of the year or do you relish the idea of a new beginning?  It is a time for reflection.  We count our blessings while nurturing our hopes and dreams.  We measure our accomplishments as we formulate new goals. Assessment of the past is intertwined with anticipation for the future.

The present becomes a matter of perspective.  The survivors of recent terrorist attacks remind us to maintain a perspective of strength, hope and gratitude. We must keep a sense of balance in our work, relationships and daily lives.  To do so, will help us diminish the fear while fostering a sense of joy.  Live life with a renewed confidence for the future.

The sun will surely rise tomorrow. What will your perspective be as you anticipate the year ahead?  Who are the people you need to reconnect with and love? What changes do you need to make to achieve your desired goals?  Nourish your dreams and cultivate a joyful plan for the new year before the sun sets.

 

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Filed Under: Career, High Performance

August 25, 2015 by Jodi Davis

Reaping the Benefits of Onboarding

In a Talent Driven Market, more companies are embracing the need to effectively recruit, develop and retain the very best employees.   A strategic onboarding process is a critical component of effective Talent Acquisition programs, and yet it is often overlooked as a priority. Does your company employ this valuable strategic tool?

According to an Aberdeen Group report in 2014, only 32% of companies have a formal onboarding process in place.   This fact is more alarming when compared to research that asserts nearly 40% of newly hired executives fail or quit their positions within the first 18 months.  Further, the Aberdeen Group reported in 2013 that 80% of new hires decide whether or not to leave a company within the first six months and 25% (one in four) actually do leave before making a valuable contribution.

Companies spend a great deal of money recruiting key talent. They also recognize the high cost of losing top talent. Turnover can negatively impact employee morale and organizational productivity.  The sudden departure of a newly hired executive may influence a company’s image, making it more difficult to recruit additional new talent.  The first months of a new hire’s tenure go by so quickly and they are critically important. Are you setting your new recruits up for success?

What is onboarding? Onboarding is more than employee orientation. It clarifies roles and outlines expectations and success criteria.  It aligns goals with the organizational vision and identifies behaviors and competencies necessary for success.  Onboarding maps out key relationships and delivers insightful feedback from key stakeholders.  It focuses on the early months of an executive’s tenure and includes a custom designed onboarding document to guide the executive’s cultural integration. There is often a one-on-one executive coaching partner to guide and monitor the executive’s onboarding experience.

Why don’t more companies use onboarding? In 2013, SilkRoad, a global provider of end-to-end HR Solutions, surveyed 250 HR professionals, from a range of companies and industries.  Their research revealed that many companies do not have a formal onboarding strategy mostly because of lack of time commitment to the process, budget and limited expertise on how to develop or manage a program.

What are the benefits of onboarding? A strategic approach to onboarding accelerates a new hire’s integration with the organizational culture, business strategy and leadership team. The process, when done well, can transform a new hire into a highly productive, contributory leader faster and more effectively.  It enhances communication and collaboration while strengthening relationships. It increases retention and in doing so, lowers the overall cost of recruiting.

Set up for Success: I recently had the privilege of helping a prominent Twin Cities organization implement a structured onboarding process for a new senior executive.  We designed the program to ensure the success and retention of a highly regarded executive who was aggressively recruited.  Our onboarding process started before the executive’s first day of employment.  The hiring manager and I outlined a 90-day plan. I interviewed him, significant peers and the hire’s direct reports to draft a “Blueprint for Success” guide for the new executive.  Our engagement included an executive coaching component with monitoring check-ins to ensure success or manage course correction.

This process was overwhelmingly embraced by all participants. People were forthright, engaged and committed to helping the new executive quickly acclimate to the culture. The interviews were powerful and participants shared personal and professional information increasing the win-win potential for themselves, the new executive and the organization.  The new hire welcomed the onboarding plan and the executive coaching partnership.

My client experience validated the efficacy and wisdom of taking a strategic approach to onboarding. The company and the new executive shared a commitment to success. They leveraged onboarding and are positioned well to achieve their full potential.

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Filed Under: High Performance, Leadership

March 27, 2015 by Jodi Davis

What Impacts Career Potential?

What do successful people do to help achieve their goals and a sense of career fulfillment?

