The rise of diversity and inclusion jobs

By Julia Carpenter

Earlier this year, Uber hired its first ever chief diversity officer, following a string of sexual harassment claims and other PR crises for the brand. Last month, after a year plagued by controversy, the NFL posted a job opening for a head of diversity and inclusion.

Diversity officers are popping up at many other high-profile companies, too. The titles may vary — “director of diversity and inclusion,” “chief equality officer” or “head of diversity, inclusion and belonging” — but more organizations are realizing this is something that matters to their employees. It even merits an entire position (or sometimes, even its own department).

According to data from Indeed, demand for the roles has increased significantly in just the last few years. Between 2017 and 2018, Indeed postings for diversity and inclusion positions had increased by nearly 20%.

But what does a diversity officer do? Continue reading

How to Leave a Job You Love

by Gianpiero Petriglieri

Maybe you fell head over heels. Maybe your feelings grew over time. All you know is that you have what everyone is looking for, but few seem to get: A job you love. And you are about to leave it. How do you even start explaining?

The work is great. So is the organization. It’s not them. It’s you. And it was not just a moment of temptation. You have been thinking about it for a while. Even if you might regret it, you must part now. It’s the right time.

After all, you keep telling yourself, you’d better leave while it is your choice. When you still have options. You are too young to get cozy and too good to be taken for granted. You have seen what happens to those who do. One day, they get dumped unceremoniously, and what for, new talent? Or their love slowly curdles into complacency, leaving them going through the motions. No, you won’t let that happen, and ruin the memory of a great modern love.

Because that’s what it is, admit it. Sigmund Freud is often quoted saying, a century ago, that to live a good life we need to be able to love and work. These days, it seems, we must be able to love to work. We no longer want just respect, security, or money from our jobs. We want passion, fulfillment, and surprise too. We want, in a word, romance.

Continue reading

Why We Need More Authentic Women At Work

  Last Sunday, comedian actress Julia Louis-Dreyfus, largely known for her work on Seinfeld and Veep, won the Mark Twain Prize, considered the highest honor in comedy. Louis-Dreyfus is the sixth woman to win the award in a male-dominated field. She is also 57, an age at which?especially in entertainment?many actresses are disqualified.

All the way back in the late 1980s, Julia Louis-Dreyfus was a casting afterthought. The Seinfeld executives decided last-minute that they needed a woman added to the cast. In popped Louis-Dreyfus, and as Jerry Seinfeld said to the New York Times, “I could not get enough of her . . . That whole time, nine years, I was not acting.”

Louis-Dreyfus is gifted comedically. But it is perhaps her conduct that makes her a distinctly unique role model. In spite of the cattiness that can define the entertainment industry, Louis-Dreyfus has made it her business to be both authentic and kind. “Many of those who spoke talked about Louis-Dreyfus’s kindness, [and] how constant and straightforward it was,” as reported in the New York Times.

In one particularly telling incident, Friends’ actress Lisa Kudrow and Louis-Dreyfus were both nominated for an Emmy. “After Louis-Dreyfus won . . . she sent Ms. Kudrow, a fellow nominee, flowers with a note attached: ‘You were robbed. -Julia.’” Continue reading

DIRECTOR OF MARKETING

 

Our client is currently searching for an exceptional senior level, results-oriented marketing leader to drive all aspects of marketing. Our client director of marketing and serve as a key advisor to executive leadership. Our client is the recognized leader in this unique, fast growth industry with the broadest array of services, national footprint and reputation for unequalled service quality. We need to build on this success with a leader that can develop and execute marketing strategies and campaigns to drive growth. Top line growth is the primary objective and KPI for this role.

The successful candidate must have strategic business planning, leadership and strong analytical skills, with a results-oriented approach and proven track record of business innovation and growth. A passion for building brands and driving demand through customized and powerful marketing efforts, integrated campaigns, content marketing, digital initiatives, social media and new technology is key with experience in the latest social media marketing and content and brand marketing across multiple channels an absolute requirement for this position.

