Take New Ground’s Post

Over the years, we have helped hundreds of Visionaries identify and find the RIGHT Integrator for their business.   In 2020, we leveraged this experience to create The Integrator Continuum. This tool has been instrumental in helping Visionaries identify the specific Integrator skill set and experience needed to meet the needs of their business.   If you want to learn more about The Integrator Continuum and how to hire the RIGHT Integrator, check out our blog. https://lnkd.in/g2tbk9Yz #blog #IntegratorContinuum #trademark #STP #visionaries #RIGHTIntegrator

#HRInsight #TalentManagerFoodforThought #TopStressors #FutureofWork Mark Murphy's insightful Forbes article, "Why HR Gets Wrongly Blamed For Management Problems," sheds light on the common tendency to place accountability for workplace issues solely on HR, rather than empowering managers to address them proactively.  Murphy emphasizes a key solution: HR must prioritize equipping managers with the skills and knowledge to tackle common managerial challenges. Here are the top sources of stress for managers as highlighted by Leadership IQ's survey;Diffusing Bad Reactions to Feedback, Neutralizing Negativity, Preventing High-Performer Burnout, Motivating Growth-Oriented Employees & Engaging Employees with Limited Promotion Potential.  HR can strategically address these pain points, empowering managers to handle challenges effectively. By investing in the upskilling of managers to address these specific challenges, HR can shift its role by deflecting undue blame, becoming a strategic partner for success, and cultivating a resilient and self-sufficient workforce. Read the full article:[https://lnkd.in/dEWTCNJP Transform managerial challenges into growth opportunities, contact Envision Moore and unlock the full potential of your workforce: https://lnkd.in/dhKtfUMj How does your organization approach upskilling managers to handle these common challenges?  Share your experiences and insights in the comments! Sharon BradleyMelissa NolleyPaula DeBoles-Johnson, MPA, CCMHR Professionals Network - HRPNSam ThevanayagamSHRM Executive Network #empower #lead #upskill #managers #people

𝗜𝘀 𝘆𝗼𝘂𝗿 𝗴𝗿𝗼𝘄𝗶𝗻𝗴 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗹𝗲𝘃𝗲𝗿𝗮𝗴𝗲 𝘁𝗲𝗰𝗵𝗻𝗼𝗹𝗼𝗴𝘆 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆? A Virtual CIO (vCIO) is an outsourced IT executive who provides strategic guidance and leadership on technology decisions without the costs associated with a full-time Chief Information Officer. Unlike traditional CIOs, vCIOs offer flexible, scalable solutions tailored to the unique needs of growing companies. Hiring a vCIO brings several key benefits: cost savings, access to expert knowledge, and the ability to focus on core business activities while enhancing IT performance. A vCIO can help businesses address IT challenges by providing insights and strategies that align technology with overall business goals, all without the overhead of a full-time hire. For example, a vCIO helped a rapidly growing e-commerce company streamline its IT infrastructure, reducing downtime and improving order processing efficiency. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗿𝗲𝗲 𝘄𝗮𝘆𝘀 𝗮 𝘃𝗖𝗜𝗢 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀𝗲𝘀 𝗮𝗹𝗶𝗴𝗻 𝘁𝗵𝗲𝗶𝗿 𝗜𝗧 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗶𝗿 𝗴𝗼𝗮𝗹𝘀: 1️⃣ A vCIO develops a tailored IT roadmap that aligns with the company's growth objectives. 2️⃣ They ensure IT investments are made wisely to support business initiatives. 3️⃣ A vCIO tracks key performance indicators to measure the effectiveness of IT strategies. At TeamLogic IT, we support the role of a vCIO by providing comprehensive IT services, strategic insights, and technology solutions that help businesses thrive in a competitive landscape. Ready to enhance your IT strategy with a vCIO? Let’s connect and explore how we can help! #vCIO #VirtualCIO #ITStrategy #BusinessGrowth #TeamLogicIT

Bolstering talent retention is crucial in today's competitive tech landscape. Explore three game-changing strategies from Magnit's VP of Client Services, Rachel Moniz, to elevate retention rates and keep your top talent engaged! Read more in our latest blog: https://lnkd.in/gEQzZpqa #contingentworkforce #techtalent #WeAreMagnit

