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Importance of Building Office Culture

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October 6, 2020

- Blog

A company’s culture plays an important role in a business. Culture establishes a unique identity. In a historic sense, culture is a way of life. It developed so that people from different cultural backgrounds are able to identify and represent a community. To exert this theory, office culture exudes the same characteristics. This assists with co-operative work that encourages improved development. It’s an evolving element that promotes enthusiasm, innovation, productivity and techniques to solve problems within the office. Building this type of workplace environment is paramount for the corporate soul.


Most entrepreneurs start a business for many reasons. One of them is to build and develop an office culture that is unique and differentiates from other organizations. This includes newsletters, websites, and especially job postings. It will give the essence of your business structure and represents what it stands for. It is challenging when a company does not have a specific way of doing things. Culture is necessary for a business to identify aspects of their organization to give a significant element that influences how work gets done.


The formula for successfully hiring the right fit for your company is pretty simple: clearly outline the goal and practices that characterized your organization. Not only will it make your company unique and stand out from other hiring processes, but you will also attract and retain talent that will be the perfect fit for the intended position. In the business world (and personal life), we tend to gravitate towards people we have something in common with. The hiring process should be no exception. Essentially, cultural fit means conventional or social practices associated with a particular field. As Lauren Kolbe, founder of kolbeCo said, “An employee who is not aligned with the culture and is not committed to living it can wreak havoc pretty quickly, even if they bring a great deal of skill and experience to their craft”.


One of the main things that can ruin a company’s hard-earned reputation, is hiring a decadent candidate that is completely off with the office personality. Employees represent your company even outside of work, so one bad discretion can affect an entire department and possibly decrease productivity and sales. This is why it is imperative to recognize a strong fit when you see it: by aligning your organization’s culture with strategy.


Building an office culture is important for more reasons than one. It also promotes employee’s happiness, in and outside of work. The tie in is to not have the staff dread coming in to work. An open line of communication between employees and management can avert minor concerns from becoming intense stressors. For Instance, companies that reserve employees to leave during traditional work hours for doctors visits, or to simply have a personal day to gather their thoughts or to clear their minds, allows employees to be well rested, eager and productive. There are many practices that elaborates good company culture, but one component that is indeed a major factor in sustaining an effective office culture, is recognizing the excellence of its employees.  This prides itself on being a pioneer in workplace culture by supporting employees’ personal and professional growth. Apart from hiring and retaining the right fit for your company, keeping your tenure staff exultant and engaged encourages a healthy work life balance.

 
“Maintaining an effective culture is so important that it, in fact, trumps even strategy.”– Howard Stevenson


L. Paul | Contributing Writer

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How Company Culture is Responsible for Acquiring Talent

By on

September 29, 2020

- Blog

Successful companies like Google don’t just rely on their names to lure the best and brightest talent. They also rely on their stellar reputations when it comes to their corporate culture. Tech companies and start-ups are well known for putting company culture at the forefront of their brands, and your business should too.


It’s not all nap pods and free food – there are real benefits to your employees and your bottom line when you prioritize company culture.


What is Company Culture?


Company culture typically refers to the values and expectations of a company, and how those notions interact with employees and other stakeholders. It’s often something that’s implied, and it naturally develops based on who you hire. However, you can still intentionally and successfully shape your company culture by keeping a few characteristics in mind.


Reputation


We know Google has an awesome company culture from more than just the tech giant’s solid 4.5/5 star Glassdoor rating, it’s imbedded in its brand identity. Likewise, your employees will associate how you treat them with your brand identity. If employees are treated well and a fun and positive workplace is encouraged, your brand will be seen accordingly by not only your team, but by your customers too.


Goals


Your company culture plays a major role in fueling your company values, which is why it must align with the vision and goals of your business. If your company culture values creativity and being results-driven, then it’s more likely that your employees and potential candidates will have similar values and be keen to put them into play.


