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“With the perennial and emerging changes presented by today’s workforce, companies and managers will be challenged like never before. John’s speech provided clear direction and a compelling purpose about the coming workplace over the next decade. It was the kind of speech every employer needs to hear.”

Crystal Cedro, The Mundy Companies

John Grubbs is on target in identifying coming changes in the workplace and what your organization needs to be implementing TODAY to compete and attract the best talent. He's an engaging speaker, and you'll have better direction as a leader after attending one of John's presentations.

Jane Allison, Greater Shreveport Chamber of Commerce

GCI Leadership Blog

Blame My Helicopter Parents(09/26/2013)For too many Generation Yers, parents have micromanaged every part of their lives. Having Mom or Dad hover over them, then rush in and “save the day” every time a child encounter stress is probably normal in today’s culture. While in reality, “helicopter parenting,” can range from scheduling a play date for a four year old to writing college admissions essays in the hopes the child gets into the best college. According to wiki.answers.com, a helicopter parent is a term for a person who pays extremely close attention to his or her child or children, particularly at educational institutions. They rush to prevent any harm or failure from befalling them or letting them learn from their own mistakes, sometimes even contrary to the children's wishes. They are so named because, like a helicopter, they hover closely overhead, rarely out of reach whether their children need them or not.

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The Learning Spotlight

Clueless Supervisors

By John Grubbs

You cannot blame them.  It is not their fault.  They simply do not know any better.  We are facing an epidemic of completely clueless supervisors.  Oh, and by the way, it is happening in the board room as well.  Executives are not immune from the challenge presented by today’s enigmatic workforce. 

Attracting and retaining good employees is getting more difficult.  In fact, in rural parts of the country, it is not uncommon for larger employers to have reached “talent saturation”.  This condition happens when large employers have “hired and fired” or “hired and lost” potential employees in a given population.  Once talent saturation occurs, the organization begins to lessen the qualifications for entry as well as increase the requirements for dismissal.  And so begins the slippery slope towards the utilization of the “Mirror Test” for candidate selection.  If they can pass a drug screen and fog up a mirror with their breath, welcome aboard.

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Do You Have a Written Talent Strategy? Use a Competency-Based Approach in 2014!

Most companies are struggling with high turnover and it is going to get worse in 2014.

At GCI our competency-based approach includes:

1)  Develop a written strategy to attract and keep the best talent

2)  Calculate a talent score for your organization by area and department

3)  Implement a talent bootcamp for your supervisors and managers

Call (903) 295-7400 today! Our 2014 Calendar is filling fast!