Michael Potvin's Linkedin Analytics

Unlock the Secret to Spectacular Business Outcomes: Master Your THOUGHTS! 💭🔓 Ever wondered what sets apart the best business outcomes from the rest? It’s not just strategy or luck. It all starts with mastering your thoughts. 🧠✨ In the pursuit of business excellence, three key elements are essential: your thoughts, your words, and your actions. The most challenging yet crucial of these? Mastering your thoughts. Here’s the breakdown: 1️⃣ Thoughts: Defeat Distractions: Focus is your greatest ally. Command Confidence: Believe in your vision and your ability to achieve it. Cultivate Skills: Continuous learning and improvement keep you ahead. Attract the Right Tribe: Surround yourself with people who support and elevate you. 2️⃣ Words: Inspire and Motivate: Use your language to uplift and energize your team. Persuade and Ignite Change: Craft messages that drive action and foster innovation. 3️⃣ Actions: Consistency is Key: Align your actions with your vision, day in and day out. Relentless Execution: Follow through on your plans with unwavering commitment. The Secret Sauce 🥣: Control your mindset, govern your thoughts, and you're halfway to achieving spectacular business outcomes. Every business owner has their Everest to climb, but the view from the summit of a conquered mind is truly phenomenal. 🏔️ Call to Action: What’s your greatest challenge in aligning your thoughts, words, and actions? Share your experiences and insights below. Ready to flex that mindset muscle? Let’s conquer together! 🚀 👍 If this post resonates with you, give it a like. 🔄 Share it within your network to spread the inspiration. 📌 Follow me for more insights on mastering the art of business success. #Business #Growth #Leadership #Entrepreneurship #MindsetMastery

🏈 Ageism in the Workplace: Don’t Overlook Your Joe Flacco! 🏆 Are you overlooking experienced candidates because of their age? Let's take a lesson from the NFL. Joe Flacco was written off by experts at 38, deemed too old and past his prime. But when the Cleveland Browns saw his potential and gave him a chance, Flacco shattered records, leading the team to the playoffs at one point, and proving that experience and maturity are invaluable assets. Why Experience Matters: ✅ Proven Track Record: Like Flacco, experienced professionals bring a history of achievements and resilience. ✅ Mentorship: They can guide and mentor younger team members, fostering a collaborative and skilled workforce. ✅ Stability: Experienced employees often bring a level of stability and loyalty that can be hard to find. How Many "Flaccos" Have You Written Off? Keeping an open mind about seasoned candidates can unlock unexpected success and innovation for your team. Their wisdom, dedication, and fresh perspective can be the driving force behind your next big win. Call to Action: 👩‍💼👨‍💼 Hiring Managers and People Leaders: Don’t miss out on top talent because of age biases. Embrace the wealth of knowledge that experienced candidates bring. 🔄 Re-evaluate your hiring practices today and see the difference experience makes! 🔍 Is your team missing out on seasoned talent? Reach out to discover how we can help you leverage the power of experience in your workforce. #Experience #Maturity #AgeIsJustANumber #TalentManagement #LeadershipMatters

The Best Boss Ever: Empowering Growth, Not Just Managing Tasks 🚀 Ever wondered what makes the best boss truly exceptional? It’s not about working the longest hours or having all the answers. It's about creating an environment where everyone can thrive. 🌱 Here’s what the best boss looks like, sounds like, and acts like: 👉 Empathy Over Authority: They clear obstacles, making the path to success smoother for their team. No problem is too big or too small for their attention. 💪 👉 Curiosity Over Certainty: They don’t pretend to have all the answers. Instead, they embrace learning and inspire their team to seek knowledge continuously. 📚 👉 Empowerment Over Micromanagement: They focus on growth and development, encouraging their team to evolve and excel. They nurture an environment of support that boosts professional skills and personal confidence. 🌟 👉 Dedication Over Self-Promotion: Their primary goal is the success of their team. They prioritize team achievements over personal accolades, fostering a sense of collective accomplishment. 🏆 The Bottom Line: Leadership is not about managing tasks; it’s about empowering people. When you lead with empathy, openness, and a genuine desire to see your team grow, you create a thriving, motivated, and successful workplace. Call to Action: Reflect on your leadership style. Are you just managing tasks, or are you truly empowering your team? Let's inspire each other to be better leaders. 🔍 Intrigued? Let's get the conversation started! Share your thoughts or experiences below. 👍 If this post resonates with you, give it a like. 🔄 Share it within your network to spread the message. 📌 Follow me for more insights on leadership and growth. #Leadership #Empowerment #GrowthMindset #TeamSuccess #LeadToEmpower

