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Communication Employment Growth centric Leadership Organizational Culture Organizational Success Workplace Engagement

Leadership Styles to Incorporate into Your Business

Throughout history, great leaders have emerged with particular leadership styles in providing direction, implementing plans and motivating people. These can be broadly grouped into 5 different categories:

1. Authoritarian Leadership

Authoritarian leadership styles allow a leader to impose expectations and define outcomes. A one-person show can turn out to be successful in situations when a leader is the most knowledgeable in the team. One advantage of this leadership style is that Time spent on making crucial decisions can be reduced and the Chain of command can be clearly emphasized. This leadership style has a lot of disadvantages one of which is that it kills employee creativity and innovation.

2. Participative Leadership

The essence is to involve team members in the decision-making process. Team members thus feel included, engaged and motivated to contribute. The leader will normally have the last word in the decision-making processes. However, if there are disagreements within a group, it can be a time-consuming process to reach a consensus. One advantage of this leadership style is that it increases employee motivation and job satisfaction. One disadvantage of this leadership style is that decision-making processes become time-consuming.

3. Delegative leadership

Also known as “laissez-faire leadership”, a delegative leadership style focuses on delegating initiative to team members. This can be a successful strategy if team members are competent and are employees that take responsibility and prefer engaging in individual work. Delegative leadership creates a positive work environment as employees feel like their opinions and inputs matters. One disadvantage of delegative leadership style is that it creates difficulty in adapting to change.

4. Transactional leadership

Transactional leadership styles use “transactions” between a leader and his or her followers. They use tools like rewards, punishment and other exchanges – to get the job done. The leader sets clear goals, and team members know how they’ll be rewarded for their compliance. This “give and take” leadership style is more concerned with following established routines and procedures in an efficient manner, than with making any transformational changes to the organization.

5. Transformational Leadership

In transformational leadership styles, the leader inspires his or her followers with a vision and then encourages and empowers them to achieve it. The leader also serves as a role model for the vision, high morale of employees is often experienced, it uses motivation and inspiration to gain the support of employees. A disadvantage of this leadership style is that consistent motivation and constant feedback may be required, tasks can not be pushed through without the agreement of employees.

Conclusion

At the end of the day, in developing your own leadership style It is important to recognize and understand different leadership styles including the situations in which they work best. However, you are unlikely to be a successful business leader simply by mimicking these. Leadership is not about providing a certain response in a certain situation. It’s about using your natural leadership strengths in an authentic manner to inspire and motivate others.

Leadership training from a good business school or good leadership courses can teach you the dynamics of human behaviour as well as raise self-awareness and provide the chance to practise leadership in different situations

Knowing which of the leadership styles works best for you is part of being a good leader. Developing a signature style with the ability to stretch into others as the situation warrants may help enhance your leadership effectiveness.

Know yourself. Start by learning what your current dominant leadership style is. Ask trusted colleagues to describe the strengths of your leadership style. You can also take a leadership style assessment.

Understand the different styles. Familiarize yourself with the repertoire of leadership styles that can work best for a given situation. What new skills do you need to develop?

Practice. Be genuine with any approach you use. Moving from your current leadership style to a different one may be challenging at first. Practice the new behaviours until they become natural. In other words, don’t abandon who you are.

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Communication Employee Engagement Employment Health Interview Organizational Culture Workplace Engagement Workplace Wellness

WHY YOU NEED A HUMAN RESOURCE CONSULTANT

Taking care of your employees is as important as taking care of your clients, that is where Human Resources (HR) comes in. This is the department that focuses on employee matters and keeps them connected to the company. A strong, knowledgeable, and experienced HR department is important for any company but nowadays, hiring an HR consultant is a convenient way to get the job done. Human resource consultants provide a variety of general and specific advice to businesses, including on advanced and specialized duties. Knowing that you have a professional doing the job alleviates the worries associated with HR. More importantly, there are a lot of advantages in hiring an HR consultant. Let’s tackle some of these advantages so you could see if it is a viable option for your company.