Turnover


Studies have shown that company culture helps to attract and retain top talent. When people look forward to going to work every day, feel like they belong and that their values align with your company’s, why would they want to leave? The bottom line, according to ZipRecruiter, is lower turnover and higher performance, which are good for business.


Not Just a Trend


Company culture isn’t new, but there’s a reason that business leaders now think it’s so integral to success now more than ever. With the dawn of social media and the 24-hour news cycle, your company’s brand and associated culture will be on display to a previously unprecedented degree. So you might as well use that to your advantage.


Other Factors


Increasing demand for positive company culture also points in the direction of millennials who, by 2020, will comprise nearly half the working population. According to Forbes, millennials are attracted to strong company culture over anything else.


Another factor to keep in mind is the growth of the so-called start-up economy. With successful new businesses popping up more and more frequently these days, it means more competition for your business in terms of both hiring and customers.


Defining what your company culture is will help you differentiate your business from the rest, as well as keep you relevant and desirable in the public eye. In turn, this will help you attract quality candidates (millennial and otherwise), as well as keep your employees happy and eager to stick around.


Whether your company culture grew naturally or intentionally, there is no questioning its power to affect every aspect of your business inside and out. We spend one-third of our lives at work, so why not make it the most enjoyable place possible? Your employees – and your bottom line – will thank you.



Laura D’Angelo | Contributing Writer

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Blog

Do’s and Don’ts of Hiring

By on

September 1, 2020

- Blog

Everyone makes mistakes from time to time, and these errors can have a large effect on a company’s procedures, revenue and goals. When these errors impact the staffing process, the repercussions can be much more dire. Hiring the wrong individual can adversely affect the organization’s work environment by sabotaging project deadlines, customer satisfaction and overall profits. To avoid encountering these problems, below are some of the do’s and don’ts of hiring.


Don’t be too specific
It’s good to create clear requirements and qualifications for the position, but don’t limit your options by being too selective. Great candidates may avoid applying because they don’t meet all of the requirements or they will be overlooked by the HR manager for the same reason. It’s important that it’s clear what the company is looking for from the beginning and that the requirements reflect what is needed rather than the absolute ideal. Keep an open mind to candidates that may not be a perfect fit but still looks able to perform the job to or above expectations.


Create a plan
Design a recruitment strategy, and set up dates for each part of the process, while ensuring that you meet deadlines. It’s imperative to set a realistic time-line because finding the right individual can take at least a month. Make sure all assessments or technical evaluations are appropriate for the particular job. If you are unsure, involve knowledgeable people in the process and ask them to attend interviews or set up processes with you.


Don’t hire just to fill the position
Sometimes managers don’t realize the amount of work and time it takes to hire a new employee and end up rushing the staffing department. Due to this pressure, hiring managers are often forced to hire the first person they think is qualified for the job. This leads to HR overlooking faults and inexperience that might otherwise have disqualified a candidate. If the hire turns out poorly, valuable time and money will have been wasted on training and important work will be delayed. Staffing managers need to be clear with their superiors regarding the time they need it to fill the position properly.


Prepare thoroughly for interviews
First, limit interviews to only the people you feel are completely qualified for the position. Research and plan your questions ahead of time, and only ask questions that are relevant with the position or the company. Try to avoid subjective questions outside of personality testing. If it’s clear that the person has the ability to do the job, it’s important to get to know the person’s attitude, work ethic and interpersonal skills. After all, this is someone everyone has to work with henceforth.


Don’t hire anyone by recommendation
There will always be someone who asks for this type of favour or will recommend someone they know for the company. Never hire people solely based on someone’s recommendation, every individual should meet all the qualifications and go through the hiring process.


Do reference checks
Always ask for two or more professional references, even if they seem perfect after meeting with them. Some people excel on interviews, they know how to showcase their skills and experience and will leave an excellent impression by selling themselves well. References will let the hiring manager know and confirm whether the candidates experience matches their sales pitch.


Hiring the right individual from the beginning, will save any company money and time. Follow these tips and you can not only make hiring more effective but less stressful as well.


