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Interviews

Raising High Acheivement Kids – Interview with All Pro Parent

All Pro Parent is a community of parents serious about raising high achievement kids.  Starting early and following a steady plan, parents can expect their kids to grow up better in both academics, athletics and having a variety of added skills that give the kids an advantage.  This can often result in free college and better jobs, as well as a higher probability of becoming a pro athlete.  The below interview is with Ron McDaniel, founder of All Pro Parent.

Why did you start AllProParent.com?

I found myself always talking to other parents about how we managed to have kids who were very good athletes as well as high achievers in academics.  And we did so much better with the second child that I wanted to help people avoid all the trial and error and start out with a ton of knowledge from the beginning.  There is a huge learning curve raising kids, and the more you know and the earlier you start, the better your results will be. 

What makes you qualified to run All Pro Parent?

As I mentioned, we are very active with your kids and did a combination of home schooling and public school.  The result with our youngest is she got into college at 13 and started taking classes full time at 14.  She is also still planning to be a professional athlete and that seems on course based on our plan of finishing college at 18 and going on the WTA tennis tour.

Why Did You Name Your Site “All Pro Parent?”

The name is a play on the idea of raising pro athlete kids (aka high performers.) Unless a kid has ridiculous levels of natural talent, the reality is it takes an All Pro Parent to raise a high achiever kid.  Especially if you want academics and athletics.

What kinds of things do members of All Pro Parent have access to?

One of the most important things to me is to make it free to anyone who wants to go down this path.  But of course, we need to have revenue to fund development of content.  So, we are using a freemium model where anyone can say they need free access and join without a cost.  However, people who are willing to pay .63¢ per day ($19 per month) get access to all the archives, while the free accounts only have access to the base training and new stuff for a short period of time.  I think it is the best way for us to have a model that can help everyone but still be a real business with resources.

What kind of outcomes can people expect?

I would love to see people go all in and do an incredible level of development with their kids.  The outcome can be fantastic.  However, many people have both parents working or limited time for other reasons, and it is hard.  Here is a better way of thinking about it.  If you start at birth and until the age of 14 you do 30 extra academic minutes with them 150 days out of the year (3 or 4 days a week) then at 14 they will be at least a grade level above where they are supposed to be.  That could be worth many thousands of dollars in free college and scholarships and can get them into better schools.

Likewise, 3 hours of athletic development per week from age 3 to 14 results in 1,716 hours of built up training and athletic practice.  Compare that to someone who decides to go out for a sport in High School but has not been preparing, and the difference is embarrassing. 

It is this steadiness over time that we stress.  There is a buildup of knowledge and ability, which also compounds and adds things like confidence, assertiveness and mastery.  Parents will get out of it what they put into it, but it does not have to be too much in any given week.  Parents succeed when they play the long game.

What if a kid is not athletic or is of average intelligence?

Our program is about maximizing talent over time.  No one can promise a specific outcome but by doing more over a long period of time you can feel confident that you will get better results.  Someone who is not physically gifted athletically can still play high level high school sports, and benefit from competition, physical fitness and a team environment.  Average academic ability can turn into top 10% when you apply extra effort from a young age.  Being in the 10% instead of 50% might not get you into Harvard or Yale, but there are still many more opportunities of better schools, scholarships and job opportunities.

In the long run, we want people to have a strong family work ethic towards being better.  It pays off.  Being part of a community where other parents have the same attitude and goals helps keep people on track.

How do people find out more about AllProParent.com?

Just visit www.AllProParent.com and sign up for the free email.  Then join the members area for more training as well as the Facebook group to interact with me and other parents.  Anyone who is not afraid of doing some extra to produce high achieving kids is welcome.

Professional Presence in the Workplace: Christine Zust

Christine Zust is an experienced professional who is an expert on facilitating meetings, getting things done and on helping people present a better professional image.  I interviewed Christine about her book and advice on how to help people be more successful and avoid pitfalls, which are becoming more treacherous every day.

