CHERYL CZACH COACHING AND CONSULTING
The Great Resignation has done more than simply create a record number of vacancies; it is forcing a change in how companies recruit and hire.
Candidates are no longer tolerating outdated and one-sided hiring practices. They are finished with cumbersome application processes that require duplication of data, multiple-step interview methods that don’t allow equal footing in decision making and personality assessments designed to eliminate them with limited information. They are opting out of a system that is designed to keep the power dynamics away from the candidate and place it in the hands of the hiring manager.
It’s a wake-up call for those who are paying attention. Many hiring managers and human resource leaders are sensitive to this shift
According to the Oracle and Workplace Intelligence study -
Over the last year, I have had the pleasure of speaking at women’s conferences, women’s organizations, and corporate women’s groups.
The message is clear - Many women feel STUCK! They are desperate for a change but have absolutely no idea WHAT or HOW.
Perhaps it began in December 2019. You said that 2020 will be the year you finally:
By now most of us are familiar with the term mid-career crisis, but did you know that it was once believed that with age comes increased job satisfaction?After all, the longer we are in a profession the more flexibility, money, and influence we have, right?Sure, moving up the corporate ladder has its benefits, but it seems these perks don’t equate to job satisfaction.In my latest Forbes article, “How to Avoid Overcorrection During a Mid-Career Transition”, I talk about the #1 pitfall I see mid-career transitioners make and how to avoid it!
Did you know that I have a YouTube channel?
I post videos on career navigation, mid-career transition, leadership development, organizational effectiveness, and videos of my guest appearances.
Check it out and subscribe!
It seems like everyone is talking about it - The Great Resignation. People are quitting their jobs in droves.
Together Digital is a networking organization dedicated to accelerating the advancement and growth of women in digital by giving women the most powerful tool in their arsenal: one another.
It’s a phenomenal organization that is based on an Ask & Give philosophy where members share their digital expertise and know-how, professional development insights, and friendship.
I was honored to be invited to speak with their members at the weekly She Rocks event, where I shared tips on Managing your Mid-Career Crisis and did LIVE coaching with several members.
If you’ve wond
Considering career coaching but not sure it’s worth the investment? You are not alone!
The No. 1 question I get from potential clients is, “How do I know if career coaching would be helpful for me?”
The 2nd question - “Is it really worth the money?”
In my latest Forbes Coaches Council article,
I will be co-hosting these virtual roundtables with Kristi Stepp from Sigred Solutions.
Together with attendees from various industries and roles, we will share our stories and ideas on belonging.
Join us on November 20th at 12:00 PM or November 23rd at 6:00 PM (EST) for insight and inspiration!
I am thrilled to return to Brave By Design to chat with host Laura Khalil about career and life transitions!
It seems this forced, global pause has caused many of us to question our priorities, specifically around our careers. If you find yourself asking, “Is this what I really want?” then this episode is for you.
Did you know that unemployment rose higher in three months of COVID-19 than it did in two years of the Great Recession? Scary but true!
If you are one of the millions who are currently unemployed the situation can feel hopeless.
But, as a career coach and former staffing industry leader, let me assure you there is light at the end of the tunnel and you will find your next role.
Until then, I offer four ways to remain positive (and take some action) in my latest Forbes article, Advice From A Career Coach On How To Stay Positive During A Difficult Job Search.
I am excited to begin my next Women’s Six Week Group Coaching Experience on September 15th!
In this small group coaching program you will experience:
This program is ideal for women who want to:
“Leadership coaching, once reserved for rehabilitating poor performers, has evolved as a way to develop high-potential talent, ease the transition of a new leader, and even provide a much-sought-after perk to highly valued employees.”As a former talent acquisition leader, I know the No. 1 reason candidates report wanting to leave their company is for career growth and developmentAnd, according to a national survey, while 98% of employers said they offer career development tools, only 26% of employees rated their employers’ tools as delivering development very well.
In my latest Forbes arti
I had a great conversation with Ivy Lews of ZL Consulting LLC about possible career paths for project managers.
We also talked about the benefits of coaching, training, and certification.
If you are a PM you’ll want to subscribe to Ivy’s YouTube channel.
I had a great conversation with Kristi Stepp, partner of Sigred Solutions about how onboarding coaching can accelerate leadership transitions and directly impact the company bottom line.
