Life and work go together. Sometimes life takes your work in an unexpected direction. Or vice versa. And with this, every individual has a unique career story. And yet, we’ve often had hiring managers say things like: 

When it comes to building a strong team, assessing candidates' soft skills is just as important as evaluating their technical abilities. Soft skills, such as communication, teamwork, adaptability, and problem-solving, are critical for success in today's dynamic workplace.

Navigating the complexities of leadership can sometimes feel like a daunting task. Whether you're a seasoned executive or a rising star in your organization, there may come a time when you find yourself in need of some extra support to reach your full potential. In our leadership coaching practice, there are a handful of challenges that come up over and over again in our intro calls with leaders.

Whether you’re fresh out of college or you’ve been in the workforce for 20 years, determining your next career move can be intimidating. At CFW Careers, we are in touch with individuals at every stage of their career, and we understand your plight. Cynnie King, President of CFW Careers, weighed in with a five-step process.

If you were thinking of going to that new, expensive restaurant in town and knew of someone who had just been there, would you ask for their review or rely solely on the content in their web page? The chef calls it his finest culinary project to date!... The professional food photography looks amaaazing!... You’d probably ask that acquaintance for their take, right? Why not apply that same logic to reference checks?

What lies ahead in 2024?  In this blog post, our team shares the top trends that we see set to redefine the pathways for talent development, and we offer insights into navigating the evolving landscape of career growth in the coming year.

In our coaching, we often work through all the potential eventualities of leadership actions, including the negative ones. The negative consequences tend to be the most memorable. So today, in our onboarding coaching tip sheet for managers, we’re going to tell you what NOT to do, so the mistakes of others can forever stop you from making them yourself. So here goes!

Cover letters! Do they even matter? Does anyone read them? Can you write an effective cover letter quickly? Why are they such a miserable part of the job application process? In our career coaching work, we hear some version of each of these questions ALL THE TIME.

Career growth within an organization is often akin to a winding road, lacking the clarity that both employees and managers desire. As we delve deeper into the realm of career pathing, we recognize the need for a prescriptive approach—one that goes beyond the traditional career ladders and places the power of intentional career advancement firmly in the hands of individuals, managers, and organizations.

As the year 2023 draws to a close, we’re looking back at some of the trends that shaped the professional landscape this year. At CFW Careers, we have witnessed these shifts and have been integral in helping our clients navigate and thrive in the face of change. Have you experienced any of these in your organization?

The world of work is constantly undergoing transformation.

The challenges we face today from building diverse, inclusive, equitable work environments (while not new, ever more pressing) to navigating rapid changes in technology require innovative solutions.

When you look at these challenges in the context of how polarized our workplaces and our world have become, the call for change becomes even more urgent.

From a leadership standpoint, this means innovation in our thinking, the frameworks that guide us and ultimately how we show up as people.

As quickly as we need to be adapting to and incorporating new technologies like generative AI, we need to be even more intentional and deliberate about reconnecting with our humanity.

That’s where The Ripple Effect comes in and why I’m so grateful to be sharing this message and experience with leaders and organizations from all over the globe.

If you were thinking of going to that new, expensive restaurant in town and knew of someone who had just been there, would you ask for their review or rely solely on the content in their web page? The chef calls it his finest culinary project to date!... The professional food photography looks amaaazing!... You’d probably ask that acquaintance for their take, right? Why not apply that same logic to reference checks?

One of the greatest challenges we hear from hiring managers is “How can I be sure I’m hiring the right person for the job?”. The desire to make the right decision, as well as trepidation about making a bad hire, can lead to a prolonged hiring process (multiple weigh-ins, aptitude tests, role plays, etc.). These delays often mean losing a top contender for the job.

In the fast-paced world of sales, employee turnover can be a persistent challenge. High turnover not only disrupts operations but also incurs significant costs, both in terms of lost business and the expenses associated with hiring and onboarding new talent. It's a cycle that many sales teams find themselves stuck in, losing sales talent far too soon after ramp up. Many sales orgs try to engage and retain with temporary strategies–using President’s Club trips, introducing sales SPIFFS, or short-term accelerators. But these strategies rarely work for long-term success.

How would you sum up your professional experience and describe your ideal next opportunity? As recruiters, we pose that question to candidates all the time and often hear how challenging it can be to answer it effectively.

Career transition at any stage of one’s career can be challenging, fraught with concerns about making the right move (and implications of making the wrong move); the process can feel overwhelming, and there can be a frustrating lack of ROI on search efforts. Moreso, it’s often a solitary exercise, and can be hard to do on one’s own. There’s a resource you may not have considered.