Christine, you have written a book about professional presence. Who is the book geared towards? What problems did you see, and how does your book address them?

My book, Everything I Do Positions Me: The Simple Path to Professional Success, was the culmination of what I experienced firsthand throughout my career. It was designed with three distinct primary target markets in mind for the following reasons:

  • Young professionals who are new to the workplace. They often have no formal understanding of what it means to be a professional or how to act in a professional manner. This book provides a primer on professional presence.
  • Experienced workers who want to reach that next level in their career. Often people who have been in the workplace for 10, even 20, years, find themselves “stuck” where they are. They may have applied for promotions several times and been turned down or may not have been asked to serve on special sub-committees or task forces. They may be at a point in their career where they need to evaluate themselves. This book helps them do that.
  • People returning to the workplace after a hiatus. This person could be someone who has been unemployed for several years or who put their career on hold to rear their children, take care of an aging parent, settle a parent’s estate, or resume their life after a challenging life event and are now ready to return to the workplace. This book provides advice and tools to help them ease back into the marketplace.

A strength of this book is that it was written as a resource guide and is very practical and easy to use. It includes simple strategies for success, along with models and ready-made templates.

What kinds of things should college students be doing to improve their positioning all through college?

Since the workplace is much more competitive today, here are a few specific suggestions:

  • Get to know professors. In addition to the required college courses is a core curriculum within every major. Whatever the field of study, professors know what is happening in the marketplace. They also know companies and organizations that may be looking for interns or part-time employees. Beyond just “showing up” in class, students benefit greatly by building relationships with their professors.
  • Complete multiple internships. Many college degree programs require students to complete one internship before graduating. The star students, the ones who really stand out, are those who pursue multiple internships. A few years ago, I met a marketing scholarship recipient who, by her senior year, had completed four internships, each one in a different area of marketing. It positioned her, in my mind, as someone who was a hard worker, diligent, and eager to work and learn more about her chosen field.
  • Get real world experience in one’s chosen field. A typical interview question is “What experience do you have in…” Many students are paying their way through college, often with minimum wage jobs. To stand out in a sea of competitors, students must find paid work in their field of study. For finance majors, for instance, it’s best to find a paid job in an organization that provides them with that experience. By the time they are graduated and enter the workforce, they already will have acquired valuable experience.
  • Think big. Whether it’s an internship or paid work, students need to think big and broad. Beyond finding work in their hometown, other opportunities may await them with prestigious professional sports teams, national media outlets, or top corporations.
  • Join professional organizations. Most college majors offer student organizations that are affiliated with professional organizations. By getting involved, students will meet professionals who are already working in their chosen field and who could potentially serve as mentors or even open doors to employment.

In the book, you reference a phrase called “Power Positioning.” What is that?

I define power positioning as “The art of putting yourself in a place that you want to be, which maximizes your talents, skills, and contacts. In other words, it reminds us that we truly control our own destiny, and that we can develop a strategic action plan to position ourselves as the true professionals we desire to become. Professionals often look at the goal of where they want to be without listing the important steps they need to take to get there. I use a simple model to get people thinking about their own positioning by asking three simple questions:

  • Where are you currently positioned? (Self-assessment)
  • Where do you want to be positioned? (Your ultimate positioning goal)
  • What action steps will you need to take to get you to your ultimate goal?

To get from where you are today to where you want to be in the future, you need to do the hard work by defining what specific steps you need to take to achieve your desired results. It looks simple on paper, yet success requires countless hours invested in creating and executing a strategic action plan.

How has the explosion of online and social media affected a potential employer’s process for hiring?

We live in a much more transparent world today, where potential employers can simply look you up on Google to learn more about you. Most likely, they will first review your LinkedIn page, since it is the most recognizable networking site for professionals, to check employment history, job responsibilities, volunteer experience, membership in organizations, articles or posts, and interests. They can also check other forms of social media like Twitter, Facebook, Instagram, and many others to glimpse an individual’s personal life. Sometimes the best way to get your foot in the door is to strategically position yourself online as a talented, qualified worker.