The Digital Talent Era Isn’t Coming. It’s Here. And Most Companies Are Still Playing Catch-Up. 💡 Great talent today isn’t looking for jobs. They’re scanning for relevance, leadership, and alignment. You’re not just filling roles anymore — you’re building experiences, ecosystems, and trust. Here’s how the best are actually recruiting, retaining, and re-engaging top digital talent in 2025: 🔁 1. Stop Recruiting. Start Aligning. If your business goals aren’t clear, don’t expect anyone else to get excited about them. Top performers want to plug into purpose, not chaos. Alignment beats attraction every time. 🌍 2. Think Beyond LinkedIn. Digital talent lives everywhere — Slack groups, GitHub, forums, Discord, alumni circles. If you’re still only posting job ads and calling that "strategy," you’ve already lost. 🛠️ 3. Flexibility Isn’t a Perk. It’s the Baseline. Remote work. Custom hours. Autonomy. If you think flexibility means hybrid Tuesdays and a wellness webinar, you don’t understand the talent you’re trying to keep. ⚙️ 4. Build Culture Like It’s Infrastructure. Slack emojis and pizza parties aren’t culture. Curiosity, collaboration, and continuous feedback are. Equip your people with tools to experiment, fail, and grow — and reward that process. 📊 5. Always Be Succession Planning. Great orgs treat pipeline like oxygen — not an emergency tank. Mentorship, shadowing, and internal mobility beat reactionary hiring every time. 📈 6. Adapt or Attrit. If you're not using data to optimize hiring funnels, onboarding, and engagement, you're wasting time and talent. Evolve your systems before your competition evolves your employees. 🚨 Here's the bottom line: Great talent isn’t fooled by buzzwords. They want clarity, credibility, and consistency. Managers and recruiters who still rely on outdated playbooks are burning bridges with the exact people they claim to want. 📣 Stop acting like talent is hard to find. Start being the kind of organization worth finding. #TalentStrategy #FutureOfWork #DigitalHR #RetentionMatters #LeadershipDoneRight

🚀 Nail Your Next Job Interview with These 8 Game-Changing Questions! 🚀 Every job interview has a Q&A, but let’s be real—99% of job seekers either skip it or ask the same old questions. 🌟 Want to stand out and land more job offers? Here are 8 unique questions that will make you unforgettable in the interview room: 1️⃣ "Fast Forward One Year, You're Looking Back On This Hire. What Did They Do To Exceed Every Expectation?" 📈 This shows the interviewer you're results-focused and eager to understand what success looks like. 2️⃣ "What Is The Most Unexpected Thing You've Learned While Working Here?" 🤔 This unexpected question elicits unique experiences and insights about the team and company culture. 3️⃣ "What Goals Has Your Manager Set For You Over The Next 6 Months? How Can This Hire Help You Achieve Them?" 🎯 Everyone wants to shine in front of their manager. Showing you understand and will prioritize this is a surefire way to impress. 4️⃣ "Why Is This Role Open?" 🔍 Is the company expanding? Did someone quit or get promoted? Understanding the reason behind the opening provides crucial context. 5️⃣ "Who Would Not Be A Good Fit At This Company?" 🚫 Flipping the script to learn about traits that wouldn't fit with their culture offers valuable insight into the company environment. 6️⃣ "How Many People In This Role Have Been Promoted To More Senior Internal Positions?" 📊 Understanding growth trajectories is essential. This question tells you if there’s room to grow within the company. 7️⃣ "Can You Tell Me About A Time When Someone Was Encouraged To Step Outside The Confines Of Their Job Description?" 🌟 This reveals if the company fosters growth through challenging projects or expects extra work with no added value. 8️⃣ "Can You Walk Me Through The Roadmap And Projections For The Next 12 Months?" 🚀 Before you commit, know where the company stands and where it’s headed. Clear vision and projections are key. 🔗 Elevate Your Interview Game Today! 🔗 Share these tips with your network and start asking the questions that will set you apart. Your dream job is just a question away! 🌟 #CareerTips #InterviewQuestions #JobSearch #StandOut #ProfessionalDevelopment