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HELP WITH RECRUITMENT PROCESSES

HR management consultants helps companies recruit and hire the best candidates within the client’s budget They are in charge of hiring people who are qualified for the positions your company needs to fill. Recruiters use a variety of practices for talent searching, such as; using proprietary databases, reviewing potential internal candidates, social media, and posting positions on internet job boards. These consultants work with the client from the initial meeting through the final hire because they are aware that the hired employees are the face and backbone of the company and the performance of employees is a big factor on how well the company performs.

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BENEFITS AND COMPENSATION

Another area of HR specialization is benefits and compensation, sometimes known as total rewards. Total rewards include base pay, benefits, commissions, salaries, perks, bonuses, rewards, award programs etc. HR consultants help businesses maximize their budgets by determining which positions should be filled by employees and what functions should be outsourced. The consultant then reviews industry pay scales for these positions. HR consultants also offer payroll services, working with finance departments.

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TRAINING AND DEVELOPMENT

Another thing an HR consultant does is creating and scheduling training sessions. HR consultants help workers improve and develop new skills required in executing their job description. These training could be on anything from; attitudinal change, communications skills, time management, customer service, leadership skills etc. HR consultants provide seminars and workshops, helping businesses develop succession plans to ensure they have qualified internal candidates to replace those who leave.

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HEALTH AND SAFETY

Healthy workers are more productive and incur lower health care and insurance costs for employers. Health, safety, security and wellness all play a role in maintaining the most productive workforce, and HR consultants advise clients in these areas. This can include making sure companies follow federal and state safety regulations, improving workplace security practices, institute wellness programs and review workers’ compensation claims to look for proper classification of employees and claims patterns that might identify safety or health issues the client needs to address.

Work Safety

PERFORMANCE MANAGEMENT

HR consultants assists with the performance management of employees. They can create the most suitable appraisal process that would benefit the company and its employees.

Having a performance management system shows that your company recognizes all the hard work your employees do. This system motivates employees to do better, with performance management, employees can be assessed through their overall performance and identify who qualifies for the appraisals and who would need some more improvement to get back on track.

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STAYING COMPLIANT

Another area where HR consultants provide expertise is in legal compliance. Consultants are highly knowledgeable in Federal employment rules and regulations, Equal Employment Opportunity, Occupational Safety and Health Administration guidelines. HR consultants always gets themselves abreast with current employment law and ensures that companies adhere to these laws to veer away from legal challenges.  HR consultants also help businesses develop employee handbooks with policies and procedures they must follow.

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EXPERT ADVICES

HR consultants don’t just hire and develop workers they also give owners and managements expert advices on how best to run the company and what is needed to ensure the smooth and effective running of the company. As they interact and handle human resource matters, they get ideas on areas that needs improvement in the business and how it can affect everyone working there.

They could give advice about matters like training and seminars, how to give excellent employee experience, rewards and recognitions, and other suggestions that could lead to better employee relations and company reputation.

Outsourcing

CONCLUSION

Hiring an HR consultant is a great way to handle your employment relations matter. IPC is a consulting company focused on providing these and a wider range of Human Resource Management Services. Trust our bank of experienced professionals to proffer solutions to whatever problems your organization is facing. We are your reliable business partners.

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Employment Interview

Tips For Success In An Online Job Interview

With the pandemic, it is becoming more convenient and cost-effective for employers to conduct job interviews online. Employers are realizing that virtual interviews would save the organization a lot of costs and speed up the interviewing process; allowing hiring managers to interview local and non-local prospective candidates. In this article, we will be sharing some tips for success in an online job interview.

We have broken the article into the Pre, In and Post Interview phases.

These phases will give room to prepare ahead of time and prepare your questions in advance carefully, especially if you are not conversant with online conferencing.

PRE-INTERVIEW

Pre-interview
Mock Interview

1. DECIDE ON THE BEST DEVICE TO USE FOR YOUR INTERVIEW

Determine what device is best suited for the interview (such as a computer, tablet, smartphone) For most interviews, a computer is the best option. invest in purchasing or borrowing to use for the interview.