Remember that current employers also review employees’ social media platforms. How do you remain employed? Don’t talk negatively about your current employer on any social media platform. Individuals who talk poorly about their boss or co-workers may end up in the national news…not in a favorable light, and without a job.

What can professionals do to avoid negative backlash on social media?

This has been and continues to be a hot topic…how to avoid sabotaging your career success through social media. Here is a short “What to do/What to avoid” checklist that professionals of all ages can follow:

What to do:

  • Think before you post. Choose your words and tone very carefully.
  • Have something important to say. Useless information clogs social media space. Make what you say count.
  • Avoid strong opinions on controversial topics. Unless you are a political pundit or social commentator, remain neutral and be careful about sharing strong opinions. You could alienate friends or lose followers.
  • Post appropriate visual content. Remember, employers and prospective employers view your social media content. (Extra tip: What happens in Vegas stays in Vegas, until someone posts it online. If you have friends who love to take group photos and post them online, ask that they check with you first before posting).

What to avoid:

  • Stop whining online. It positions you as a negative person.
  • Avoid hard selling. Social media is a platform for sharing, not selling. Cut the hype.
  • Posts are not intimate conversations. You may think you’re speaking with one person; in reality, you are speaking to potentially thousands of people through your posts.

Can you give us an example of someone who did a major positioning overhaul and got great results?

There are several standout professionals whose careers I have watched over the years. Here are some commonalities these people share:

  • Set a goal. The goal needs to be a clear one. If you want to lead a department or an organization some day, you first must get experience and work your way up in the organization. If there is no room at the top for you in that organization at that time, then move to another organization that offers you a higher position. Keep moving up until you achieve the goal of leading a department or an organization.
  • Find one or several mentors. Those people who have had the greatest career success are those who have tapped into the wisdom and sage advice of mentors. Mentors offer a unique perspective, especially when they have achieved the kind of success that you desire. Mentors offer unlimited access to ideas, opinions, advice, and can often assist in furthering your career.
  • Assume greater responsibilities. Those who stand out are those who, at pivotal points in their careers, decided to take a giant leap to take on a higher level of work. This could include working on larger projects, supervising more people, or expanding to a national or international market. The caveat, of course, is you must do an excellent job!
  • Become more visible. People who rise to leadership positions are also actively involved in their professional organizations and in the community.
    The more people who see the good work you do, the better your chances are of getting someone’s attention…a future employer or a community board, perhaps?
  • Expand your network of contacts. Technology makes it easy to connect with people and expand your base of contacts. If a potential employer is searching for a dynamic, well-connected vice president of marketing, and reviews your LinkedIn site only to learn that you are connected to only 45 people, you will not get the job. Cast your net wide, and diversify your network.
  • Remain humble. Sometimes success is accompanied by an inflated ego. Truly successful professionals are people who, amidst their great achievements, honors, and recognitions, have remained humble, willing to help others along the way.

Image by Toby Shingleton

How can people find your book and find out more about you?

The link to my book, Everything I Do Positions Me, The Simple Path to Professional Success can be found only through the Zust & Company website: http://zustco.com/christine_zust_books.html

Through my website, http://www.zustco.com, you can find information about my keynote presentations, training programs, and coaching services. You can also find a link to the archives of my monthly newsletter, Q-Tips: http://zustco.com/christine_zust_Q_tips.html

In addition, here are other important links:

LinkedIn profile: https://www.linkedin.com/in/christine-zust-6019373/

Twitter: @ChristineZust

Email: Christine@zustco.com

Office phone: (440) 777-8373

Creativity in the Workplace – Jennifer Yaros

Today we are talking to an expert on creativity in the workplace. Jennifer Yaros conducts workshops and has a book coming out about the topic and we got a chance to discuss how improving creativity at work can help boost productivity.

1) Tell me what you mean when you say “Creativity” in the workplace.