Authenticity > Authority. Always. In leadership, too many chase control. Titles 🏷️. Influence 📊. That polished veneer of “authority” 🎩. But here’s the truth: real influence doesn’t come from your org chart 📉. It comes from your authenticity 💯. ⚠️ People don’t follow titles. They follow people who show up real 🙌. They follow leaders who admit what they don’t know 🤔, ask smart questions 💬, and care deeply ❤️ — without needing to prove it on a slide deck 📽️. Think about it: ▪️ Would you rather work for someone who acts important 🤷‍♂️? ▪️ Or someone who makes you feel valued 🌟? In hiring 🧲, in management 📋, in culture-building 🧱 — authority without authenticity is just noise 🔇. It’s a memo no one reads 📄. It’s leadership by fear 😬, not by trust 🧠. 👉 Recruiters, managers, execs: Stop trying to impress 💅. Start trying to connect 🤝. Because the moment you lead with your real self — not a role, not a persona — that’s when people actually start listening 👂. And if you’re faking it to seem credible? You’ve already lost. #AuthenticLeadership #WorkplaceCulture #RecruitingRight #LeadWithHeart #TrustOverTitles

Skynet or Starfleet? The unexpected crossroads of automation & human skills in the workplace. 😕💪🤖🧑‍🤝‍🧑 OMG...What if there is no more need for People at work?? Admittedly, the workplace is changing so fast, and automation is taking over more tasks than ever before. It's great for productivity, but it can be a real challenge for leaders who wanna make sure we keep the "human" in "human skills." 😕 But that's where I come in! 💪 I'm all about finding new and creative solutions to mix tech and human skills so we can get the best of both worlds. I've developed some great non-traditional approaches that can help. For example, we can train people to have new skills that work WITH automation, not against it. 🤓 Or, we can build "human-in-the-loop" systems that take the best of both worlds to get way better results. 🤖🧑‍🤝‍🧑 The key is to find a good balance between automation and human skills. And that's what I'm all about! As a leader in this space, I'm committed to helping orgs find the solutions that work best for them. If you're interested in learning more, feel free to DM me! 😎 I'm always happy to chat and see how my expertise can help your org achieve its goals. #automation #productivity #creative #leader

🔹 Are You Getting What You Pay For in Recruitment? 🔹 In the recruitment industry, there’s a common misconception that you’re saving money by negotiating lower fees. But have you ever considered what you might be sacrificing? Here’s the reality: When you push for lower recruitment fees, you often end up with lower-quality candidates and higher turnover rates. The true cost isn’t in the fee, but in the time and productivity lost with every bad hire. Why paying a higher fee (25% - 30%) makes sense (AND THIS IS COMING FROM AN INTERNAL HR GUY!!!): ✅ Strategic Matchmaking: We’re not just sending resumes; we’re curating perfect matches for your team. 🔍✨ ✅ Candidate Experience Royalty: From the first hello to onboarding, we ensure a smooth and engaging process. 🌈🏞️ ✅ Onboarding Maestro: We don’t just stop at the offer letter. We ensure a seamless transition and integration into your team. 🎼🎻 ✅ Relationship Ninja: We build lasting relationships that ensure the best fit for both the company and the candidate. 🤝💫 ✅ Eternal Learner: We stay ahead of the curve, continually refining our methods to bring you the best talent. 📚🚀 Paying a premium ensures you get the best talent who are more likely to stay and thrive, reducing your long-term costs and boosting your team’s productivity. #Recruitment #TalentAcquisition #QualityOverQuantity #InvestInYourTeam #HR #Leadership