“According to Egon Zehnder’s online survey of over 600 executives at the VP level and above, almost 60% reported it took them six months or longer to have a full impact in their roles and 20% said it took nearly nine months or longer. That slow to transition timeline directly impacts the bottom line.”
It seems as if nearly everyone I know is in some sort of forced transition at the moment. Whether it be job loss, furlough, indefinite work from home, or a business closing, we are all facing unchartered and often unchosen territory. It can feel overwhelming, uncertain and for some people, freeing.
As businesses start to reopen and we return to some semblance of normalcy I’ve been hearing a recurring message. My friend described it best when she said, “I don’t think I want to go back to the way things were! Having this time off to reflect, I’ve realized how unhappy I was. I knew I didn’t love what I was doing but I just kept going, consumed by the job. Now that I’ve been forced to take a step back, I can see how miserab
By now we have all heard about the importance of authenticity in leadership but did you know research ties an authentic leadership style to both good organizational citizenship AND organizational resiliency?
In my latest Forbes article, The Authentic Leader’s Role In Organizational Resilience And Citizenship, I describe that research and detail how leaders can adopt a more authentic approach.
Did you know that according to research by Egon Zehnder 60% of executives surveyed reported that it took them six months or longer to have a full impact in their new roles, and close to 20% said it took more than nine months?That is because traditional onboarding programs, while effective for most of the employee population, fall short at the executive level.In the Training Industry article, “Executive Onboarding: It’s Time for a Different Approach” I provide four easy to implement strategies to better meet your new lea
What a pleasure it was speaking with Lauren Ammon of Unlimited Leader, LLC on her HR Chat Series #otherfrontline.
Lauren developed this series as a way to provide an opportunity to give back to those business leaders and HR professionals who find themselves on the #otherfrontline of employee care and business upheaval.
In this episode, we talk about how HR can move from a “seat at the table” to the head of the table.
If you are an HR professional thinking about your career, this is well worth the watch!&
My mother had been sick for many years before she passed away. I knew the day was coming but as anyone who has experienced that type of loss knows, you can never really prepare yourself. I was in my 30s at the time. I had a young son, worked full-time, and was in a master’s degree program. I was juggling all of that along with caring for my mother and my college-aged sister. There was already a lot on my plate and I knew there would be more to come. The funeral plans, clearing out of her home, and settling her estate – all while grieving my loss and comforting my family – I thought it was too much to handle. My exact words when I got the call that she had passed were, “I can’t handle this”. A friend not only assured me that I could, but he also asked
I had the opportunity to share a virtual coffee with Andrew Moss on Coaches on Zoom Drinking Coffee.
Andrew is a holistic high-performance coach who has guided athletes to become Olympians, helped disgruntled employees to pivot and become elite performers in a personal passion, and taught ambitious entrepreneurs to thrive personally while building a successful business.
He started Coaches on Zoom Drinking Coffee as a way to have fun conversations with a diverse group of coaches fr
The Brave by Design podcast, hosted by Laura Khalil, combines mindset and actionable strategy to address what’s blocking your personal and professional growth so you can rise and thrive.
I was honored to be a guest on Brave by Design to discuss what great leadership looks like in this new work from home era (which I believe is here to stay).
Listen to my four easy to implement strategies here. Enjoy!
When it comes to workplace rules my philosophy is less is more. Of course policies and procedures have their place, particularly those centered around work standards and safety. But, an overabundance of rules stifles creativity, depletes employee morale and slows down the pace of work. Frankly, a policy manual chock full of rules sends a clear message to existing and potential employees - you embrace a culture of bureaucracy and micro-management.
In fact, I believe that relying on too many rules to organize and manage work demonstrates a lack of leadership ability. All too often young organizations or new leaders lean on creating a rule for every possible employment scenario, preferring to let the employee handbook speak for them.
Case in point: A real-life example from my
Imagine leaving a meeting feeling completely deflated. Your boss was impatient and rude, cutting people off mid-sentence and barely letting anyone speak. Clearly, he is frustrated with your team. Except, when you mention this to your co-worker, she has a completely different read on the situation. Your boss was not frustrated, he was enthusiastic. Sure, he interrupted a few times but from her perspective, it was because he was excited to share his ideas.
