Artisan Blog

Understanding Team Dynamics

Wednesday, July 26, 2017


As hiring managers, we have to think about our existing team dynamics each time we add a new team member.

Our new hires will need to be fully integrated into our existing team structure—and the success or failure of that integration depends on our orientation and on-boarding best practices, our timing, and the team’s group performance requirements.

Additional considerations range from current interpersonal team structure to culture and skills level of the current team.

What type of environment are we adding the new person into and what is our goal? Are we looking for someone to strengthen missing skills, to complement the current thinking, or to challenge the team and take their performance to the next level?

In 1965, Dr. Bruce Tuckman introduced the team-development model of Forming, Storming, Norming and Performing.

It’s an interesting study based on recognizing where your current team is, and what happens as a new member is added.

In this example, we’ll use a marketing team to demonstrate.

Forming

In the marketing team’s forming stage, the Marketing Manager or Director will be very hands-on to set the tone for team, establish direction, set individual roles and responsibilities and provide overall vision and guidance.

The Marketing Manager must be prepared to manage every aspect of decision making, and answer questions about the team's goals and objectives, as well as set expectations internally and with external stakeholders.

At this stage, the team tends to avoid conflict or push boundaries. The team is just in the process of forming—and there are more individual thinkers operating in silos.

This is a perfect opportunity for individuals to get to know the strengths of one another, create friendships, and align in order to move from silo-ed thinkers towards a larger team mentality.

Storming

In the storming phase, the team may not be in total agreement or come to consensus quickly. Individual members may try to find their own voice within the group and establish presence. There may be some challenges and conflict—this is OK! Breaking paradigms and new ideas can emerge here, and the team has the ability to grow. The Marketing Manager guides the team through this stage, allowing the team to confront their diversity of thought, and ensuring that challenges or drama don’t derail the team’s success.

Norming

In the norming phase, the new team starts to hit its stride. There is harmony, and synergy amongst the group and the Marketing Manager moves to be more of a facilitator than a hands-on implementer. The team is aware of responsibilities, and natural leaders develop within the group to handle simpler decision making on their own.

There is commitment, strong workflow, good discussions as well as building friendships amongst teammates.

Performing

In the performing phase, the team is high-functioning with a shared strategic plan.The vision is clear, and the team knows its purpose and its why.The team is focused, and clear on goals, takes responsibility for achieving them, and makes most of their decisions against criteria agreed upon with the leader.

The team has a high degree of independence, and can delegate tasks internally. They can resolve internal conflicts as they come up, and have strong interpersonal relationships.

The Manager moves into more of a coaching role and can assist with growth and development, as they are no longer being called upon to manage day-to-day tasks. However, it remains important for the manager to ensure the team is still being innovative and not falling into complacency of thought, or group think.

Sharing the knowledge of the concept of "Team development” can be helpful to a team—especially in the storming phase.

As you look to add to your teams, dissolve project teams, or move team members to other groups, it’s a good idea to be aware of the overall team dynamics and recognize what stage the group is in. It will certainly play an integral part into your orientation and onboarding practices.

Artisan Creative's a.team is here to help you build your dream team. Contact us today for assistance with your hiring needs.

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we've learned a thing or two that we'd like to share with you. We hope you enjoy the 435th issue of our weekly a.blog.


The Art of Negotiation

Wednesday, July 19, 2017


No matter where you are in your career or in the professional world, negotiation is one of the most crucial skills you can hone. Being a savvy negotiator isn't just about asking for a raise or a higher salary - it is necessary for achieving your goals across all aspects of business and life.

Negotiation is addressed in thousands of business books and seminars. As creative recruiters, we use and observe these skills every day, and we have seen some consistent patterns that separate effective negotiators from the rest.

The CEO and entrepreneur MaryEllen Tribby boils down these commonalities into seven key principles. Here, we've further distilled her wisdom - which is consistent with the timeless laws of negotiating - and put it in a broader context.

Remember these seven core ideas, and you too, can get what you want from highly charged negotiations.

1. Visualize Your Desired Outcome

If you have a clear and concrete idea of what you want to get out of a negotiation, you can channel all of your efforts and energies toward that end. Before you take your seat, know what you want, and consider in vivid detail what it will look, sound, and feel like to get it.

2. Do Generous Research

The more you are focused on the other party, the more leverage you will have. Before you converse, find out everything you can about your negotiation partner. Understand what the other person wants to hear, and you can explain your own needs in a way that will resonate powerfully.

3. Listen Closely, and Listen A Lot

High-powered negotiations will put your active listening skills to the test. Rather than "waiting to talk," stay focused on what the other party is communicating. Ask follow-up questions until everything is crystal clear. This will let them know you are listening and that you value their time and thoughts and foster an atmosphere of mutual respect.

4. Don't Sell Yourself Short (Or Too High)

Take full objective stock of your own abilities, experience, and everything you bring to the table. You've done your homework and you deserve a fair deal, and you respect your own limitations and understand how you are perceived.

5. Stay Positive and Optimistic

If you believe you can and will get what you want, you are more likely to get it - or something better! Most people have a built-in negativity bias - to correct for this, stay upbeat and keep your eyes on the prize. Your infectious attitude may make the other party feel more generous.

6. Business, Never Personal

Keep your ego and emotions safely out of the negotiation, and think of it from the perspective of an outside observer who just wants you to get the best possible deal. Getting less than you want out of a negotiation is simply an opportunity to rethink your approach and be more deliberate and effective in the future.