Creative thinking is essential for problem solving whether it is process improvement or product development. Companies are always looking for better, faster, and cheaper ways to do things. To stay ahead of the competition a company needs creative thinking and innovative solutions.

Creativity in the workplace shows up in:

  • finding new ways to creatively solve more business problems
  • injecting new ideas into your business
  • developing new products and service offerings
  • developing future leaders with a creativity and innovation mindset

2) What benefits can an employer expect if they invest in improving creativity with their team?

Having a creative and innovative culture in the workplace helps your company to stay ahead of the competition and to keep employees engaged. When employees see their ideas matter and their solutions valued, they are happier and more loyal. When they see trying something new is embraced, it is difficult to stay in a rut doing the same old thing.

3) How do you maintain creativity long term in the workplace?

It is not enough to simply say your company values creativity. You must actively promote, develop, and nurture it. One of the biggest ways to encourage creative ideas is to encourage employees to Fail Like a Genius™. This is a three-step process I created to help companies and individuals understand, accept, and deal with “failures.” The key for the company is to not punish individuals if their creative idea or solution does not work. The company can help them to Fail Like a Genius by:

1) Embracing failure. Give yourself permission to fail.

2) Learn from failure. Diagnose the cause of the failure and make adjustment.

3) Reassess failure. Determine if you just need a different audience or a different use.

4) What are some common creativity killers at work?

A big “creativity killer” is stress. Your brain creates neurotransmitters and certain neurotransmitters have been proven to promote creative thinking and others are prohibitive to creative thinking. When you are stressed your brain generates the neurotransmitters cortisol and adrenaline which activates the fight or flight impulse. This is detrimental for creative thinking. Other producers of cortisol and inhibitors of creativity are depression and sadness. To combat this, companies can encourage employees to take period breaks to walk or mediate. Exercise and mediation trigger the brain to produce serotonin which signals calm and is necessary for the brain to create ideas. Other “creative” neurotransmitters are dopamine and endorphins, so there is a direct correlation to excitement and happiness and creativity.

I could talk forever about creativity killers and how to combat them, but I will restrict myself to one more. Ego. I devote an entire section of my workshops and book in overcoming ego to improve creative thinking. Sometimes it’s too much ego and sometimes it’s not enough ego. Going back to what I mentioned previously about failure, that is all about ego. It is our ego that makes us afraid to fail and when we are afraid to fail, we do not try new things or take risks. We do not speak because we are afraid of looking stupid or being judged. It is our ego that creates roadblocks telling us that something is not possible instead of seeing an opportunity for trying something different. It is our ego that says, “I can’t” instead of “How can I?” Our ego also tells us that we are better than others and we miss out of collaborating. Letting go of ego allows us to work with others and double our creative ideas. It allows us to listen and learn new things.

5) What is something a management team could do today to immediately boost creativity?

Give employees the time for creative thinking. Allow them to walk around the building or play a game of ping-pong. Stepping away from work gives the analytical side of the brain a rest and allows the creative side of the brain to be heard. (This is why people often have their best ideas while driving or just before sleep. The analytical side is noise and it needs to be quite for the creative side to be heard).

I helped one company by facilitating a creativity workshop immediately before their annual strategic meeting. The CEO was tired of solving the same problems with the same ideas. By holding the creativity workshop before the meeting, the department heads were more open to exploring alternative solutions to the problems and their excitement had the creative ideas flowing.

6) You have a book coming out soon – what is it about and who is it for?

The book is titled Conditioning Your Mind to Fuel Creativity. I discuss the importance of creativity and the ways it is used in personal- and business-life. I cover the three key areas you must pay attention to order to improve your creative thinking – your body and senses, your thinking, and your ego.

The biggest differentiator of my book with other books about creativity out there are the exercises and tools that I provide. These are things a person can do and use immediately to start improving their creative thinking. Creativity is something that must be practiced in order to improve. It’s just like improving at a sport, language, or musical instrument. You MUST practice. The exercises and tools I provide are a fun and effective way to practice and apply various aspects of creative thinking.