JD Coaching & Consulting conducted a nationwide research study of business professionals to identify career best practices. The findings from nearly 500 respondents confirmed the importance of ten components of career management and clarified which ones were more often employed by people who were highly satisfied with their career.

This research offered valuable insight into the real-world behavior of career professionals. The data collected from the Highly Satisfied group of respondents revealed what successful people do to achieve their goals and a sense of fulfillment.  This information provides a clear road map for helping professionals better manage their career path.

Career Impact

The greatest percentage of respondents (53%) indicated that they were “satisfied” (33%) or “very satisfied” (20%) with the present state of their career. Sixty-five percent said that their career was “on track” and an overwhelming majority of respondents (75%) stated that they had a “desire to advance” their career.

There was no appreciable difference, in perceived importance of the ten career management components, between people who rated their career satisfaction HIGH vs. those who rated it LOW.  However, there was a marked increase in achievement of all career management components by individuals who rated their current career satisfaction as HIGH.  Most significantly:

  • Highly satisfied (HIGH) respondents reported 157% more achievement of being proactive about their career’s future than those who had low satisfaction (LOW).
  • Individuals with HIGH career satisfaction were 141% more current with skill enhancement and professional development than the LOW respondent group.
  • The HIGH group reported 140% more achievement in having a trusted source for navigating workplace issues than those in the LOW group.
  • Respondents in the HIGH group, reported higher achievement in having a robust, vital and supportive network (135% more) than the LOW respondent group.

Interested in learning more?  Request your copy of our Career Research Study.

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Filed Under: Career, High Performance

March 10, 2015 by Jodi Davis

Change Brings Opportunity

OLYMPUS DIGITAL CAMERA

As we celebrate our ten year anniversary, JD Coaching & Consulting is delighted to announce the redesign of JodiDavis.com, along with a new partnership with Wowza, Inc., a creative studio and design firm.

We know that change is inevitable and often times, the only constant. We don’t always choose change ~ sometimes it chooses us. Even for the most reticent individuals, change can bring new energy to life situations. It becomes an opportunity to rejuvenate our passion, purpose and productivity. This is the spirit we’ve embraced as we continue on our path to potential.

Visit our website and find out how we can energize you, your team and organization to achieve your potential! Be sure to sign up for our quarterly newsletter ~ the results from our Career Best Practices research project will be coming soon! Learn more at JodiDavis.com

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Filed Under: High Performance

May 16, 2014 by Jodi Davis

Achieve Your Potential with a Coach

No sports team has won a championship without a coach. During the NBA playoffs, Stanley Cup finals and even the Super Bowl, have you noticed all the cut-away images of the coaches? The players (clients) are at their work, but the coaches are pushing the players to their peak performance.

In the non-sporting world, the International Coach Federation defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.” In my book, The Promise of Potential, I highlight that coaches are your partners in power. This means that coaches harness and amplify your power.

There are many different types of coaching: executive, career, performance and personal life coaching to name a few. The foundation of each coach-client partnership is in the value placed on the individual’s life experience and goals. It is a very integrated process. At its best, the client sets the agenda and the coach facilitates goal attainment. By design, it’s a power alliance.  You identify your goals and the coach guides you through the process of achievement.

Some ask, “Why do people hire coaches?” Especially when they see an individual with a supportive family, great friends, strong manager or talented mentor. A coach is different from this list of supporters. Coaches use specific techniques to help the client find the answers, resolve the issues and attain the goals. Coaches are trained in reflective listening and in using deep inquiry to gain personal insights. These skills lead to their success in helping their client move forward toward set goals. The coach has the questions. The client has the answers.

The coach is also trained to hold the client accountable. Not surprisingly, when individuals pay money for a coach, there is often an increased perceived value in goal attainment. We are more likely to do our homework to avoid throwing money away! There is a symmetry to coaching—a sense of balance and appreciation for work and life. In reality, we pursue and achieve our goals in the midst of relationships, work environments, personal challenges and professional demands.

To be clear, coaching is not therapy. Coaches may use assessments to help formulate ideas for their clients, but these are not psychological instruments. Coaching focuses on individual needs within the context of the entire game of life. In this way, personal coaching is actually more synonymous with its sports coach counterparts.

So if you want more for your life—more achievement and fulfillment—get a coach! They are your partners in power and can help you to achieve your potential.

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Filed Under: Career, Featured

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