As Executive Search Partners, we have observed that the need to hire leaders who can drive digital transformation for an organization has become one of the most critical hiring needs across companies and across sectors. WalkWater has partnered with a variety of companies right from large conglomerates, PE / VC driven growth firms, promoter driven companies and International MNCs and has successfully closed multiple CDIO searches. Given our wide experience of closing CDIO assignments across sectors, we have studied the key hiring trends that are driving CDIO hiring across industries. This exhaustive study covers 310 CIO / CDIO candidates across more than 272 companies. Some of our key findings are summarized in this report. https://lnkd.in/gkksSRvP

How confident are you about staying compliant globally ?

How Atlas helped a software company keep its international operations cost-effective? Industry: Software  Offices: North America Worksite employees: +40 After years of high-speed growth, the client faced significant financial pressure and needed to reduce operational costs while preserving critical international talent. With the layoffs occurring in the wider tech industry, the client sought alternative ways to retain as many talented personnel as possible. The decision was made to consolidate their country entities into a more cost-effective structure that would streamline operations and maintain compliance. This helped the company to avoid deeper cuts to their workforce and ensured the retention of key employees amid difficult economic conditions. Key Benefits of Working with Atlas: • Entity consolidation with a human touch   • Operational and financial efficiency  • Retention of key talent   • Simplified global compliance Keen to know more how we can achieve the same outcome for your organisation? I'm more than happy to assist. You may read on for more insights about this case study - https://lnkd.in/giRMSc7E #atlashxm #atlas #entityconsolidation #globaltalent

Recently, I shared our WORKS framework for optimising business operations. But it's not just a methodology I help contractor clients implement - it's something we live and breathe here at Bright with my team: Ian Mizon, Keith Kruger, Jack Goddard, and Rita Baxi. As a quick recap, WORKS stands for: W - Workflows: Meticulously mapping out every process O - Optimise: Continuous systems and process improvement with team engagement R - Results: From great Project management when done right- Who, What, When K - Knowledge: Securing the IP in the business the - knowledge needs to be downloaded from people's minds and stored in a secure cloud, and disaster recovery plans are put in place S - Specialists: Hiring an operations Director to leverage tools and technology for efficiency and leadership of the ops team We're constantly iterating and fine-tuning our internal workflows using this approach. Just last month, we reviewed our client onboarding process to make it even more seamless. And we've got projects in the pipeline to level up our marketing automation and financial systems. The core principle is straightforward - if you can get your operations humming through purposeful workflow design, you'll deliver consistent quality, keep customers happy, and create capacity for sustainable growth. Are you still thinking about how you could optimise your business systems and processes? I'd be happy to discuss how WORKS might benefit your specific situation. Just drop a comment below or send me a DM. Significant operational gains don't happen overnight. But with the right framework and commitment to continual refinement, it's absolutely achievable. #operations #workflows #optimisation #systemsandprocesses #businessgrowth #contractors

Personal opinion not at all backed by data or science — One of the most impactful (and trickiest) activities during a software implementation/digital transformation is org/department restructuring. And it’s one thing I’m hyperaware of from Day 1. 1. What skillset is needed to maintain and use the newly implemented systems? 2. Do those skills exist within the company now? If so, who has them? If they don’t, can they be taught? Or do new hires need to be recruited? If we need to hire in what capacity (e.g. full-time, contractor, part-time, outsourced agency)? If so, who can and WANTS to learn? How long will it take? 3. What are the new role KPIs? How much should technology adoption and continuous improvement activities impact those metrics? 4. Will in-office expectations change? If so, are these changes permanent or temporary? If temporary, what milestone has to be achieved to shift to the more permanent in-office policy? And all of this leads to hours long executive/leadership sessions and follow up discussions with managers and employees and the tech vendors and v1-vX of potential org charts. And the best advice I have is this: Don’t rush it, but also don’t overthink it. Moving too fast is a sure way to shoot yourself in the foot, but no action due to analysis paralysis also delays time to value and ROI realization.