Viviana | Contributing Writer

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Blog

5 Benefits of a Recruitment Agency

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August 25, 2020

- Blog

Finding the right candidate for a job can be a daunting process for many employers. Individuals with a great work ethic and a strong skillset are essential for maintaining a productive organization. When it comes to finding the right people, utilizing the services of a recruitment agency is an effective way to fill job openings.


There are many benefits of a recruitment agency and using their services will significantly simplify the hiring process for you and your organization. Here are a few of the advantages:


Time and Cost


Time is of the essence in today’s world, especially if companies want to remain competitive. Stopping or slowing production can result in a loss of revenue. Job openings need to be filled with suitable candidates who can learn fast and make notable contributions to an organization. Recruitment agencies can match and shortlist candidates, saving your company on countless hours of sorting through hundreds of applications. As a result, open positions can be filled much faster, saving you time and money.


Network


Recruitment agencies maintain an extensive pool of skilled candidates in their databases. Job seekers seek them out for employment opportunities, which ensures that agencies are always receiving new applicants from a wide cross-section of backgrounds, experience levels, and expertise.


Pre-Screening


Candidates go through extensive assessments and evaluations before being referred to a potential employer. The agency will take care of all the background and reference checks, ensuring that only the best and most qualified candidates move on to the next stage.


Employee Retention


Workplace turnover is significantly reduced when the employee is the right fit for the job. Knowing that the available candidates have already gone through a thorough screening process puts the manager’s minds at ease when selecting an employee. That added confidence makes the final hiring decision that much easier to make.


Building Relationships


Over time, employers will find that the hiring process through the recruitment agency they’ve engaged becomes more efficient. The agency will have established prior knowledge of the employer’s specific needs and expectations, and thus be able to provide valuable advice and expertise on future hires.


For your next job opening, consider using a recruitment agency. The benefits will be reflected in an efficient and skilled workforce that’s capable of boosting company morale and helping you achieve your organizational goals.


N. Johnson | Contributing Writer

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Blog

3 Mandates Every Employer Should Follow

By on

August 18, 2020

- Blog

Job seekers tend to do a lot of research into what employers want from them, but few put as much time into thinking about what they should expect from their employers.  Below is a list of mandates that any good employer should follow in order to function well as an organization and maintain the loyalty of their workers.


Ensure their health and safety


Many seem to assume that this mandate is only relevant to companies asking their employees to perform physical tasks, but this can easily apply to a typical office setting as well.  Saddling your employees with unrealistic goals or huge workloads can take a heavily toll on their mental and physical health when the long hours they spend trying to meet unreasonable targets start to add up.  So make sure that both their physical and mental well-being are taken into account when developing work policies and assigning tasks.


Create opportunities for your employees to grow


Without room to be fully utilize their skill set and climb the corporate ladder, employees will inevitably become bored or dissatisfied.  Employers should take the time to provide them with chances to expand their workers’ knowledge and entrust them with new responsibilities and opportunities.   In doing so, the organization will be rewarded with higher rates of worker retention, job satisfaction and a healthier more vibrant office culture as a whole.


Build trust into your hiring and work practices      


As an employer, if you make sure to only hire people you trust to work independently, you will be able to avoid falling into the trap of micromanaging.  Whenever workers are surveyed about company engagement, trust is almost always one of the top most desired traits that workers desire from management.  Strong hiring practices will ensure that you only hire people that fall into that coveted “trusted” category, which will in turn, cultivate better relationships between workers and management.


At the end of the day, companies have a responsibility to make themselves appealing to potential job seekers.  Just as your average job-seeker will spend a great deal of time perfecting their resume and interview skills, companies should work on improving their work culture and streamlining their processes to be, not only more efficient, but also more people-friendly as well.


Lance | Contributing Writer

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Blog

7 Traits of an Effective Recruiter

By on

August 11, 2020

- Blog

A great recruiter is more than a “job filler”. Although filling an order is part of the job, recruiters should be able to sell, communicate and negotiate. Our report will outline 7 essential traits that classify an effective recruiter.