7) How do people find out more about you, your book and your workshops?

They can get more information on the BrainSpark website – www.brainspark-creativity.com

I also have several social media sites for news.

Facebook BrainSpark Page – https://www.facebook.com/JenniferYarosBrainSpark

My LinkedIn Page – https://www.linkedin.com/in/jenniferyaros/

My Twitter Page – https://twitter.com/JenniferYaros

 

 

 

Meet JJ DiGeronimo, The President of Tech Savvy Women

JJ DiGeronimo created Tech Savvy Women to help bring together women in tech, build relationships and to advocate for one another’s career goals.

DiGeronimo, the president of Tech Savvy Women, came from Buffalo, New York to Ohio University with a desire to learn and find career opportunities. After graduating with a Communication Systems Management degree, DiGeronimo landed her first Information Technology position in 1995. With a vision and dedication she poured herself into her professional journey, which has taken many exciting twists and turns throughout the years.

Often one of the only women at the table, DiGeronimo created Tech Savvy Women in 2008 to connect women in technology. DiGeronimo is known for her leadership skills and promoting inclusion in tech workplaces. “Tech Savvy Women is commonplace for women in tech to communicate,” DiGeronimo said.

While at Ohio University, DiGeronimo took the time to excel in the classroom and scheduled meetings with college advisors to prepare for the future. “I had very specific discussions with my advisors about degrees and job offers. Many shared that computers and the related degrees were a solid choice,” DiGeronimo said. “I did really well in my classwork which helped me align internships early, as professors recommended me. Those internships lead to many offers.”

Although tech is a great career option, there are fewer women that pursue technology or stem-based careers than their male counterparts. The organization was originally meant to bring women together and have a strong network in Northeast Ohio, but has evolved into a group of women, over 2,500 nationwide, which allows them to share ideas, network and connect.

“We’ve helped each other get jobs, references, and other opportunities,” DiGeronimo said. “It’s made the industry seem smaller because we have more people connected in more places.”

As the organization has evolved, DiGeronimo has written two award-winning books to help elevate women in the workplace. From this success, she has been asked to keynote locally and nationally to positively impact the field of technology. She speaks to women about advancing their professional objectives and speaks with tech organizations on how to cultivate male allies to promote diversity. “Diversity is business impact tool and companies are striving to not only get women at the table but have them as equal contributors,” DiGeronimo said. “This takes advancements on both sides.”

Throughout DiGeronimo’s work she has shared strategies to elevate women into leadership positions while guiding them through common career challenges. Her second book, Accellerate Your Impact, has given readers a playbook to glide through some of the challenges women have faced in the past.

DiGeronimo has numerous blogs, videos and posts with advice for women working to advance with their careers. “Women generally wait (to apply) until they’re 100 percent qualified, men apply when they have 60 percent of the requirements,” DiGeronimo said. “You don’t have to check every single requirement for the job, and you should not. There is little opportunity to learn and grow if you only apply to jobs you feel confident you can land.”

Through all of DiGeronimo’s research, she’s found that career catalysts are necessary for women to align leadership positions and shares the three most important.

DiGeronimo believes in professional coaching to get their professional goals straight, document and defined. “I think more women need to pay for professional coaching to help them get their ducks in a row,” DiGeronimo said.

Having a mentor that will focus on providing advice and guidance as professionals move through the many stages of their careers is a necessity for female and male professionals. Mentors will often give advice while you’re with them to help with personal career journeys.

The final catalyst DiGeronimo recommends are sponsors, professionals that leverage their own social capital to help cultivate desired goals. A sponsor could setting up a meeting on your behalf or connecting you with other professionals in the field. Sponsors are often the best career catalyst, according to DiGeronimo.

“I think women are taught to work really hard but it’s important to network and develop relationships,” DiGeronimo said. “Make time to foster an effective network, get to conferences and get out of the office and do things for yourself. Anything you can do for yourself outside of the office, in a meaningful way to advance your career is important.”