7. Stay Humble

The best negotiation is one in which both parties get what they want. Resist the urge to gloat, to take advantage, or to take more than you need. You must live with your reputation, and those who remember you as an effective and fair negotiator will be powerful allies in the future.

Building your negotiation skills is a lifelong pursuit. Artisan Creative is here to help you get more in all areas of your professional life. Contact us today to learn more.

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we've learned a thing or two that we'd like to share with you. We hope you enjoy the 434th issue of our weekly a.blog.


How to Write Compelling Job Descriptions

Wednesday, July 12, 2017

At Artisan Creative, we recruit for a wide range of creative, marketing and digital roles, and therefore post an array of job descriptions to our Open Jobs page.  We write job descriptions every day and would like to share some best practices with you.

When you’re writing a description, we recommend using the following pointers to ensure you attract the best candidates--not only from a skills perspective, but someone who is also the best culture fit with your team.

As a hiring manager, how you write a job description will make an enormous difference to who is attracted to your company and role. 

Pick the Right Title

Start with a job title that reflects your company’s needs and culture.  Craft a description that portrays the role specifically and accurately. Job titles and expectations change with technology, time, and shifts in the landscape of your industry. If you are hiring for a new role, do some research to see how the job market is searching for this kind of position. Make sure the right candidates gravitate towards your opportunity with clear awareness of how they might fit in with your team.

Be Specific

It’s important to identify key responsibilities. Your candidate must be willing and qualified to do handle the must-have requirements. Remember it takes every new hire time to get up to speed in a new role - your aim is to identify potential talent who can minimize that learning curve as much as possible.

Eliminate jargon and buzzwords and replace them with more concrete and concise language. Use strong action verbs and relevant words that communicate passion and values. Tell a story! Borrow tested formulas from storytellers and marketers to make your job descriptions connect.

Use Strong Keywords

While you want to use fresh and exciting language, you must also consider what potential candidates look for online, and how search engines will spot and rank your description. While tired buzzwords can obscure your meaning, popular keywords can be useful in luring qualified talent.

SEO and social media play essential roles in the modern job search. To ensure that your job description will be seen by as many eyes as possible, read similar job descriptions online and use keywords that are specific to your related industry. Remember to include the titles of their potential coworkers as they will be working closely or reporting to them. Additionally list programs they will use, or the trends they should follow.

Also. be mindful of how your job description will appear to mobile users, as their ranks are steadily increasing. If your current company website or job portal site isn’t mobile friendly, consider updating it.

Requirements

If a skill is "nice to have" but not "required,” make a point of noting the difference – some candidates will make up for a lack of prior knowledge with high adaptability and an eagerness to learn.

Highlight Your Company Culture

We are currently in a candidate driven market. If you are trying to attract a candidate who may have multiple opportunities, or may be considering leaving their current role, think about “why” they would be attracted to your firm and list those details. For example, if you have a friendly pup roaming the office halls, or your office is next to the beach or offers flex scheduling… mention these great differentiators.

The clearer you are in your job descriptions, the more targeted your candidate pool will be. For more guidance in finding the right candidates and building the right team to fulfill your mission, contact Artisan Creative’s a.team today.

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we've learned a thing or two that we'd like to share with you. We hope you enjoy the 433rd issue of our weekly a.blog.


Returning to Work

Wednesday, July 05, 2017


Hoping everyone had a Happy 4th of July holiday.

We know going back to work after a few days off may require a brief time to get back into the flow of things.

However, going back to work after a prolonged absence may require a longer period of adjustment. Extended leave isn’t just for maternity anymore. Sabbaticals, family leave and unlimited vacation policies are a few reasons you might take time away from work for a longer period of time.

To return to your workflow seamlessly will require preparation and a plan. Not only do you need mental preparation, you also need to incorporate concrete steps to get into the flow of things and kick-start your productivity right away.

Here’s how to prepare for RTW (Return-To-Work).

Routine, Routine, Routine. Get back into a routine as soon as possible. Some suggestions by two of our a.team members who just got back from maternity leave are:

Wake up earlier. Setting your alarm clock earlier by 15 minutes every day is a good way to slowly ease into a routine. If you are managing jetlag, or a new baby, it’s easy to have your routine disrupted, so this does take concentrated effort.

Hit the gym. Exercise helps you to sleep better while also giving your body more energy to use when you’re awake. You’re going to need the extra boost of energy when you’re back at your desk.

Regularize your meals. Meals are necessary to fuel your body, obviously, but they also send a signal to your body that you’re back on a schedule. They can also help structure your day. “I have to eat dinner at 6, no matter what” can help the rest of your day fall into place.

First Day Back at Work

Set Your Own Expectations. There’s a tendency to want to conquer the world right out of the starting gate. However, depending on how long you’ve been away, accept that you may not get caught up on the first day back!

Pace yourself. Catching up is neither a marathon nor a sprint, but a medium-distance race. Pace yourself and create balance between the various to-dos you have to tackle.

Set your calendar for the week. (Hint: you can plan for this even before you leave.)

Schedule meetings for Day 2. with key collaborators, clients, managers and staff to get updated on the department goings-on.

Get back to Zero-Inbox. Depending on how long you were gone and how many emails are waiting for you--this task can take a bit of time, so schedule time for it.

Your first day back is key for organizing, catching up and getting everything together. Doing this will set you up for success for easing back into work successfully.  

Welcome back!

Artisan Creative is celebrating 20+ years in staffing and recruitment of creative professionals. Over the years, we've learned a thing or two that we'd like to share with you. We hope you enjoy the 432nd issue of our weekly a.blog.




Search

Recent Posts


Tags


Archive