 RESPONSIBILITIES:

  • Exceed growth targets as assigned.
  • Develop and execute marketing strategy and campaigns across all channels, markets and services.
  • Develop and execute demand generation strategy and programs for new business, existing accounts, service offerings and acquired companies to significantly drive new, qualified leads for sales.
  • Analyze markets, revenue streams, clients and channels through analytical models to develop and execute go-to-market strategies that optimize our growth, marketing resources and spend.
  • Develop and execute marketing strategies that connect to local government and community needs with tactics that align with government budgeting and procurement cycles.
  • Advise the Chief Revenue Officer and executive leadership team on how to grow the company, position and brand competitively, latest marketing technologies and trends and staying agile and innovative.
  • Build and lead a diverse team of marketing talent across content management, digital-social media, inside sales, proposal management and marketing communications to achieve our growth objectives.
  • Attract and inspire top marketing talent to and foster an innovative culture across the firm.
  • Budget and optimize marketing spend across all channels to maximize ROI/ROAS and achieve brand awareness, sales, revenue and profitability goals.
  • Drive branding efforts nationally, across all companies, and manage all aspects of public relations.
  • Develop customer feedback cycles, survey and focus groups to better understand customer needs and drive demand through related efforts.
  • Make decisions based upon precedent and solve arising problems using sound judgment and experience.
  • Perform other duties as assigned by management.

QUALIFICATIONS:

  • Positive, high-energy, growth-centric marketing professional
  • 10+ years in marketing with experience across diverse functions in multi-channel, business to business services with a proven track record of revenue growth in prior positions
  • 3+ years of leadership experience in marketing at a Director or VP level; experience in both a large recognized national company and small to medium size privately held firms is a plus
  • Direct experience and deep understanding of digital-social media marketing and content development best practices
  • Direct experience and deep understanding marketing business to business services; outsourcing and marketing to local communities and government is a plus
  • Advanced analytical skills with talent for interpreting trends and data to make informed, data-based recommendations
  • Experience speaking at industry conferences to establish company as thought leader, and to solicit and nurture leads, while solidifying relationships with existing clients.

LOCATION: Colorado

If you are interested in this opportunity, please let me know!

Larry Janis

Managing Partner I Integrated Search Solutions Group

P-516-767-3030 I C-516-445-2377

ISSG I Twitter I LinkedIn

 

Should I stay or should I go?

 

The topic of counter offers is an interesting one. I am sure you have seen articles and thoughts about the subject and they are usually one person’s perspective on the topic. For a somewhat different approach, we’ve reached out to people in our network to gain their thoughts and perspective on the topic.

We asked:

You have just received an offer to join a new firm. You are giving notice to leave your current position and your employer makes a “counter offer” to keep you from leaving. You start to think about whether or not to take that “counter offer.”

Why would taking a counter offer can cost you more in the long run?

If people generally want to stay with their current company and the concerning issue is mainly about compensation, accepting the counter-offer can be a good decision.  However, if compensation is only one of a number of reasons to leave, best for the employee (and employer) to part ways amicably and not confuse or prolong the process by considering or negotiating a counter-offer. Further, if the only way for employees to receive raises and/or get paid market rates, better to leave vs. accept a counter offer since this will likely be a recurring theme.

Bob Pryor, CEO,  NTT DATA, Inc.

 

When you decide to make a change it is because there is something missing.     I have always found that a counter offer usually only attempts to correct a salary issue and not the driver behind your decision to make a change and you will still be unhappy.

You will end up back looking in a year!

Once you turn down that original date to the prom, they probably are not going to ask you again!!

Be decisive, know what you want, move forward and don’t look back!!

Betty Becker-Steele, Senior Executive at Accenture

 

The reasons people resign include they: dislike the work, dislike the company direction, dislike their boss, dislike their pay. They don’t necessarily want a raise, they want a new situation. Accepting a counter does not fix any of this.  In fact, it may cause resentment toward that employee down the road. Don’t take the counter!

John Cutrone,  Senior Advisor – Professional Services

 

We hope you find these perspectives interesting. If you would like to share your thoughts on this for future blogs, please let me know.

Larry Janis, Managing Partner, ISSG, janis@issg.net