DiGeronimo believes women with an interest in solving problems, adding value and continuing to learn should consider a career in tech. She reasons this with the possibility of great financial gain, endless opportunity and the ability to work with great people.

DiGeronimo is an active LinkedIn user and leverages the tool in many ways to connect, learn and showcase her personal work. She encourages young professionals to bundle their value and continue to develop their professional connections. JJ DiGeronimo can also be found on Youtube, and on her website.

Interview by LynAnne Vucovich : A journalist who studied at the E.W. Scripps School of Journalism at Ohio University. She has a passion for culture, community and cats.

Entrepreneurs Getting Jobs – Interview with Phil Gerbyshak

Phil Gerbyshak is a prolific author, speaker and business consultant who recently went back into the workforce to help a company succeed. I had the chance to ask him about the experience of going from owner to employee again.

Question: Phil, you have been an author, entrepreneur and speaker for many years.  Currently you have gone back and are helping one company full time.  What are the advantages and disadvantages of taking a “break” from running the show?

One of the advantages is a shift in perspective. I’m back in the game as a practitioner on the inside, instead of as a consultant on the outside, so I’m seeing a whole new set of opportunities to learn about the workforce since I had my last inside job back in 2015. A lot has changed – and I’m seeing first hand how this is impacting business.

Another advantage is the energy of having a team. As an extrovert, I thrive the most when I’m working with a multitude of other people. I serve 160 sales professionals now, in an organization approaching 500 employees. The energy is very different from the 10-15 organizations I would serve each month on my own. Some days I used to not interact with another human face-to-face, as I’d do all my work via Zoom video. Now, there’s not a day that goes by where I don’t interact with someone, whether it’s an employee at the airport or someone on one of the 4 business units I serve.

There are many others, but one more advantage I’ll share is the ability to focus more on what I am best at. As a business owner, I was ultimately responsible for every part of my business, from deciding who my best prospect would be, to doing the actual prospecting to relationship building to closing business, plus invoicing, marketing and all my own IT support. It was a lot of work that isn’t the best use of my time, and I didn’t even mention the actual creation and delivery of training, coaching and other programs, which ARE the best use of my time. Now, I get to focus mostly on creating and delivering sales training and sales coaching programs, which are what I love to do the most, and what I am best at.

A disadvantage is that I have a more regular schedule, and I can’t just pick and choose the hours I want to work. I guess maybe I could, but I feel responsible to work from 8-5 Monday through Friday, regardless of the time zone I’m in, as that’s when my clients (the sales professionals I serve) are in the office. So maybe I’ll be changing this.

Obviously as I’m now dedicated 40-60 hours a week to one client (my employer), I have little to no time to grow my own business, which prevents the growth I am used to.

And lastly, I feel less spontaneous, as having an employer does make me pause just a bit before I post anything to social media, or before I just say yes to a new opportunity.

All in all, the positives far outweigh the negatives, or I wouldn’t have taken the job.

Question: How has having a job with a clear definition of responsibilities impacted your mental state?

I don’t have a clear definition of responsibilities yet, as we’ve never had anyone in my role ever before in this organization. I have a loose definition, and that’s a wonderful thing. It helps me slow down and focus, which I am still getting used to.

Question: How have you melded your entrepreneurial skills with your job responsibilities?

One of my company’s core values is entrepreneurship, so this has been the most easy. I’m in a startup culture and am creating everything from scratch. I’m keen on listening to the needs of the marketplace, which in this case is the various sales teams I serve, and then creating training to fill that need. It’s a great match.

I also have had to be wise about my investments in the business. I have a new MacBook Pro and a company credit card, but I’ve had to make new purchases wisely, and think like an owner before I make a purchase. It’s empowering and smart!

Lastly, I know there are going to be some long days, just like when I was running my own business full-time, and I am rolling with the flow instead of behaving like an employee and feeling I only need to work 40 hours a week.

Question: What do you think are the risks and rewards are for a business hiring someone who has been an entrepreneur?

