Craig Leach, MBA's Linkedin Analytics

Highly recommend catching Top Voice Tuesday with Michael Lopez.

Transforming a struggling team into top performers is no small feat, but it taught me some invaluable leadership lessons along the way. Here are seven key insights I gained from this journey: 1. Communicate with Clarity: Clear, consistent communication is the foundation of building trust and alignment within a team. Ensure everyone understands their roles and the broader strategy. 2. Foster Collaboration: Encourage team members to share ideas and collaborate. This not only sparks innovation but also strengthens team cohesion. 3. Empower Your Team: Trust your team by delegating responsibilities and allowing them to take ownership of their work. This boosts morale and enhances productivity. 4. Embrace Flexibility: Adaptability is crucial. Be open to pivoting strategies when necessary to address changing circumstances or new opportunities. 5. Invest in Development: Provide opportunities for professional growth. Ongoing training and coaching can elevate both individual and team performance. 6. Recognize Achievements: Celebrate both small and big wins. Regular recognition motivates and reinforces positive behaviors. 7. Lead by Example: Demonstrate the values and work ethic you expect from your team. This sets the tone and inspires others to follow suit. Leading a successful transformation is about more than strategy—it's about inspiring and empowering those around you to achieve greatness.

I've been thinking about how companies can keep their best talent during tough economic times. I came across an insightful article that highlights two different approaches. One larger company is cutting staff across the board to save money, but a product manager worries this will hurt their ability to hire good people later. He said, “I’ll have a hell of a time recruiting people in the future” if cuts go too deep . Meanwhile, a smaller startup is taking a different path. They’re being open about challenges, involving frontline staff in solutions, keeping training budgets, sacrificing leadership bonuses first, and aiming for fair deals with partners . As I work with leaders, I see that building trust and investing in people can make a big difference in retaining top talent, especially now . What’s your organization doing to hold onto your best employees during uncertainty? Sources: https://lnkd.in/gn6sfiWX

Struggling to Execute Your Strategic Plan? You Need the Right Leadership Team. Many companies spend significant time and resources developing strategic plans. But despite the best intentions, most struggle when it comes to executing that strategy. Studies show that 60-80% of strategic plans fail due to poor execution. Without proper leadership to drive execution, even the best strategy will fall flat. With the right leadership team in place, executing your strategic plan becomes much more achievable. You need executives who can connect the dots between strategy and operations, motivate and align people around strategic objectives, and course-correct when needed. The right leaders will cascade strategy throughout the organization and ensure flawless execution. So how do you build a leadership team capable of driving strategy execution? It starts with assessing your current executive bench strength. Look for leaders with a track record of executing change and experience leading cross-functional initiatives. Bring in executives from outside your company who have successfully driven large-scale strategic plans. Invest in developing internal high-potentials to take on greater leadership roles. With the right team in place, executing your strategy will no longer be a struggle. You'll have the leadership and expertise needed to turn your strategic vision into reality. The key is surrounding yourself with executives who excel at strategic execution. Take the time to build a robust leadership team, and executing your strategy will go from challenge to achievement.

I want to share a new approach we've developed to transform how companies find talent. Most recruitment is built on unpredictable cycles - a placement here, an offer there, and the constant hustle for the next client. It's exhausting for everyone involved. That's why we've created our AI Talent Partner program - where we stop selling candidates and start implementing systems that deliver consistent results. When clients partner with us, they're not just getting "recruitment help" - they're gaining ownership of a complete talent acquisition process that: • Builds pipelines without relying on job boards • Provides real-time insights without the cost of a full TA team • Sources candidates 24/7 without human intervention The results speak for themselves. Our clients typically maintain their partnerships for 12-24+ months because once they experience this approach, there's no going back to traditional methods. This shift transforms our role from "vendor" to essential infrastructure - we become part of how they operate and grow. If you're tired of unpredictable recruitment cycles and want to explore a more sustainable approach to finding talent, let's connect. I'd love to share how our AI Talent Partner program might benefit your organization. #AIRecruitment #TalentAcquisition #HRTech #FutureOfWork #Recruiting

