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In this article, I reveal our 12-step, proven formula for converting audiences into cash. In fact, we know it to be the most effective way to get new customers short of selling one-to-one, which is not scalable. 
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Video is a powerful tool when it comes to advertising your products and services. However, the benefits of video aren’t limited to marketing your business. Internally, video can also be a uniquely effective tool for recruiting diverse talent and enhancing company culture.
Cultivating a strong company culture does more than ensure happier employees. It can help your business improve employee retention and establish a positive brand identity for both your customers and your employees.
You may have noticed LinkedIn rolling out the use of native video on its sites, helping businesses develop regular communication with prospective employees.
Here are three ways to harness the power of video to foster clear connection, communication and efficiency, and boost your company culture.
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Whether you're giving or receiving feedback, it's useful to bare in mind the following stages of the emotional rollercoaster people can go on. Via Kevin Watson
Ann Zaslow-Rethaber's insight:
We recently had a candidate that the hiring manager liked, but he had some concerns.
The question was, 'how coachable is he"?
Being coachable is an incredibly important attribute to have.
Being able to ask and receive feedback and direction, is paramount to success.
How coachable are you?
Are people comfortable giving you direction and feedback, or do you bristle and become defensive?
There is no question that people that are open to constructive criticism are more successful when they are receptive to suggestions.
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When it comes to getting more out of business meetings, Amazon CEO Jeff Bezos may have cracked the code. Via Grant Montgomery
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Motivation is one of the essential ingredients of sales success. When you’re not motivated, you’ll struggle to finish even the most basic tasks, like sending out a batch of prospecting emails or prepping for your upcoming calls. Things that require more attention and energy, like demoing or negotiating? Probably won’t go very well.
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It's not a question of if, but when. "Blockchain will be the fundamental way we store data in the future," said Kevin Wheeler, founder and president of the Future of Talent Institute, a San Francisco-area think tank. "The only real question is how quickly will it become universally accessible?"
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Over the years, the prospect of a banking career has lost a lot of its luster, and this has been particularly true over the course of the past decade.
Research shows us that millennial's, as they enter the workforce, are steering away from financial services in favor of other career opportunities.
What’s behind the loss of appeal, and how can bank culture get back to the top of the list for career aspirations for tomorrows graduates?
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Yes, recruiters only spend six seconds reviewing your resume.
No, this doesn't mean you shouldn't spend time on it.
You know the dream job you've been eyeing on that company's website? Your resume is the first thing that'll get you considered for it—granted you tell your professional story in a compelling way.
Of course, it's easier said than done. How can you compact your experience in a concise, yet interesting and relevant way?
Read on to learn 4 tips for writing a resume that will successfully pass the Applicant Tracking System (ATS)—and get your foot in the door of any company.
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Toxic people:
Ann Zaslow-Rethaber's insight:
Pearls of wisdom about a VERY important topic.
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Senior leaders have authority to authorize action and provide resources.
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Dissatisfaction, not dreams, is the first step toward change.
Ann Zaslow-Rethaber's insight:
Thought provoking post, well worth the read!
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Listening is the first step back from the abyss of lousy leadership. But what if your boss is a lousy listener?
Ann Zaslow-Rethaber's insight:
Here are 7 easy ways to encourage your boss/spouse/children be more active listeners.
Invaluable information!!
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Once your company is ready to start a client advisory council (also known as a client advisory panel or customer advisory board) and you’ve created a program charter and aligned your internal team, you’ll soon turn your attention to recruiting customer members.
Recruiting is a topic that is often challenging for companies of all sizes. Many trip up here, are unable to drum up support for their program or might offend some internal folks or customers in the process. Yet after having completed over 200 successful advisory council program engagements, I’ve learned what it takes to successfully recruit customers to advisory council programs, and I've learned how to get them eager to participate and even build a waiting list.
Here are five proven tips for recruiting customers to your client advisory council program:
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As the war for talent continues, crafting and implementing a strong talent management strategy has become a challenge.
Many companies are strengthening their internal talent management capabilities with the chief talent officer role.
This new leader in the C-suite is responsible for every aspect of human resources from the talent life cycle, managing internal recruitment teams, career development, employee engagement, succession planning and more.
Changing talent landscapes, migration to remote work and emerging technology are dismantling the traditional approaches to managing talent and workforces.
A new phenomenon of talent stagnation is blocking emerging leaders from ascending the career ladder and, as a result, these professionals are not able to learn the leadership skills needed to succeed in more senior roles.
Chief talent officers need to implement initiatives catering to developing future generations of leadership through transparency and communication, a powerful employee value proposition (EVP), and diversity and inclusion (D&I).
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Spending time researching, preparing, practicing and positively changing your mindset will imbue you with all the confidence needed to succeed in the interview.
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Richard Branson put it best: Customers come second, employees first. It's a philosophy that brings unexpected benefits to both the company and its clients.
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For many years, London has been the heartbeat of financial services across Europe and the world. The City has led the way, in part due to the efficient nature with which it connects key sectors, such as insurance, banking and legal.
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Is your organization considering a workforce development program for nontraditional job candidates, yet unsure where to start?
Pedigree hiring may cause companies to overlook great talent for unfilled job roles, while also sabotaging their efforts to improve diversity and inclusion.
Ann Zaslow-Rethaber's insight:
Are you familiar with the term 'Pedigree Hiring?
Check out this informative article, to expand your mind and uncover a clearer path to inclusion.
For even companies with the very best of intentions, there are bound to be stumbling blocks in the journey for diversity.
Learn how to expand your candidate pool by re-thinking mandatory requirements.
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In the early stages of a company, hiring can be a make-or-break decision. Just one wrong hire can ultimately derail the venture. Unfortunately, hiring is extremely complicated and fraught with risk. This is especially the case with founders who may not have much experience with the process.
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It’s easy to spot a good candidate – just take a look at their skills and professional experience. Now, to find a great candidate, that is another story.
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When the ship’s taking on water, bailing is important, but plugging holes is essential.
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A friend said the team cheers when the boss doesn’t show up for work. He has a psycho boss.
5 signs you have a psycho boss:
#1. Psycho bosses don’t explain what they want until they don’t get what they didn’t say they wanted.
Ann Zaslow-Rethaber's insight:
5 SIGNS YOUR BOSS IS A NUT,
And once you make your diagnosis, 7 ways to deal with him. :)
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From
www
Should you step in?
Should you step back?
Dr. Lori Whatley tells us what to do.
Ann Zaslow-Rethaber's insight:
I have been seeing a lot of posts about Mental Health & Suicide Prevention Month, offering a number to call if you or someone you know, are depressed.
Knowing that by sheer human nature, most people that have noticed someone struggling will not call for instructions, we should list out a few suggestions on how best to reach out a hand to someone that appears to be in pain..
If we want to help PREVENT A SUICIDE,, per the current awareness campaign, what specifically are we supposed to do?
We need clear cut instructions on how most effectively to help someone.! ,
In a professional setting, how do we keep professional & personal boundaries intact, while showing compassion for a fellow being?
This should be a topic that is brought into the light.
Please add to the conversation, I would love to hear your thoughts.
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My closest friends think I’m too quick to rule people out. They’re right.
Ann Zaslow-Rethaber's insight:
How often have you struggled over the age-old dilemma of WHEN to give someone a 2nd chance?
How wonderful to have 12 clear-cut reasons to help you make that call.
You're welcome. :)
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