Hiring and Retaining Top Talent in 2024

Countries are reporting an average talent shortage of 77% worldwide. As Baby Boomers retire and the demand for skilled workers grows faster than the available workforce, how do you find and retain top talent? Hiring talent in 2024 requires organizations to think a bit outside the box and restructure their approach to choosing staff.

Filling high-skilled jobs will continue to be a challenge as older generations continue to retire. We are experiencing the highest reported global talent shortage in the last 16 years. However, organizations can prepare for the talent shortage by prioritizing three initiatives: upskilling and re-skilling, expanding their talent pools, and offering job flexibility.

Upskilling and Re-skilling

Hiring internally and training employees for new positions can be more cost-effective and easier than starting from scratch. Hiring managers must remain objective when choosing employees to transition or promote. Developing an action plan and prioritizing communication will help resettle employees in new positions and assess their ongoing performance.

Expanding Talent Pools

Finding new talent pools can be done by looking beyond the traditional job boards or posting positions on the company website. Organizations should explore internships or partner with academic institutions to find candidates.

Offering Flexibility

Consider the benefits and flexibility you are willing to offer your new hires. Workplace priorities have shifted, and people value where and when they work more than ever. By determining what is valuable to employees and creating dynamic teams that understand different work approaches, organizations can address desires and meet the expectations of new employees.

Regardless of where you find your talent, you need a concrete hiring framework to assess and place candidates into the right roles. Paying attention to this piece of the puzzle will help you ensure new hires are aligned perfectly with their positions and do wonders for your retention.

Read more about how PXT Select can help you place and retain talent, and contact us as your hashtag#AuthorizedPartner to get started!

The Impact of Leadership: An Sneak Peek Into Our Development Programs

Our straightforward approach to leadership development doesn’t start with what is working or not working on your teams. It starts with you, the leader. The impacts of good and bad leadership will radiate from the source. It all begins and ends with us. Our custom leadership development programs begin here, at the source, and expand outward to include effectively managing people and creating a strong culture.

We first work on the leader’s self-awareness, identifying their tendencies, strengths, and skill gaps. It’s an art and a science to support and coach people to peak performance, and the key is first to understand how to bridge the differences in communication styles.

Once we’ve expanded self-awareness, we work on understanding people and how to stretch them to their potential. We teach the skills needed to build a collaborative, cohesive culture. A musketeer team, I like to call it! #AllForOne

With your unique challenges in mind, we can also add on elements like sales training, how to hire top talent, and more. Whatever you’re struggling with, we are here to support you and elevate your leadership impact!

Whether you’re an up-and-coming leader or an owner, this training will grease the wheels and yield a substantial return on investment. Think greater employee buy-in, happier customers, more productive and transparent communication, and a team that’s comfortable with growth and change. Among many other benefits!

Reach out to me directly or visit our LDP page for more information.

Images by senivpetro and Freepik.

Tips For Improving Your Leadership And Culture In 2024

As organizations transition to 2024, how should they manage their teams? How can leaders prioritize soft skills and wellbeing, provide education, and support their talent? How can leaders secure results while being agile and open to new possibilities?

Based on our insights working with teams and surveys conducted by Wiley Workplace Intelligence, we’ve put together some tips for improving your leadership and ensuring your organizational culture thrives this year:

  1. Ensure effective manager and cross-functional communication: From 1-1 meetings to emails, town halls, and messaging apps, today’s teams communicate in many ways. The method for sharing organizational information can vary according to the number of teams involved, the hierarchy, and the organization’s mission and values. Regardless of how your team communicates, listening to the insights of your employees and making space for concerns, questions, and professional development are critical to making your people feel heard and valued. Effective communication can also help organizations improve engagement levels.
  2. Provide opportunities for upskilling: By offering leadership training and education for employees to expand their skills, organizations can demonstrate their commitment to their employees’ growth and development. Organizations will also save time and money by investing in their talent rather than hiring new employees.
  3. Seek understanding by leveraging proven tools: As teams evolve, they must know how to navigate change. Roles shift, teams undergo structural changes, and organizations often experience fast growth. Understanding your people and how they react to change will help you best support them during uncertain times. Assessments like Everything DiSC can help managers lead with a human approach and help teams work together more effectively.