Ask in advance all the details about this format. What format will they be using? (Zoom, Skype, FaceTime, etc.). How long will the interview be? What online service are they using? How many people will be there interviewing you? Don’t expect the interviewer to volunteer much, so ask and call back a second time if you need clarification.

Protip: Phone connections might easily drop when the reception is bad. You will not look good holding your cellphone, which will shake or move around as you hold it and be annoying to the viewer. A desktop computer and laptop are better options. 

2. SELECT A LOCATION FOR THE INTERVIEW

The ideal scenario for an online interview is a quiet location in which you can shut out distractions and noises, control the lighting, and display a generic background.

Protip: Find a good spot to conduct your online interview before the D-day to make certain you’re not rushing around before the interview.. Natural light is best If possible, try to settle down near a window plus a plain wall as your backdrop.

3. PRACTICE AT LEAST ONE MOCK INTERVIEW

Under as close to identical circumstances as possible, plan an interview with a friend, colleague, or family member.

  • Predict interview questions and information to include in the answer
  • Practice answers to communicate effectively in English by exploring grammar patterns and structures, appropriate terminology and pronunciation
  • Polish up on interview etiquette
  • Don’t skimp on your interview prep.
  • Research the employer, and formulate a few questions you want to ask about the organization

Protip: Watch for your nonverbal clues and facial expressions. Get used to the camera. Focus totally on the interviewer and try to forget the camera. You do need to stare into the camera, so the viewer sees your eyes and not you looking down. Movements need to be slow. Best not to move around too much. Your poise and self-confidence are being assessed here. Be sure to exude these traits and smile often. Show interest and enthusiasm for the job

4. HAVE A BACKUP PLAN

Have an alternative plan ready if something goes wrong the day or during the interview. Make options available in the event of a network issue

Protip: Confirm with the interviewer, in advance of the interview, that you’ll switch to a phone call should technology or connection issues crop up.

INTERVIEW

Devices and Technology
Select best technology

1. DO A TEST-RUN WITH YOUR DEVICE BEFORE INTERVIEW TIME

Do a check at least an hour before your interview time. And then do another check 30 minutes before the interview time.

  •  Test:
  • Technology, connection, camera, lighting, sound and video program.

Make sure you understand how it all works. And test it all again right before the interview commences.

2. ELIMINATE DISTRACTIONS BEFORE THE INTERVIEW STARTS

Remember to turn off all apps and programs on your device; silence anything that could interfere with the interview including email notifications on your computer and your phone.

3. DRESS PROFESSIONALLY

Dress up like you would for a face-to-face interview A suit jacket and solid shirt or blouse work best as they will help you look professional.

Research the general dress code for the industry you’re interviewing in; remember, nothing too flashy or suggestive with outfits.

First impressions matter and your appearance are crucial to making a good one.

4. MAINTAIN EYE-CONTACT AT ALL TIMES

Eye contact is important even in the online environment. look directly into the webcam and stay engaged instead of looking at the person on the screen. Don’t forget to smile! Whether you are talking to an actual person or recording your answers. Sit upright and lean in a bit.

5. MAKE CONVERSATIONS

Take a Second when responding to questions from the interviewer in case the connection is weak — so that you don’t end up talking over the interviewer.

Speak in a conversational voice, just as you would in a face-to-face interview.
Have notes in front of you (off-camera) to remind you of critical issues you want to highlight, but do NOT overuse them.

POST – INTERVIEW

Interview checklist
Online interview checklist

1. LET THE INTERVIEWER LEAVE THE VIDEO BEFORE YOU

After the interview, make sure the interviewer(s) leave the meeting or conversation before you do. Do not shut down your device even if you are through with the interview.

Follow up your interview with a thank-you note to your interviewer(s).

2. FOLLOW-UP


If the interviewer makes available a hiring decision date (when your online interview wraps), do not reach out before that date. If the date comes and goes, follow-up with the interviewer.