Customer Relations
Like every customer oriented job, recruiting requires communication and professionalism. A recruiter should possess outstanding interpersonal capabilities and communicate on various levels. The recruiter has to be confident and charismatic and know what client needs. Many factors will affect the completion of an order and it’s part of the recruiters’ job to demonstrate efficiency and wisdom throughout the process. A recruiter should always be accessible. Clients expect to work with someone who will keep them informed and is available when required. Finding the most qualified and suitable candidate should be paramount to both recruiter and client. The recruiter should ensure the candidate and client are compatible and the work environment and culture of the company is adaptable to the candidate. Obtaining and maintaining, the clients’ loyalty can be challenging, but it is one factor which makes a recruiters job more rewarding. Great listening skills and an open communication channel help foster great relationships.


Finding Qualified Candidates
Finding qualified candidates for a client is not an easy task. There are many steps that will impact this process. Sourcing qualified candidates starts with having an accurate depiction of the clients’ requirements. There should be a clear understanding on what kind of person he/she wants to hire and what the requirements are for the position. One of the most effective ways to have a qualified pool of candidates is through the use of tools such as assessments and interviews. An assessment allows the recruiter to distinguish between candidates that meet all the technical requirements of the position. Through an interview the recruiter becomes acquainted with the candidates’ personality, and his/her familiarity with the position. After the interview the recruiter is better equipped to decide if the candidate will be a good fit for the company. It’s also imperative to know more about the candidates’ personality, education and work experience to make an accurate match, thereby fulfilling the expectations of both parties. With the guidance of an effective recruiter, the candidate will also make the right decision regarding the job.


Sales
A vital aspect of a recruiters job is sales. It is not just about acquiring new clients, it is also selling the job to candidates.

The recruiter must know:
a) The company’s target market
b) The employers specific requirements
c) If the employer is serious about the order
d) If the candidate meets the employers requirements


Often times, recruiters lose their focus and offer services to companies that do not have any need for their service. This mistake can be time consuming and costly. A recruiter needs to know who, why, when, where and how to sell staffing services.


IT Literate
Technology is evolving very rapidly. For the most part, recruiting is conducted on computerized software. This allows recruiters to utilize various tools to connect with prospects, contact candidates and source new clients. Social mediums like Facebook, LinkedIn, Twitter and Google+, allow companies to connect with clients and candidates providing opportunities to increase their network.


Detail Oriented
An effective recruiter pays close attention to details. Recruiters should focus on meeting clients needs. Neglecting or overlooking minute details can harm the process, and negatively affect the relationship with clients or candidates. The recruiter has to complete an order with efficiency and accuracy.


Time Management
A great recruiter should always be aware of and consistently meet deadlines. They must be realistic on the length of time needed to fill a position, and never mislead clients. This will eventually impact future decisions for jobs with the company. Candidates also appreciate knowing the time frame for a position to be filled and to be notified when the position is filled.


Team Oriented
Recruiting requires team work, not just with co-workers but also with clients and candidates. Open communication will allow the recruiter to have a better understanding of what the client is looking for. Often times, clients are not specific with their requirements. It is the recruiters’ responsibility to get to know the client and establish a relationship where they can work together to select the best candidate for the position.


An effective recruiter will know what the candidate needs to improve on and the best candidate to choose for the job. Both candidate and recruiter should work together to ensure the candidate has a professional resume. If the candidate gets an interview, the recruiter should provide all the necessary information to prepare the candidate for the interview. Finally, the recruiter must give moral support to the candidate, as some candidates get nervous during interviews. Team work is essential to complete every aspect of the process.


There are several other traits that could be included in this article, however under our consideration, these 7 traits would make a successful and effective recruiter.


