Conference Board: Job market continues to slow | Bankers: Human connections are key to a competitive edge | Evolution of CFO role continues to elevate turnover
The US job market showed further signs of cooling in November, according to the Conference Board's Employment Trends Index, which fell to 113.05 from a revised 113.09 in October. The Employment Trends Index has steadily declined since reaching a peak in the spring last year. Most new jobs in the last six months have been added in government and service sectors like health care, leisure and hospitality, while other industries have experienced flat growth or job losses.
Organizations that prioritize human connections -- developing relationships with customers and investing in employee engagement -- will have an edge over their competition, according to banking officials. "What's going to differentiate you from Chase? From Wells Fargo? From the credit union down the street? It comes down to the people," says Dave Martin, founder of the retail banking consultancy bankmechanics.com.
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Delta Air Lines decided to launch a financial education and savings program for employees after the pandemic illustrated the importance of wellness, said CEO Ed Bastian. "We wanted to make sure as we were coming out of the pandemic that we're taking the very best care, not just of our employees' physical health, their emotional well being, their emotional well being and their financial security."
At least 17 states, including Kentucky, New York, North Carolina and Wyoming, are reshaping graduation success criteria beyond traditional academic metrics. Through "portraits of a graduate," these states aim to define success based on a set of essential skills, such as critical thinking and civic engagement -- reflecting a more holistic view of student achievement and preparing them for college, careers and civic life.
Kick up your abilities in the new year by finding a mentor: an experienced adviser from your company or field who can guide your specific needs, consultant and speaker Denise Lee Yohn says in this video. "Identify your goals, strengths and areas for development" and pinpoint what you most want help with so you can best select a mentor -- such as seeking one who has "vibrant, healthy relationships with co-workers, family members and friends" so you can do better in that area too, Yohn suggests.
It was halftime and the boys were down by 20. I watched them shuffle out of the lockerroom with Coach Ray and head back onto the court for the second half. Up in the stands, I yawned and put my ear buds in. I planned to spend the rest of the game listening to an episode of “Blue Bloods.”
I never got a chance to hit the Play button.
Something during that halftime talk knocked the boys into gear. They came alive. They began playing defense, pressuring the ball and getting steals. They turned up the offense with the pick-and-roll, give-and-go and elevator screen. They won rebounds and nailed free throws. Manny hit a succession of 3s. By the beginning of the fourth quarter, they were ahead. They kept up the pressure, stretched the lead to nine and nabbed the win.
I asked Coach Ray about it as we left the gym. What happened to turn their play around?
“They played for each other,” he said, smiling. “That’s it. They were unselfish with the ball. They helped each other. They supported each other. Did you see them when TJ scored? And when Manny got those 3s? These guys are in it for each other.”
Do the folks in your workplace “play for each other”? We do here at SmartBrief. When my dad passed in August, the outpouring of love and support from my colleagues was like nothing I had seen before. They went beyond sending notes and flowers. They all asked what they could take off my plate so I could focus on my family. They insisted I take time off and that it was no trouble to cover my briefs and projects.
Cultures like this win, as we see in today’s Recruitment & Retention story. They put humans at the center of what they do and encourage authentic connections and support among their teams. They know it matters. They know it’s the difference between having people who pour into their work, and having people who just show up and go through the motions.
How do you nurture a culture of “playing for each other”? Let me know! And if you enjoy this brief, tell others so they can benefit also.
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