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Employment

Employee Onboarding

Employee onboarding is the process of employees acquainting themselves with roles, policies and culture of the organization.

It entails the creation of an environment in which the employee is made comfortable enough to interact and establish social relationships.

Employees learn what the organization needs from them in terms of skills, communication, style, and attitude.

We will be sharing with you some tips which could be useful to make employees feel welcome.

Employee Welcome Folder
  • CONTACT THEM AHEAD: It can be a phone call, an email or a text message. In the same vein, reminding them that you look forward to their arrival and being part of your team.
  • PREPARE THEIR WORKSPACE: Make employee’s desk a blank canvas; Make tools for work readily available. Therefore, allowing them to modify it with personal touches like pictures or small potted plants.
  • CREATE A WELCOME PACK: A folder containing pieces of information like an ID card and company-branded materials; in addition to onboarding forms, a pen and notepad that should be given upon arrival. As a result, help them identify as part of the company from the first day.
  • TAKE THEM ON A TOUR: Take a tour around the office and facility. This would let new employees become familiar with the office environment. Show them essentials like the restrooms, meeting spaces, lunchrooms so as to avoid them getting lost in their first week.
  • GIVE THEM A TASK: Give employees tasks in order to enable them to settle into work with ease. Inform them that skills are valued. The task should be thoughtful and important but not crucial or needed immediately.
  • CONNECT WITH THEM OUTSIDE OF WORK: Add your new team members to your office groups on social media; inviting them out to bond outside the workplace.
  • ASK FOR FEEDBACK: Ask them how their first week has gone. Consequently, if they have any contributions or suggestions about their orientation, be positive and welcoming of contributions.

The success of employee onboarding depends on the efficiency of the onboarding program. Employees should be empowered to do their jobs; as a result, they are likely to become valuable and productive members of the organization.

In conclusion, onboarding is not just Human Resources’s job. It is the responsibility of the managers; who familiarizes the employees with roles in the company, their performance expectations, and the workplace culture.

Imperial Phoenix Consulting
Employee Workstation
Categories
Employment

Curriculum Vitae

According to Wikipedia, Curriculum Vitae (CV) is a written overview of someone’s life’s work. It is a comprehensive collection of your personal details, educational qualification and acquired skills attained overtime.

A curriculum vitae (CV)often aims to be a complete record of someone’s career and oftentimes extensive. They differ from a résumé, which typically is a brief one-two (1–2) page summary of qualifications and work experience. This is for the purposes of employment, and often only presents recent highlights. 

Job seekers frequently send a cover letter along with their curriculum vitae or applications for employment as a way of introducing themselves to potential employers and explain their suitability for the desired positions.

Employers are in search for individualized and thoughtfully written cover letters; and used as a method of screening out applicants who are not sufficient in the positions or lack the necessary basic skills.

Attributes of a CV
Contents of a CV

The DOs and DONT’s of a C.V

  • Choose an appropriate format with good spacing technique and arrangement.
  • State your name, address (email/home) and phone number.
  • Have a proper construction of sentences in order to make your CV readable.
  • Ensure that your words are either written in bold letters, underlined or in bigger fonts to indicate that they are headings.
  • Ensure to list your work experiences as well as your key achievements
  • Develop your education section correctly by including your field of study, university and honours you graduated with.
  • Ensure to always attach a cover letter together with your CV.
  • Do not state your age, state of origin, sex and religion or any form of personal pictures in order to prevent discrimination. However, it should be available upon request
  • Information such as your hobbies and what you dislike should not be included in a CV
  • Do not use various bullet points in listing out items in your CV. If you begin with the good old numbering, stick with that rather than switching to bullet points in the middle.
  • Avoid unnecessary spacing lines between your sentences and word clustering.
  • Do not bold between your sentences unless making reference to a very important factor: your CGPA.
  • Avoid making your CV lengthy. Only put in important information.
Curriculum Vitae
Essentials of a CV