T. Bhatti & V. Sanchez | Contributing Writers

Sources:
http://www.fordyceletter.com/2013/10/22/the-earmarks-of-a-true-recruiter/
http://www.ere.net/2006/10/24/traits-that-turn-a-good-recruiter-into-a-great-recruiter/
http://www.careerbuilder.com/jobposter/staffing-recruiting/article.aspx?articleid=ATR_0046HIRINGRECRUITERS
http://www.ere.net/2012/07/26/8-skills-recruiters-should-have/
http://recruiterfiles.com/10-traits-of-a-successful-recruiter/

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Blog

How to Bridge the Management Age Gap

By on

August 4, 2020

- Blog

Millennials are known as the generation of smartphones, over-priced coffee, and a reputation for entitlement and leisureliness. Despite this, the success of millennials is becoming increasingly apparent in the workplace. Look around your office and you’ll probably notice the ages of both employees and managers is decreasing significantly. A survey by office-equipment maker Pitney Bowes found that about 20% of mid-level corporate employees now report to a boss who is younger than they are.


However, in this age of entrepreneurial startups and advancing technology, different work styles and perceptions of those differences can create many challenges. For example, there is a stark difference between millennials and baby boomers. While older workers spend more time in the office within regular work hours, the younger generation often prefers getting their work done whenever, whether at home or from their laptop in a café. These kinds of philosophical differences can have negative effects on productivity. However, there are ways for younger people in authority to handle this gap. Below are a few tips on how to instill authority and respect in the workplace.


Be Mindful


Older employees can certainly be put off by having to report to a younger manager. It’s important to be aware of those feelings and acknowledge them. Don’t assume you have the upper hand due to your higher position. Express an interest in your employee and ask them for their opinions on how you can improve as a leader. They may very well have insights that can benefit you, and they will appreciate your respect for their experience and knowledge.


Give and Take


Give lessons, provide feedback, and offer firm and feasible guidelines for your employees. In return, take feedback as well. Older employees are often more knowledgeable about the company and its history. Take advantage of their deeper well of experience, both in the office and generally in life.


Do Your Job


It can be daunting being a young manager. However, instead of shying away from being an authoritative, strong leader, it’s important to keep your goals in mind and get the job done. Not confronting older employees who aren’t working to their full potential, or letting others take the lead merely to make them more comfortable, will only decrease productivity. You’re the manager for a reason; prove why.


Older employees should implement these tips in the workplace as well. Along with being mindful, providing feedback, and doing their own jobs, it’s important for older employees not to get too bogged down in ego and commit to working with a younger manager. The knowledge and experience of the older generation and fresh perspective and energy of the younger age group can be combined to contribute to the workplace in a positive manner. Getting past age discrimination – from both sides – will help everyone work together and be more productive.


Tasnia Nasar | Contributing Writer

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Blog

8 Tips to Manage Toxic Employees and Managers

By on

July 21, 2020

- Blog

For most managers, learning how to effectively lead a team is a daunting task. Understanding what skills everyone brings to the table, and how to use them to the company’s advantage, is a challenge on its own. But oftentimes the most difficult part of management is knowing how to deal with that one employee or manager. The one who always seems to be in the middle of a heated argument, the one whose name is constantly brought up in HR meetings. Here are a few tips on how to manage a toxic employee or manager.


How to handle a toxic employee:


Look Past Their Brilliance


To form an objective opinion on a difficult employee, you need to separate their work performance from their behaviour. Sometimes the most competent worker can have a poor attitude, which eventually affects the rest of the team. This can be destructive to the company’s morale in the long run, so how do you correct the problem? Start by keeping an eye on their team dynamics; jot down feedback from their co-workers; document HR complaints. Make it clear that the employee’s performance is not relevant to the issue, but rather it’s their attitude that’s a problem. Once you stop rationalizing their troubling behaviour because of the value they bring to the organization, you’ll begin to see the full picture more clearly.


Reinforce Accountability for Everyone


There’s only one set of rules for the whole team, and everyone should understand that. If others become aware that certain people get a pass for their bad behaviour, resentment and dysfunction will begin to simmer beneath the surface. Be firm with your team and make your expectations clear. Establish the ground rules for appropriate behaviour, and reinforce the penalties for not adhering to them.