I've heard many stories from talented people stuck in unhealthy work environments. Many stay too long because they doubt their own feelings or don't want to seem "difficult." Sound familiar? You're not alone. I see candidates who tell themselves they're "too sensitive" or "not team players" when really, they're in toxic situations. They trade well-being for a paycheck and false security. Here are 5 red flags I recommend watching for: 1️⃣ You're only praised when you overextend yourself - staying late, skipping lunch, answering emails 24/7. Healthy workplaces value balance and outcomes. 2️⃣ Feedback seems vague or keeps changing. You hear "be more strategic" without examples, or expectations shift without warning. This leaves you constantly second-guessing yourself. 3️⃣ You can't be yourself at work. You self-censor, hesitate to share ideas, and focus more on managing how you're seen than doing great work. Over time, this kills your confidence. 4️⃣ When you raise concerns, you're told YOU are the problem. Being dismissed as "too sensitive" or "overreacting" is actually gaslighting - and toxic people use this to create self-doubt. 5️⃣ You're regularly excluded from key conversations or decisions about your own projects. This kind of invisibility sends a clear message that you're not in the inner circle. Toxicity can be quiet - showing up as ambiguity, exclusion, and slow emotional erosion. But the damage is very real. What are you trading for your paycheck? Who are you becoming in this culture? You deserve better. And as a recruiter, I can tell you there ARE healthy workplaces out there. Sources:

When your executive team is struggling with cultural misalignment, how can you ensure the talent pipeline doesn’t suffer as a result? I read an article recently that shared a case of a company facing autocratic leadership and a lack of succession planning, which has led to challenges in attracting and retaining talent . One key insight was the need for leaders to define a clear organizational purpose and align culture, behaviors, and policies to support it, rather than tolerating old, ineffective habits . Beyond this, I see tremendous value in leveraging AI tools to enhance talent pipelines. AI can process huge amounts of data to find candidates with fitting skills from diverse sources, streamlining the search process . It can also anticipate talent shortages by monitoring market trends, enabling proactive planning . By pairing strategic cultural shifts with technology, leaders can create resilient pipelines for any scenario. I'm curious to learn from you—how is your organization addressing cultural or technological challenges to strengthen its talent pipeline? Share your experiences in the comments or reach out to connect! Sources: https://lnkd.in/gD7U_cwu

Making a great first impression can set the foundation for meaningful professional relationships. Here are a few strategies I've found effective: Preparation is Key: Investing a short, focused time before an event to understand who will be there can open doors for deeper connections . Keep It Simple: Instead of overwhelming others with your achievements, a concise and authentic introduction fosters genuine interactions . Ask Meaningful Questions: Showing genuine interest by asking thoughtful questions can leave a lasting impact . Embrace Your Uniqueness: Highlighting what makes you different can make you memorable in a crowd . Thoughtful Follow-Up: A simple and genuine follow-up can turn a strong first impression into a long-term relationship . Remember, first impressions are opportunities waiting to be seized. A little preparation and authentic interaction can unlock numerous opportunities .

Here's a thought: talent is your greatest edge, are you ready for the next big shift? A recent article highlighted four vital mindsets for sustaining a strong flow of top talent. One mindset is for leaders to become talent scouts, always searching for potential hires in unexpected places, even without an immediate opening, this has been my method . Another key approach is understanding talent needs across the entire organization, not just within a single department, to prepare for future challenges . Additionally, I see huge potential in using AI tools to bolster these systems. AI can analyze vast datasets to uncover candidates with the right skills from unique sources, saving time and expanding reach . It can also predict talent gaps by tracking industry trends, helping leaders plan ahead . By merging these strategic mindsets with technology, leaders can create pipelines ready for any obstacle. I’d love to hear your thoughts—how is your organization innovating to strengthen its talent pipeline? Drop a comment or connect with me to share your insights! Sources: https://lnkd.in/gXvQfQx5

Most leaders don’t dread firing someone because of the person—they dread the process. The guilt. The disruption. The awkwardness. But when you have a humane, structured offboarding process, the fear goes away. I’ve seen execs shift from hesitating for months... to letting someone go in a week—with grace. If you’re clear, compassionate, and take ownership of the outcome, your team will respect you more. It’s not easy. But it’s worth it.

I've recently been asking executives their thoughts on a what makes a great career. Here is what I noted. The 4 Qualities of a Great Career (That Nobody Tells You About) 1. I genuinely ENJOY what I do - Even the challenging days feel purposeful - I don't dread Mondays - Work energizes rather than depletes me 2. I'm actually GOOD at it - My skills align with what's required - I receive consistent positive feedback - I can see my growth and impact 3. I make GOOD MONEY - My compensation reflects my value - I don't stress about finances - I can build wealth while doing what I love 4. I'm surrounded by FASCINATING PEOPLE - My colleagues inspire and challenge me - I learn from those around me daily - The network I'm building opens doors I couldn't imagine Most people sacrifice 1-2 of these qualities thinking that's just "how work is." But the magic happens when you refuse to compromise. What's your score? How many of these qualities does your current role have?