I think the biggest risk is recognizing an entrepreneur needs variety and a daily challenge and won’t just settle for the status quo. If you hire an entrepreneur, you have to recognize they were successful before you and will be successful without you, and they are willing to make whatever changes need to be made to see that same level of success inside your organization. This is a risk because many organizations don’t want to change. If that’s you, do NOT hire an entrepreneur.

This desire to change and grow can also be the biggest reward to an organization that is willing to change and grow.

One other big risk is the willingness to do what it takes to see success in the job. I have a wide range of skills, in sales, in marketing and in technology. Letting me do a wide variety of tasks to get my job done is a big risk, as many organizations are siloed and don’t want people to be truly cross-departmental in what they do. We do, and that’s why I love it here.

Question: What kind of a business was able to attract you and why?

We are a software company that sells technology to our everyday heroes and our mission is serving everyday heroes and saving lives through revolutionary technology. So a mission based company that aligns with my values (I love to serve, I love technology, and I love a good revolution) with an opportunity to drive change and value throughout a growing company was exciting for me. Thinking like a startup is also exciting to me, and if you pour on the fact we have a great deal of resources to help me get my mission of training as many sales people as possible in the new ways of sales and service, you’ve got all the reasons why this company is perfect for me.

Question: How can people find out more about you?

The best way would be to connect with me on LinkedIn, listen to my podcast Conversations with Phil, or by following my Facebook page.  

The Athlete Advantage For Your Recruiting Needs – Interview with Kevin Dahl

Following a 14-year professional hockey career that spanned the NHL and the Olympics, Kevin Dahl found himself quickly transitioning to the entrepreneurial world. In 2009, he co-founded NexGoal, a national recruiting firm with a niche in finding and placing former athletes from all levels of competition into new careers.

NexGoal works directly with both clients and candidates to take the stress out of the job search for all parties involved. Many of their corporate clients share the belief that individuals who exhibit the core values of confidence, persistence, time management, and coachability make up their best employees.

 Mike Stone (L) of PAFI and Kevin Dahl (R) at the NHL Alumni Symposium

Recently, I had the opportunity to interview Kevin and learn more about NexGoal’s recent success and what’s in store for 2022 and beyond.

Question: How has your athletic experience translated into the business world? How have you leveraged your experience as a professional athlete towards a career in recruiting?

Kevin: I found my journey in entrepreneurship to be similar to my athletic career in terms of the effort required and the adversity I faced. Athletes need persistence, work ethic, drive, leadership, and coachability to be successful at their chosen sport, and those same tenets are valuable in the business world.

My hockey tenure also taught me how to manage people and teammates effectively and what it truly means to be a part of a team. The importance of building a winning team full of true competitors is equally as vital as with any sports team. Hockey is a long season that, like recruiting, requires a consistent, daily effort.

Recruiting is about attention to detail, which plays a major role when comparing one’s natural ability with the intentionality and effort it takes to succeed. Winning in sports AND being on a good team requires a lot of concentration on small details. Natural ability alone can only get you so far but combined with the hunger to learn and ‘practice makes perfect’ mentality, the sky’s the limit.

Question: What first attracted you to starting NexGoal?
Kevin: When I retired from the game and started looking for jobs I had to go through the experience of putting together a resume and reaching out to people to help me. I didn’t have a lot of experience in those areas and learned there were a lot of athletes in the same boat.

After my experience in putting together a resume and putting my skills on paper without real-world experience, I realized I could help others do the same. That eventually led to starting NexGoal.

Question: What were the greatest challenges you faced working in recruiting as a result of COVID-19? What adjustments have you made in lieu of remote and hybrid workplaces?

Kevin: COVID-19 caused a lot of industries to rethink how they conducted their day-to-day business, and we were no exception. Through trial-and-error, we learned how to rely on technology like Zoom and adapt to our team working remotely. We were able to adapt to a new way of working with zero turnover. Because we had first-hand experience, our recruiting team could relate to organizational needs, and we knew what our clients were looking for.

