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Episode 4: Leadership Interview with Olga Giovanniello.  Olga is the Chief Human Resources Officer and Executive Vice President with Sienna Senior Living.

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Our search process has been time-tested with the completion of hundreds of assignments. Each search adheres to our core principles – timely research focus, thorough vetting, a guarantee of a senior point of contact – while providing a level of customization and flexibility to ensure your unique needs are met. 

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It’s that time of year when we consider Goal Setting and what we want to accomplish each year. 

Having spent most of my career leading Human Resources teams, I am often asked a lot of questions about how to effectively set and achieve annual goals, that will directly impact my upward career advancement and compensation positively?

Here are some tips that I have given in the past.  You may find these helpful for you or for sharing advice with the teams who you manage: 

1. If you’re choosing the same goals year after year and not achieving them as aggressively as you would like, then consider why you’re not achieving them.  Spend more time on understanding the obstacles that are preventing you from getting there, and focus 2021 on overcoming those obstacles first, so that you can get to the Goals.
2. It’s great to set optimistic goals, but make sure that they resonate with your Company’s and Division’s Goals.  There’s no point in setting goals that have nothing to do with what your boss, and your boss’s boss deem as a powerful contributor to the company’s success.
3. Are your goals realistic?  Its great to have stretch goals to impress your peers and boss with ambition, but are you really able to show that you can successfully achieve them.  Try mini-goals instead, like stepping stones each year, to achieve the big goals. Every success counts, no matter how incremental.
4. Continuous Learning.  I am always surprised when people ask me “Why is that person advancing faster than me in the company?”.  Its usually a result of the other person’s continuous effort to keep learning.  There are so many courses offered online now, so many books that are available either written or audio, and so much great knowledge out there to enrich our lives.  A lot of companies offer financial support for learning through their benefit plans, so if you’re not using up that benefit each year, that could be one of the reasons.  Keep adding certifications and trainings to your resume. 
5. Publish your Goals.  Always have a copy of your goals posted near you, so that you see them every day.  Talk about them often with your peers and boss.  Not only will it get you to focus on achieving them, but you make others aware that you are goal oriented and care about your career trajectory.  Post them on your desk, carry them in your pocket, or put them in your calendar to pop up ever 2 weeks. 
6. Mentor.  It’s always a great learning experience for you to mentor others, and to have your own Mentor.  Look into any mentorship programs that exist in your company or any associations that you belong to.  Mentoring or being mentored is career advancement on steroids.
7. Ask others what their goals are.  You can learn from your peers, and create awareness that you are a goal oriented professional. 
8. And finally, stay with the goals and don’t give up.  We all have setbacks and challenges, but its what you do with those setbacks that differentiates you in your bosses eyes.

Good Luck! 

Lakeshore Human Capital Inc. (“LHCI”) is a boutique executive search firm that provides superior client service, comprehensive sector and functional knowledge, and senior partner involvement on every assignment. 

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Do a Lot More BD

We found that many companies had either stopped hiring or were doing it on their own and not relying on external partners.  I have never heard so many “No’s” in my career.  As a firm, we decided to remain in touch with our clients and placements, but also significantly step up our outreach efforts with companies that we would want to work for.  It did not matter whether we heard back from them or not (most often we didn’t), it was more important to make contact and make them aware of our services. 

More “Courtesy” Calls

We also spent a lot more time speaking with executives who were either displaced or were in fear of losing their job.  Whether we had a search that was a fit or not, it was important to speak with senior folks as you never know when a new project will come in.  It also broadened our knowledge of what was occurring in the market. 

Scheduled Team Calls

With everyone working from home, it was easy to become disengaged.  By mid April, we began scheduling team calls at least three times per week.  This was an opportunity for us to see each other virtually and discuss current and upcoming projects.  It also provided us the opportunity to stay connected and have some social interaction as well.  Personally, I made certain to shave and not work in my pyjamas. 

Time for Ourselves

Working from home has some advantages but many of us felt that there was no separation from work and home.  With the benefit of not having to commute to the office, it gave us more time to do other things.  Having the discipline to set a work schedule, gave us more time to do things such as exercise, go for a walk, meditate or simply relax.  This pandemic has wreaked havoc on the mental health of many people, and I found that “shutting down” by 6 or 7pm every night gave me some balance.   

Lakeshore Human Capital Inc. (“LHCI”) is a boutique executive search firm that provides superior client service, comprehensive sector and functional knowledge, and senior partner involvement on every assignment.  With tenures at both global and boutique firms, LHCI founder and managing partner Mandeep Grewal brings over 20 years of experience in the retained executive search industry. 

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Be Responsive to Any Outreach

Regardless of your current interest level or employment status, take the time to respond to recruiter messages. Whether it be on LinkedIn, email or telephone, it helps us know who we should continue to pursue in a search and who does not want to be considered. It also allows us to know what you are interested in so we can connect with you on any future relevant opportunities.

Treat the Recruiter Like the Company You Want to Work For

Recruiters are the gatekeepers for the company they are retained by, therefore you should be putting your best foot forward with them. Treat any interactions with the recruiter the same as you would If you were speaking directly to the company.  Be professional. Dress the part. If you are rude, don’t value our time or think you should be able to skip around us to the interview stage with the company, you will not be moving forward in the process.  We are hired to ensure both you and the company find a great fit.

Be Transparent About Your Situation

It serves everyone’s best interest to be honest and open about your situation. Be sure to share things such as being in transition or having other offers on the table. Leaving the recruiter in the dark or blindsiding them later is sure to cause problems. The more we know the more we can help you (e.g. letting the client know you are in demand for other roles).

It is a Process – Be Patient

Position profile and research strategy approval, initial research, screening, recruiter interviews, client interviews, executive deliberation and contract negotiations all occur before a final offer is put out to a candidate.  As recruiters we do our best to be respectful of your time and keep you in the loop with where you are in the process because we know we would want the same.

Lakeshore Human Capital Inc. (“LHCI”) has built a reputation among executive search providers for superior client service, comprehensive sector and functional knowledge, and senior partner involvement on every assignment.  With tenures at global and boutique firms, LHCI founder and managing partner Mandeep Grewal brings over 18 years of experience in the retained executive search industry. 

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