Struggling to attract top talent? Here's a hint: Your company culture could be the missing piece. A strong and genuine company culture isn't just a buzzword—it's a powerful tool for recruitment. Candidates are looking beyond salaries and titles; they want to know they're joining an organization aligned with their values and aspirations. When your team embodies an authentic culture, it becomes your differentiator, setting you apart in a competitive market. Are you showcasing your unique vibe of your workplace? How does your culture resonate with potential hires?

Is Your "Top Talent" Actually Bottom-of-the-Barrel? We've seen a decade of low unemployment, and most companies have been hiring lukewarm talent while publicly claiming they only recruit the best. Your CEO proudly announces "we only hire top talent" while you know that last quarter's hires were simply the least objectionable applicants available. I've developed three proven strategies that transform mediocre hiring into exceptional talent acquisition: 1. Job samples that reveal true capability - New AI tools make this previously complex predictor accessible for roles across your organization. Have you considered an AI Talent Partner? 2. Intelligence-first selection - Simple assessments that dramatically outperform traditional methods. 3. Military-grade interviewing - Challenge candidates properly (high performers love this!) Send me a message to schedule your complimentary 30-minute talent strategy consultation. I'll show you exactly how to implement these approaches before your competitors discover them. What will your organization accomplish when you're finally surrounded by genuine top performers?

I'm not sure why I should be working today? Chips and salsa and a cold Dos Equis or 2 can't wait until 5:00.

Hiring the right people is tough. I've been on both sides of the table, I know how challenging it can be to find that perfect fit. I've noticed a lot of companies struggle to hang onto their top talent. Whether it's keeping your superstars engaged or finding the right newcomers to join your team, the search can feel endless. And on the flip side, I've seen so many talented people feeling lost, unsure of where their skills could shine the most. If hiring wasn't such a headache the right people would find the right roles, and everyone would be set up for success from the start. That's the kind of world I'm passionate about creating. I've spent years shaping teams and helping companies and candidates connect in meaningful ways. So if you're a hiring manager struggling to retain your top performers, or a job seeker feeling like you're just sending resumes into the void, let's chat. I'm always happy to share strategies for making hiring and job-seeking smoother and more rewarding. Shoot me a message, or comment below with the biggest hiring/job-search challenge you're facing right now. I'd love to hear your thoughts!

Letting someone go isn’t the end of the story. It’s a transition—and as leaders, we owe it to them (and the rest of the team) to handle it right. Help them. Recommend them. Use your network. You can preserve dignity and boost morale at the same time. Do it well, and people will want to work with you—not just for you.

Don't go behind a recruiters back and apply for the job directly after you've spoken with them. It's crazy I have to say this, but it still happens. Two of my favorite stories in recruitment over the last couple of years have come because of this... 1 - Working with an animal health company that I'd done a lot of work with on a super tough executive search. I sent over a weekly report of the candidates I'd spoken with, who wasn't interested etc. "Craig, this guy who you spoke with who said he wasn't interested, when did you speak with him" "Tuesday" "Oh he applied on Wednesday" Some small talk goes ahead, I try and make some excuses for candidate etc. Client says: "They knew what they were doing, I am cancelling the interview. This tells me exactly who they are as a person. I don't want anyone with that character on my team" 2 - Working on a VP Operations role. Reach out to a candidate, they tell me they aren't interested, fairly rude and dismissive etc. *Ping* Email - Application received. As luck would have it, I have an internal email for the client, and receive all applications. I reach out the candidate to ask what the situation is.... "Oh I set up an automated script for me to apply to all jobs that fit a certain criteria, but let's talk." Sure, for something that was posted 2 months ago, and was 5 minutes after we spoke. Trying to squeeze people out of a living is a huge character flaw; there are no excuses.

People have lamented the lack of 'loyalty to companies' or 'job hopping' over the last few years that the pandemic created. But this recent round of layoffs and RIF's is showing more and more that people were right to be transactional in their career movements. Companies don't care about you. You're a number. And if those numbers stop making sense to the company, whether that's your fault or not, you're out. This will leave people feeling differently. People will be less trusting when they join companies. They will be emotionally distant. It is going to take a lot for folks to go 'all in' on a company again. "Fool me once, shame on you. Fool me twice..." Am I the only person that thinks this way?