Be Proactive


Observe the individual in action, provide feedback and coach them if necessary; these are your tools for implementing real change. If you create opportunities where you can work with the individual and provide constructive feedback, you can offer advice to improve their behaviour and show them alternative ways to approach a situation. Equally as important, make sure you provide positive feedback to the individual when it’s justified; this well help them see how situations can be handled with a positive approach moving forward.


If There’s No Progress, Go Further


Once you’ve implemented the above steps, you’ll have to assess whether the individual is making progress. Be honest with yourself; if the employee continues to disrupt the work environment, you must take further action. Keep your superiors informed of the entire process, as they need to understand how this employee’s negativity impacts the entire team and overall productivity. You may want to work with your HR specialist as well to develop and implement an escalation program which includes termination for lack of compliance.


How to handle a toxic manager:


Learn to Speak Their Language


Dealing with a difficult boss is not an ideal situation for an employee. But sometimes learning more about your boss – their likes, dislikes, goals and fears – can work in your favour. Observe your boss’s behaviours and preferences; if you speak to your boss’s core interests and match their style of communication, it can be a great way to get them to listen to what you have to say.


Focus on Their Strengths, Help with Their Weaknesses


You can help your boss by emphasizing what they’re already good at. A great way is to help them improve their own performance. If your manager lacks organization, offer to help him or her stay on top of their schedule. If showing up late to meetings is a problem for your boss, take the initiative to start the next one yourself. If you help your boss succeed, you’ll be seen as an asset, and the work you’ve put into making the company better will be appreciated.


Address Your Concerns Directly


Don’t be afraid to speak up, you owe it to yourself and your boss to be honest about how you feel. Although it may be easier to keep quiet or move on to the next opportunity, give your boss a chance to respond. If you approach them respectfully and with the intent of mending the relationship, you may be surprised to see it open a new level of trust and collaboration between you. And at the very least, you can tell yourself that you gave them the opportunity to change.


If All Else Fails, Prepare for Your Next Move


You’ve exhausted all your resources, and you’re content to move on to another company, so prepare yourself for this change. There’s nothing worse than escaping one toxic work environment and moving to an even worse one, so do your research: Meet your new co-workers for coffee and learn more about the work culture; ask questions about the team you may be joining and what sort of management practices are common. Whether you’re moving internally to another department or joining a new company entirely, it never hurts to be prepared.


Aileen Ormoc | Contributing Writer

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Job Rejection: Causes and Prevention

By on

July 14, 2020

- Blog

Have you experienced job rejection at some point in your life?  If so, don’t be discouraged.  You’re not alone.  Almost all of us have gone through the process.  It is commonly encountered, yet it can be avoided.  Though causing much disappointment, the reasons behind job rejection are oftentimes beyond your control.  Among these could be: the cancellation of the advertised position due to recession or cost-cutting; the hiring of a more qualified person; or, the hiring of somebody based on “who-he-knows” contrary to the “what-he-knows” process.


On the flip-side, there are also many factors that are within your control.  Below are common ones to take note of, with corresponding tips on how to prevent rejection:


Resumes and Cover Letters


Lengthy, irrelevant resumes – Limit your resume to 2 pages as recruiters only spend 6 seconds when screening.  Ensure that it contains all the essential elements like the keywords indicated in the job posting plus any of your specific achievements that relate to the position being applied for.  It should be error-free, no discrepancies like employment gaps, and with simple but effective format.


Irrelevant cover letters – Customize the cover letter for every job position that you apply for.  Ensure to attach your resume when you send it via email.


Incomplete applications – Read the job ad properly and make sure that you comply with what the employer requires, i.e., video resumes, work samples.


Interviews


Being late – Always come early for an interview.  Arriving late will give the employer an impression of your carelessness and unreliability.  Inform the employer ahead if you cannot be punctual on the day of the interview.


Being unprepared – Conduct a research about the company and the position being applied for before the interview.  Nonetheless, do not forget to mention what you can bring to the table as the company wants to know how they will benefit from you.


