Trillium Insights

Thoughts and Insights from Trillium's Practice Leaders

5 Signs of a Strong Leader

5 Signs of a Strong Leader

I read several articles over the holiday weekend about the traits of an effective leader.  It is a topic that I am passionate about, so I want to share some of what I read and what I took away from the articles.  

1. They build trust.

Strong leaders know that trust is essential to building a strong team and fostering growth. A leader who fosters an environment of honesty enables an organization to talk openly.  It also builds a culture of knowing that the organization will support them.

2. They give their team rewards and recognition.

This can be done on a regular basis by providing verbal acknowledgements and praise or small tokens of appreciation for the work that their team has done.  People remember those special moments.

3. They champion people development.

Strong leaders know that the key to building a great organization is to help their team grow.  Organizations are now realizing that it is better to help a team member hone a strength instead of developing a weakness. 

4. They give their people space.

Strong leaders give their people a chance to recharge by taking a break, taking a walk or listening to music.  Overworking employees causes burn out and demotivates their sense of belonging.

5. They have a positive attitude.

Strong leaders keep their teams motivated towards continued success by keeping their energy levels up. Whether that means providing snacks, coffee, or even relationship advice, remember that everyone on your team wants to  enjoy their work.  This is much easier in a positive work environment.

Finding Human Capital Data

Finding Human Capital Data

Unlike the skills needed in finding the answers to trivia questions, when it comes to finding and identifying qualified and talented people based on their resumes and social media profiles and updates, the information is often incomplete, and in many cases, critical bits of identifying data are simply not present. For example, how do you find someone with "Spring MVC" experience when many people don’t mention it on their resume, nor on LinkedIn, Twitter, blogs, etc.?

There is an entire world of Human Capital Data in LinkedIn – direct keyword, title, and even concept/relational search methods, used by humans or algorithms, that can only retrieve results based on existing text. Quite simply – if the text isn’t there to be retrieved or analyzed, a semantic search/NLP algorithm can’t do anything with it. There is much more to high-level sourcing than keyword and title search/match. Good recruiters really do “read between the lines” of both the job description and requirements as well as the human capital data they are searching for and analyzing.

There have been semantic solutions on the market for quite some time that can do keyword, title and concept matching reasonably well (as well as some that claim to, but don’t). The issue with those solutions that no one seems to (or wants to) realize is that they have limitations – they find some matches, exclude some, and bury others. The real question is who, how, and why are some matches found and ranked highly, while others are excluded, and others ranked lowly but actually represent the best talent?