🔥 Did You Know 85% of People Are Unhappy with Their Jobs? 😱 Yes, you read that right! A staggering 85% of us are not happy at work. But what makes the remaining 15% different? What's their secret sauce? 🤔 Here's the inside scoop on what sets them apart: 1️⃣ They Prioritize Exploration 🚀 ▪ They're not afraid to push boundaries, learn more, start side initiatives, or volunteer. It's all about discovering what truly resonates with them. 2️⃣ They Understand Their Values 🎯 ▪ They've spent time defining their core principles. This clarity makes it easier to identify when their work isn't fulfilling their deeper purpose. 3️⃣ They’ve Pictured Their Dream Job 🏆 ▪ Can you visualize your ideal role? Get specific. Write down three distinctive traits of your dream position and use them as a benchmark. 4️⃣ They Refuse to Settle for Less 💼 ▪ Why accept something that doesn't align with your values and aspirations? They don’t. They wait for the right fit and never compromise on their core values. 5️⃣ They Set Clear Boundaries 🚧 ▪ They know when to put their foot down and strike a healthy work-life balance. They communicate their needs effectively and maintain positive relationships. 6️⃣ They Proactively Shape Their Future 🔭 ▪ They plot their path and don't just rely on their employer for growth. They're adventurous, exploring new opportunities that align with their goals. 7️⃣ They Balance Their Lifestyle ⚖️ ▪ Their job is a part of their life, not their entire life. They aim for a fulfilling lifestyle that their job complements. Now It's Your Turn! 🌟 What's your secret to job happiness? What truly fulfills you in your work? Spill the beans in the comments below! 🙌 Your insights could be someone's game-changer. Liked what you read? 👍 Hit the like button! Got thoughts? 📣 Drop a comment! Know someone who needs this? 👥 Share it on! Let's grow together on this journey to job happiness. Connect with me for more insights! 🚀 #JobHappiness #CareerFulfillment #WorkLifeBalance #FindYourPassion #LinkedInCommunity

🚨 Let’s be clear: HR should never report to Finance or Operations. Not now, not ever. 🚨 When HR is buried under these functions, you’re basically reducing your people to assets that need to be "managed." Let’s break down why this is completely wrong: 🔴 People become just a cost center – When HR is reduced to "cutting costs," you ignore the most important part of your business: your people. 🔴 Well-being gets ignored – When HR reports to anyone but the CEO, mental health, work-life balance, and overall employee satisfaction are the last thing on anyone’s mind. 🔴 Burnout becomes a “productivity issue” – Instead of addressing burnout, HR gets bogged down with “efficiency” over empathy and support. 🔴 Recruitment goes out the window – HR isn’t allowed to lead talent strategy, so rushed, low-quality hires become the norm, costing you time and top talent. 🔴 Culture gets reduced to buzzwords – Swag, pizza parties, and superficial perks become the “culture,” rather than truly building an environment where employees feel valued and empowered. 🔴 Strategic HR work gets buried in paperwork – The talent strategy that could drive long-term business success gets sidelined by endless admin and process work. Look Finance and Ops are obviously necessary; they’re crucial to running the business. But HR is not a secondary function — it’s the engine driving your success. So why in the world would you bury it under the bureaucracy of process-driven departments? Why is HR the one to “sell” someone on something who has pre-conceived notions, lack of understanding, or outright ignorance, before we can gain audience with the CEO? Dumbest thing ever is the reason most companies with this set up can’t find, hire, onboard, develop, and/or retain anyone! Here’s the truth about HR: 💡 IS NOT just another department; it’s the foundation of your company’s future. 💡 BELONGS in the executive suite, reporting directly to the CEO. 💡 DRIVES STRATEGY, and shouldn't be buried under the weight of finance and ops priorities/prejudices. If you want a company that attracts, retains, and motivates top talent, HR needs to lead. You can’t afford to treat HR like an afterthought. The days of HR being a mere compliance function are over. Get out of HR’s way, for once. Let HR lead, make strategic decisions, and shape the culture and future of your company. Let HR take the reins. 💥 #StrategicLeadership #PeopleMatter #CultureIsKey #HRLeadership #CEOLeadership