Lack of technical knowledge or giving short and non-substantive answers – Respond in more detail to technical questions.  Showcase your core competencies by elaborating your answers.  Do it in a clear, concise, and engaging manner and give specific examples of competencies by using the STAR (Situation, Task, Action, and Result) technique.


Inability to relate – You should relate your skills to the position being interviewed for or in addressing the company needs.


Lack of enthusiasm – Be energetic; show your interest and excitement about the job and the company.


Asking the wrong questions – Never ask about vacation and other related questions as this will reflect what’s on your mind.


Dressing improperly – Dress professionally and neatly as this reflects the type of personality that you have.  Cover body prints or remove piercings, if any.


If you are not successful in securing a position, don’t despair.  Never make the mistake of perceiving rejection as a sign of failure; rather, view it as a test to your patience and resilience.  Rationalize it by thinking that the firm which rejected you is the wrong company and that you deserve a better one; yet, be cognizant of the stiff competition given the large population of job searchers composed of the unemployed like you, the yearly addition of fresh graduates, and those from recent company layoffs.


Make it a habit to analyze your job application process, what worked and what did not.  Learn from each experience.  Identify your mistakes, make improvements, and move on.  There are plenty of opportunities out there.  Widen your network.  Connect and make yourself visible.  Build your core strengths, be more competitive, focus on other opportunities, and continue to present yourself to the best you can.  Don’t give up!  Sooner than you expect, a better opportunity will come along.


M. L. Galvez-Ver | Contributing Writer

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How to Set Your Business Apart

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July 7, 2020

- Blog

A key aspect of successful businesses is what sets them apart from their competition. The unique qualities of running a business, such as focusing on steady performance as opposed to operating on survival mode, can make the difference between an innovative company and a struggling one. Businesses running on survival mode are normally unstable and only focus on short term goals. This eventually leads to a difficult work environment. A flourishing business knows how to compete by incorporating the use of non-traditional methods, having a steady focus on what their clients need the most, and a great understanding of how their service or product can positively affect the world. You too can set your business apart from the competition by following the traits of these leading businesses.


The Best Opportunities Are Outside the Box


Instead of competing in cluttered and saturated markets, strong organizations seek out the opportunities that others miss. These leaders are not afraid to test out new methods and create new industries – even if they might fail. Great companies focus on developing new and myriad innovative products that give the user or client a unique experience. They embark on projects that others would deem difficult or unnecessary. Efforts are directed towards developing products and services that change the lives of individuals in great ways. For example, companies like Uber, Skype, Facebook, and Apple have developed game-changing products and services. In addition, great organizations hire the best and unique talent to assist in the creation of new opportunities.


A Structural and Entrepreneurial Balance


This is not an easy balance to achieve as most businesses either have a structured or entrepreneurial strategy. However, successful businesses such as Facebook and Google have mastered this tactic.  These companies operate on a structured basis while maintaining a flexible entrepreneurial mindset. They ensure that they meet all the organization’s performance goals while encouraging innovation, new ways of thinking and action towards projects. To accomplish this, it is essential to have a leading team that is open to celebrating uniqueness and differences, while maintaining trust in its employees. It’s important to note that success comes from a diverse team who can find success in a variety of ways – not just one. This often leads to breakthroughs in companies as they end up discovering innovative solutions that others miss.


Avoid Distractions at All Costs


There are many distractions that a business can face. Businesses have a hard time staying focused especially when the economy is unpredictable. Essentially, being strategic does not only revolve around focusing on your competition, but it also means being openly aware of change and crisis that can potentially occur. Businesses that are strategically wired can foresee changes in how the marketplace flows and its regressions. Surprises may arise when competition grows unexpectedly (e.g. the rise of the iPhone and Android OS, and the plummet of Blackberry and Nokia). It’s crucial to have a leadership that has a 360-degree view of market changes and strikes when opportunity arises.


K. Nwankwo | Contributing Writer

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