Tag Archives: Employees

Why Texas Is Where You Want to Work

texas

Photo courtesy of nbcnews.com.

When it comes to getting ahead in your career, it’s important to make a change – whether it’s moving to a slightly different field of work or transferring to a new city. Moving to another city to advance yourself professionally – especially if you plan on moving without lining up a job –can be intimidating and stressful. But if you find a job in a city that is thriving economically, you’ll be one step ahead of the game.

Right now the Dallas-Fort Worth metroplex and Austin are prime areas for motivated professionals to relocate because of state’s fiscal health. Texas is one of the fastest growing state in the nation. Every day, approximately 158 people are moving to Austin and about 198 people are moving to DFW. Thanks to the energy boom, growing tech scene, low cost of doing business and growth in population, the Lone Star State is the nation’s second largest state economy. Better yet, the best part about living in Austin, Dallas, Fort Worth and the surrounding cities is the cost of living is more affordable than other cosmopolitan cities in the United States.

We’re excited to be recruiting in the DFW area and Austin right now because there are plenty of job opportunities. Our employers in these cities and the surrounding areas are looking for qualified employees to fill a variety of financial positions. If you’re ready to make the jump to a new career working in banking, accounting or finance, take a look at our job postings and reach out to us today.

Erika Boswell

Erika Boswell is Vice President of Recruiting at Financial Professionals, a Dallas-based financial staffing agency. With a background in Marketing and Management, Erika uses her expertise to place prospective job candidates and seasoned talent where they belong in the financial industry.

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Are You a ‘Clone-able’ Employee? – Part 3: Team Players

The third personal attribute that I believe is requisite of a ‘clone-able’ employee is having a team player’s perspective and attitude. Within the context of organizational life, it is relatively easy to understand why this particular trait is critical.

A simple definition of ‘organization’ is a group of individuals acting on a shared purpose or set of purposes. This notion of collectively “acting” toward a common goal requires that the individuals involved both understand and accept their respective roles as well as the roles of their associates.  Without this understanding and acceptance, each individual would be left to figure out and act on whatever tasks and behaviors they individually identify; thus, creating chaos, duplication of effort, conflict, and a very ineffective organization. We can look to the science of Biology for an excellent example. Just imagine an ant colony without a common set of signals and directions, and the ants headed off in every direction trying to accomplish some task…obviously not very effective!

Conversely, team players exhibit a common set of behaviors that promotes team effectiveness, and thus organizational effectiveness. Team players make sure they understand what is expected of them and they ask questions if they don’t know. They take time to understand the larger role of their group and when they are able, offer support and assistance to their colleagues where appropriate. In addition to offering support to colleagues, team players acknowledge and celebrate their associates’ successes. Everyone appreciates a pat on the back, and it usually adds something special when it comes from one’s peer group. Furthermore, this kind of recognition promotes a feeling of belonging and cohesiveness among the team members.

In summary, the very definition of “organization” assumes that the group members consciously cooperate and support each other toward the accomplishment of the group and organization goals. Are you a team player? If not, you may want to look at a career in which you can succeed based solely upon your own efforts and accomplishments. Good Luck!

Al Sniadecki

Alan F. Sniadecki is principal and owner of Organizational Effectiveness Services, LLC in Carrollton, Texas. Al is veteran of the Financial Services industry having served over twenty years as the senior executive Human Resources Officer for several Texas based financial institutions prior to establishing his consulting firm. His practice focuses on improving organizational effectiveness in the areas of vision and mission development, strategy development and implementation, human capital management, ethics counsel and leadership coaching.

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Are You A ‘Clone-able’ Employee? – Part 1

Most of us have heard a manager or supervisor compliment a fellow employee by saying “If I could clone him/her, I would make a dozen of them”.  What is it that sets these highly valuable employees apart from the remainder of the bell shaped curve of the employee population?

I have had the opportunity to know and learn from a number of these “invaluable” employees over the course of my career, and I believe they share a common set of attributes that drives the exemplary organizational behaviors that they continually exhibit.  In next few newsletters, I will identify and discuss the behaviors that position these highly valued employees at the top of their organizations.

The “Aptitude” and “Attitude” Twins

One of the classical writings on performance management is a book titled “Managing Performance Problems” (Third Edition by Robert F. Mager and Peter Pipe, 1997).  Mager explains that performance deficiencies in an organizational context generally fall into two causal categories:  aptitude deficiencies and/or attitude deficiencies.  For purposes of this article, “aptitude” is defined as a natural or acquired capacity or ability.  “Attitude” on the other hand is generally defined as psychological state of readiness to act or behave in a certain way.

To state the obvious, employers perpetually seek out potential employees who possess both the capacity/ability to perform a given set of duties, but equally important, they seek potential employees who possess a positive and professional attitude. All one has to do is look at the kind of interview questions posed to a job applicant.  Invariably, some questions address the candidate’s skills and experiences necessary to perform the job and some questions (often referred to as behavioral questions) are intended to assess a candidate’s attitude toward certain common work scenarios and environments. These two individual attributes of aptitude and attitude are the primary determinants for being selected for a position, or for being promoted to the next level of responsibility.

As such, each of us is responsible for our continual learning and development of our own unique aptitude and our attitude. They are the foundation of our career growth and success.

For additional information/education with this topic, contact Al Sniadecki at Organizational Effectiveness Services, LLC (214) 263-5867 or email Alsniadecki@oesvcs.com

Al Sniadecki

Alan F. Sniadecki is principal and owner of Organizational Effectiveness Services, LLC in Carrollton, Texas. Al is veteran of the Financial Services industry having served over twenty years as the senior executive Human Resources Officer for several Texas based financial institutions prior to establishing his consulting firm. His practice focuses on improving organizational effectiveness in the areas of vision and mission development, strategy development and implementation, human capital management, ethics counsel and leadership coaching.

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