HR Leaders - The Brutal Truth About COUNTER-OFFERS 💼 Years ago, I had a client extend a counter-offer to an essential HR manager (even though I pleaded with them not to). Here's what happened... 👉 She was crucial to their department, and they were not ready to let her leave. 👉 To keep her, they matched the competing offer, promoted her to Senior HR Manager, and expanded her responsibilities. 👉 She accepted the offer and was content... for a while. But I knew the expanded role was a stretch for her…I even proposed a “diagonal move upward” so she had a chance to grow into the role. When her performance review came around, she received a "meets expectations" rating instead of the "exceptional" ratings she was used to. 👉 She was understandably disappointed. 👉 She left 6 months later. Post performance appraisal, I convinced them to have a back-up. She resigned once and they acquiesced…human nature suggested they would do it again. Now prepared with a back-up in hand, they let her resign and wished her well. She’s now a CHRO at a large service organization and has excelled in her career. 👉 Here's the BRUTAL TRUTH about counter-offers: 1️⃣ Counter-offers often delay the inevitable. If you're lucky, they last about 6-12 months. It's a temporary fix, not a long-term solution. 2️⃣ Be honest and candid with all parties. Transparency can preserve relationships and trust. Over time, any tensions or disappointments can heal, but only if honesty is maintained from the start. Counter-offers might seem like a quick fix, but they often create more problems than they solve. 🌟 🔹 HR Leaders: Think twice before offering a counter-offer. Assess if it’s a sustainable solution or just a band-aid. 🔹 Employees: If you're considering a counter-offer, reflect on your long-term career goals and whether staying aligns with them. What's been your experience with counter-offers? Share your stories and thoughts in the comments below! 👇 #HR #Leadership #CareerGrowth #CounterOffer #EmployeeRetention #CareerAdvice

HR Leaders: Ask These 3 Crucial Questions Before Accepting ANY HR Job Offer in 2025! 🚀 As we are well into 2025, making the right career move is more important than ever. Before you accept any HR job offer, ensure you get answers to these 3 vital questions: 👉🏻 1️⃣: "Do I want to become more like the people in this organization?" The values and culture of the people you work with can profoundly impact you. Make sure their traits and values are ones you admire and aspire to embody. 👉🏻 2️⃣: "What do you like most about working here and what makes you stay?" Ask this to all your interviewers. Pay attention to their passion and enthusiasm—or lack thereof. Their responses will reveal cultural highlights and potential red flags you might have missed. 👉🏻 3️⃣: "Describe the culture here & what qualities does an HR pro need to be successful?" Again, ask everyone you meet. Look for common themes in their answers. This will help you gauge if your skills align with what they need and if they appreciate diversity of thought and experience. Here's the Bottom Line: The culture of the organization you join can make or break your success. The answers to these 3 questions are crucial for determining if this is the right next move for you in the upcoming year. 🚀 Take Action: 🌟 Reflect: Think about the responses you receive and what they mean for your career and well-being. 📊 Evaluate: Weigh the pros and cons based on these insights. 🤝 Decide: Make an informed decision that aligns with your career goals and personal values. Just some food for thought as we get to almost the “back 9” of 2025! 🍽️ Your thoughts? Share in the comments! 👇 #HR #CareerAdvice #JobSearch #CompanyCulture #2025CareerMoves