ScottMadden, Inc.’s Post

Congratulations ElmTree Funds on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

Every employee I know works every day to get from point A to point B. Sometimes they follow straight lines. Sometimes they zig zag. Sometimes there’s a chasm to cross. Just about every time there’s an obstacle to confront. As leaders, our job is to create the conditions so our employees can arrive safely, wherever it is that they’re headed and ensure they feel confident in meeting unexpected challenges. It’s no small task. It turns out that the connections employees have at work - to the mission of the organization, to their manager and to their peers - are one of the most effective ways to manage that gap. The key question is whether you’re making it easy for your employees to access the people, resources and peer-validated skills they need so they can be productive and positive from anywhere? On October 9 I’m excited to return to Los Angeles for From Day One’s conference on culture where I’ll explore the answer to this big question with Dr. Eryn Mack Legette, Chief People Officer for TruAmerica Multifamily. Dr. Mack and I are excited to share the dais with Brie Schraeder-Harvey (She/Her), Advisor with Achievers Workforce Institute. Brie will guide a riveting workshop entitled “Motivating Beyond Money: Investing in “Emotional Salary” to Engage and Retain”. Also on stage are Ross Pollack of Lionsgate, Dr. Peter H. Kim of University of Southern California, Kim Beauvais of FOX Sports, Antonio Hairston of WME | William Morris Endeavor, Faith E. Pinho of Los Angeles Times, Samantha Khoury (Stewart) of Los Angeles Lakers, Bernie C. Knobbe, CEBS, CCP of AECOM, Chandler Bondan of BuzzFeed, Sarah Jingco of Securitas Group, Laura Bartus, SHRM-SCP of Humana, Pamela Avila of USA TODAY, Alison Brower of The Ankler, Christine White of Alstom and Nick Wolny of OUT MAGAZINE. You can learn more here - https://lnkd.in/gtCUqEwY

I’ve joined two clients at offsites in the last week, to review feedback from their clients, partners and employees on their firm’s culture and ways of working. Both firms are set on a growth path and are taking a moment to take stock and ensure they’re ready to drive and manage growth. Reflections that may be useful for leaders across firms: (1) People rarely feel compassion for those they perceive as having more power than themselves. This means if you’re at the top of an organisation, probably no one feels compassion for you, *even when you deserve it*. That’s just part of the job. (2) Showing vulnerability by asking for feedback and then sharing it is a powerful way of breaking through the power divide, and turning ‘us vs them’ into ‘us.’ (3) Hampshire and Sussex are really beautiful :-)

On the flight home, I was thinking about the critical role that Employee Resource Groups (ERGs) and Infinity Groups play in shaping a company’s culture and image. It struck me how vital it is to ensure that the leadership of these groups is not only well-qualified but deeply connected to the mission they are championing. Properly vetting candidates for these roles goes beyond checking their resumes; it’s about understanding their genuine reasons for taking on such a position and ensuring they have firsthand knowledge and passion for the group’s goals. The consequences of having the wrong people in these critical roles can be severe. Misalignment between the group’s mission and its actions can lead to a loss of trust, a diminished impact, and a disconnect with members. More broadly, this misrepresentation can harm the company’s image, affecting perceptions from all stakeholders, both internal and external. The company could be seen as lacking authenticity in its commitment to diversity and inclusion, which can lead to far-reaching negative consequences. As leaders, it’s imperative to recognize that the effectiveness and credibility of these groups are a direct reflection of our leadership. We must take responsibility for ensuring that the right individuals are in place—people who are not only qualified but also truly passionate about and knowledgeable of the group’s mission. This careful selection process is essential for maintaining the integrity of the group and protecting the reputation of the entire organization.

Congratulations Housing Trust Group, LLC on being one of our 2024 CRE's Best Places to Work! 🎉 The best place to work is more than benefits packages, compensation and flexibility. Although all the aforementioned matter, we also considered examples set by corporate leadership, the company's spirit to giving back, and the affection employees help at these firms. Read the reasons behind our picks: https://lnkd.in/ggUd5xGS

In this highlight series, my team at Michael Baker invited me to quickly share about my role, challenges, and my involvement with organizations in my industry. Check it!

Another great start Jobs for the Future (JFF) Horizons! Inspired by Gina Raimondo and Meghan Hughes and their energy and passion for workforce development. Two takeaways Business’ engage in workforce development because it’s good for business secondary to it’s the right thing to do. America can compete for manufacturing but we need to continue to invest in training and research and development.

Are the recruiters your company uses happy? Why should that matter? Simple, when you hire a staffing agency that agency is representing YOU to top talent in your market. I don't know about you, but I know that I would want happy and satisfied recruiters representing me and my team. Recruiters are quite often the first impression prospective employees will have of your company and more specifically of you as a leader, so yeah, it's kind of a big deal! Proud of Beacon Hill for our consistent top scores on this list. What has your experience been using staffing partners or recruiters?

It’s no secret—employees who feel valued are more likely to stay. Use these seven types of recognition for employees and start making a plan to incorporate them with your team. https://bit.ly/3V3R13n