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Editor in Chief:
Joan Caruso
Writer:
Catherine Carlozzi
Designer:
Camille Regis
If you have questions or
comments on this
month's issue, send your
feedback to: joan.caruso@ayers.com
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Testing, Testing
by Bill Ayers
The last recession we went through was institution-based. Today we’re faced with a consumer-based recession,and those are typically longer and deeper. What started as a collapse in subprime mortgage-backed debt has trickled down to the point where we’re beginning to see the impact on everything from the automotive industry to the luxury industry to elective surgery. It’s gone from affecting residential real estate to producing a glut of commercial space. Virtually all of our clients have been affected.
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From the Director's Chair
Leading Through a Recession
Walking the Talk
by Joan Caruso
Now, more than ever, is a time for corporate leadership — at all levels — to be open and visible. It’s a critical time for communication and activity. Leaders set the organizational tone. In bad times as well as good, people look up and expect to be led by example. That means you’re going to get back what you give.
No one wants a recession; no one asked for this. But it’s here, and you have to deal with it. So do what leaders do best: find opportunities. Turn the R word around. This is an opportunity to Regroup, Rethink, Replan, Repair, Rework, Renew, and Recommit on a personal and an organizational level.
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Ayers’ Programs Address Challenges Of Managing In A Multigenerational Workplace
Continuing its focus on managing cross-generational conflict in the workplace, the Ayers Group hosted a second breakfast seminar on the topic on March 25. More than 100 guests attended the program, “From Collision to Cooperation—Bridging the Generation Gap at Work.”
Sue Howarth, Director of Organizational Effectiveness, and Jennifer Brown, Senior Executive Consultant, explored the perspectives, values, behaviors, and expectations each generation brings to the workplace and how their differences generate conflict. [Consultant's Corner Vol 2, 2007.] The coaches presented practical approaches to getting the generational groups to work together effectively and tapping the strengths of each.
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Staffing News
Please join us in welcoming Karen Lazarou and Meredith Lowe, who have joined Ayers as Business Development Executives. Karen’s 17 years of experience blend psychology, organizational effectiveness, and sales and marketing. She has been involved in organizational development and executive coaching for the past nine years and spent more than three years in sales and marketing. Karen, who holds master’s degrees in counseling psychology and neurobiology from the University of Detroit, Mercy, has also been in private practice as a psychologist, has worked with medical institutions as a specialist and a consultant, and has taught psychology at the college level. She is a member of both the American and the Michigan Counseling Associations. Karen is based in Ayers’ newest office in Southfield, Michigan, and will focus on business development for career transition services.
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Career Transition 2008 - The New Job Search
The Ayers Report asked consultants from the firm’s Career Transition Group to comment on the mindset and the approach candidates—especially those who are part of the continuing force reductions in the financial services industry —need to adopt as part of a successful job search campaign.
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To help the growing number of candidates our consultants are seeing, Ayers has:
- Enhanced the CPI Online Career Portal to include a more robust database of industry and company information, direct access to a powerful executive recruiter database, and a library of on-demand webinars.
Stepped up the frequency of coreseminars/workshopson resumé development, interviewing, research, and networking, soon to be available online as audio plus PowerPoint. We also offer consulting and franchising seminars for candidates considering alternative careers.
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College Day 2008
Hiring Expectations Still Positive
Not even the recession could halt a six-year upward curve in hiring of new college graduates as employers prepare for the exodus of baby boomers from the workforce. According to surveys published by the National Association of Colleges and Employers*, employers expect to hire 8 percent more from the Class of 2008 than they did from last year’s graduating class. Although that is half of the fall survey’s 16 percent projection, it was still good news for the participants at The Ayers Group 2008 College Day seminar held on June 6.
College Day is an annual pro bono initiative of The Ayers Group. Invitations are extended to current and recent graduates and incoming college juniors and seniors nominated by Ayers/Kelly clients, employees, and other constituencies.
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Consultants Corner - On Boarding Gen Y
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Berta Berman
Senior Consultant
| Companies are spending an enormous amount of time and money recruiting talent, some to meet growth targets and others in preparation for the upcoming wave of baby boom retirement. Much of that talent is from Gen Y and right out of college [College Day article]. Entrée into a company for new employees is always important. But the traditional orientation seminar — someone talking at the front of the room, a little role playing, and some discussions on how to handle different situations — will not fly with a generation that expects to be engaged in the learning process.
Creative, competitive, tech savvy, and hungry for immediate responsibility and feedback, Gen Yers (aka millennials) are easily bored. If you do not engage them from Day One, they will quickly move on — and tell their friends why! That calls for an innovative approach to onboarding.
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Successful Landings
According to Executive Career Transition Consultant Bill Clark, one of the first questions candidates usually ask is, “How long is it going to take me to find a job?” His response: “That’s really up to you. There are three factors you control that will make the biggest difference.
- How hard you work at it.
- How smart you work at it. We can help you by giving you the best advice possible, which you can adapt or adjust it as appropriate.
- How flexible you are – open to relocation; a different title, industry, or type of organization; an alternative career; etc. All other factors – compensation, the job market, etc. – pale in comparison.”
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ORGANIZATIONAL EFFECTIVENESS CONSULTING
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