What you just experienced is the Rashomon effect, a term used to describe the phenomenon where people have varying, and often conflicting, interpretations of the same event. Because these interpretations include similar facts every explanation seems completely plausible, making it difficult to understand the reality of what happe
Early in my career, I worked for a company that felt so much a part of me that I referred to it as my baby. I was not the owner or even the CEO, but I was there from the beginning and helped build it. I can honestly say I loved that company and its people. I was so engaged that I worked myself to the point of burnout. A colleague once said to me, noticing my stress, “Cheryl, it’s just a job”. I looked at him as if he were absolutely mad and replied, “it’s not a job, it’s my life”.
Although I do not recommend this level of engagement (and thankfully I’ve gotten my priorities straight), reflecting on it now, my drive to do whatever it took to help the company succeed came from a feeling of belonging. I belonged there.
We’ve long understood that corporate values have a direct impact on creating company culture, which is why organizations put extensive effort into defining and deploying value statements. However, leaders often overlook the impact that individual employee values have on culture. Look no further than the millennial generation to see how individuals can shift culture. Generally speaking, millennials bring a focus on social responsibility, diversity and inclusion and work-life balance with them into the workplace and smart companies are changing to meet these expectations.
Taking it a step further, we’ve all known department heads who run their areas like tiny kingdoms, sometimes against corporate values. To quote a friend who works in this situati
Amy decided she had enough - enough of her over-demanding boss, enough of employees who had entitlement attitudes and enough of a company culture that valued shareholder profits over employee well-being. She was tired of trying to make the best of a bad situation and she was ready to move on. Amy knew she had more to offer and she set about finding a company that would appreciate her value. After spending weeks researching, she settled on a handful of companies that looked promising. She did all the right things to get in the door. She found out who the hiring managers were. She searched her network to see who could facilitate introductions. She even contacted some former employees to ask for tips and advice. Finally, she landed an interview with one of her top choices. And, it went rea
Gay Hendricks coined the phrase zone of genius in his 2009 book The Big Leap. Hendricks explains it this way, “Your genius is that activity or way of being that you are uniquely suited to do. It combines your innate gifts and practiced strengths. It feels effortless and creative and just plain good”. Others describe this as being in the flow. When you are there you know it. Time seems to stand still (or pass unnoticed). It comes to you naturally, without strain or effort, and leaves you feeling energized.
Your zone of genius is your unique footprint on the world and while we all have one, many of us are not tapped into it. Instead of working to improve your weaknesses (a typical performance improvement strategy), identifying your zone of genius allows
When my son was four we went to Disneyland. One morning while having breakfast I noticed that several of the families around us were arguing. Well more accurately, the parents were (somewhat loudly) scolding their children. In fact, when I looked around the restaurant everyone seemed fairly unhappy. Believe me, I know how stressful family trips can be, but I couldn’t help but feel sad. No doubt the parents saved and planned for this “magical” trip only to be stressed, angry and well, unhappy.
A few years later I was listening to a podcast and the speaker, whose name I cannot recall, was discussing his thoughts around “the good stuff”. He explained how we are all chasing a future vision of happiness and thinking “once X happens, I will be
“But he’d learned long ago that a life lived without risks pretty much wasn’t worth living. Life rewarded courage, even when that first step was taken neck-deep in fear.” - Tamera Alexander, Within My Heart
It’s that time of year again where we take stock of our accomplishments and plan for the upcoming year. What is it you hope to accomplish? Are you longing for a promotion, wanting to ask for a raise or even start your own business? Whatever the target, there is often a common underlying theme – make it achievable. Of course, we want to stretch ourselves, but we also want to make sure we can accomplish the goal. So, we aim a bit small. Frankly, we give in to fear. Fear of failure, fear
The term Impostor Syndrome (IS) was first introduced in 1978 by clinical psychologists Dr. Pauline R. Clance and Suzanne A. Imes referring to a psychological pattern in which a person doubts their accomplishments and abilities and has constant worries that others will discover they are not “good enough”. Even when faced with evidence of their competence, they are convinced that they are frauds, often dismissing their success as luck, charm or simply good timing.
For those struggling with IS there is a wealth of articles containing advice on how to overcome your fraudulent feelings. However, IS affects more than just the individual, it has very real, bottom-line impacts on companies as well, making IS not just an individu