The pandemic caused what many call the “Great Resignation,” where workers reevaluated their careers to find something that better aligned with their values. Our own research found that a good culture and feeling valued made workers the happiest, so we’ve become more thorough in our initial conversations and write-ups with new clients.

Question: In what industries and positions has NexGoal experienced your greatest growth?

Kevin Dahl, NexGoal 

Kevin: We reinvented our client list in wake of the pandemic. Based on our own experience, we knew what changes companies needed to make to survive the pandemic. We researched specific industries that were successfully remotely operating and looking to grow, and we learned which industries were putting hiring on hold. We’d previously had success with the Medical Device and Mortgage/Title industries. These industries adapted to the pandemic well, so we focused our energy on working with them. Our efforts led to great success.

Question: What sets NexGoal apart from its competitors?

Kevin: At the end of the day, our Recruiting Process is what sets us apart. We’re thorough in researching our client partners and our job seekers, and we have a scout’s eye for talent. This business is about building strong relationships, and our clients keep coming back to us. We’ve consistently received great testimonials from our partners.

“Since becoming a partner to assist us with our recruiting needs, NexGoal has done an excellent job identifying talent for our organization that aligns with our company culture, our values, and what our customers have come to expect from our sales team!”

Steve Wilson, US National Sales Manager, A Global Medical Device Company

Question: Why do clients always stay with NexGoal for a long period of time?

Kevin: Our clients stay with us for long periods of time, some over ten years, and many of our placed employees remain with our clients to this day. We became a true partner in their recruiting efforts.

This is where the athlete’s mindset comes into play. We’re competitive and persistent in our recruiting efforts, and we don’t settle for anything less than the best.

Question: Beyond recruiting, are there any resources you provide for job-seekers and employers alike?

Kevin: Yes! We take pride in keeping our audience up-to-date with all the latest hiring and workforce trends. From tips and tools to enhance job-seekers’ resumes, cover letters, interview
techniques (and more), to our guiding principles for employers monitoring remote/hybrid work, leadership, and company culture, you won’t want to miss what we have in store for 2022! Be sure to visit our Career Advice Library and sign up for our Job-Seeker and Employer eNewsletters.

Question: Where can people learn more about you and get connected with NexGoal Recruiting?

Kevin: You can learn more about NexGoal and get in touch with our recruiting team via this Contact Form. Find us on Twitter, Instagram, Facebook, and more here.

Resolutions – Do It Differently

It’s that time of year when people start to think about New Year’s resolutions. Every year they make resolutions they’re unable to meet. Some have given up and don’t bother with resolutions or goals at any time of the year, because over the years they have “proven” to themselves “they don’t work”.

It’s difficult to make lasting change if you don’t understand how human behavior and change works. In order to meet goals it’s important to understand how to manage change and to make the process of change work for you, not against you.

Most people’s goals are aimed at changing nothing more than bad habits, habits which were started without conscious thought and have been reinforced over time. It’s easy to underestimate how powerful a habit is and see it as a personal or moral failing if you’re unable to change it right away.

But, if it has taken someone 15 years to establish a habit it won’t be extinguished or replaced in 3 months. Yet people get discouraged when that doesn’t happen. They’re unable to meet their goals because they try to do too much too fast. The goal is too big or complex and their expectations are unrealistic.

Start small, have patience and realize you’re going to have uneven success. Uneven success means that some days will be more successful than others. But, the measure of successful change is how many times you try until you achieve it, not how many times you falter. Having a bad day is just that, it’s not a moral failing requiring you to abandon all hope.

It’s the nature of learning that we build on the knowledge and experiences we’ve gained from the past to do better now and go forward into the future. Success breeds success when you set small goals which build on the small goals already accomplished. Instead of seeing yourself as a failure, know that true success comes from the ability to give yourself enough time and chances to get it right.

 

– – Article contributed by Nicole Abbott – writer, educator and psycho-therapist.