Whatever challenges your teams may face in this new year, working on these three areas can give you a jumpstart into a happier and healthier organizational culture.

Need a little extra support and guidance? Choose us as your authorized partner for DiSC facilitation, or allow us to create a custom leadership development program based on your needs.

Reach Out Now



The DiSC wheel shows four styles: D, i, S, and C, and the psychological tendencies and needs of each style.

Your Psychological Needs At Work, According To DiSC

If you thought Everything DiSC was just a workplace assessment used to determine basic personality traits, you are right. But it’s also so much more. Let’s explore the spectrum of psychological needs and motivations represented in the DiSC model:

  • If you are bold and thrive on challenge, you’re likely a D style.
  • If you are your team’s biggest cheerleader, you’re probably an i (little i)!
  • Is your natural role as a nurturer and mediator? You’re an S.
  • As a C style, you appreciate consistency and order.

You may also be a combination of more than one style. The DiSC model reflects your behavioral preferences and enables you to pinpoint your strengths and needs in the workplace. Leveraging the strategies from DiSC, you and your team will learn how to adapt to one another’s styles, ultimately improving engagement and collaboration.

Plus, your team will build the foundation for future emotional and social skills training. Your DiSC training experience is likely to spark “aha” moments that illuminate things about yourself you didn’t even realize, allowing you to build a better relationship with yourself and with your teammates.

Ready to try it out? Shop the DiSC solutions with us as your partner, or reach out to request some free resources to learn more: MDR: DiSC Solutions

#Teamworking #WorkplaceCulture

Engage Your Teams with Groups on Catalyst

By teaching people more about themselves and others, assessments like Everything DiSC change the way team members communicate and collaborate. And with Catalyst, Everything DiSC’s intuitive and dynamic platform, those transformations come even easier. Groups on Catalyst is a feature that allows learners to seamlessly create groups based on the teams they’re part of. This user-friendly tool is a kind of visual map of your team’s dynamics, and it provides personalized insights and comparisons to teach you how to work better together. A fun and interactive approach to team building, Groups will engage your teams and empower more effective work interactions.

Catalyst supports both classroom and virtual training, so wherever you and your team members are, Groups on Catalyst can accommodate your learning preferences. Additionally, if you want to sharpen your managers’ understanding of their direct reports, Groups will give managers insight into the team dynamics that influence performance. Using Catalyst, managers can learn about the strengths and potential blind spots that exist within their teams.

We must not underestimate the importance of social and emotional skills in the workplace and how interpersonal relationships impact productivity and performance. The power of Catalyst is how it integrates DiSC methodology into the flow of work, making lasting behavior change possible. Once you go DiSC, I promise you, teaming won’t ever be the same again!

#DiSConCatalyst #Teamwork #MakingtheDreamwork

More questions? We’d love to hear from you! Reach out to us here.




Workplace Culture Data Shows Decline in Employee Engagement

"Create a culture of cohesion and cooperation that is limitless."

O.C. Tanner’s Global Culture Report for 2024 shows that the average engagement score in organizations is down. This could be due to many reasons, but what stands out in the research is an immediate need to center organizations more around people, focus on empathetic leadership, and build a stronger workplace culture.
2024 Global Culture Report from O.C. Tanner

This is why we always talk about company culture. In a fast-paced, stressful environment, like in many of today’s startups, a great company culture can be the glue that holds the team together and motivates people to continue showing up each day and working towards common goals. But this same environment often suffers from toxic subcultures, especially as companies grow and scale. Without continued focus on culture, leaders can inadvertently foster false harmony and division where there should be cooperation and innovation.

The report also highlights the powerful impact of empathy and agility.

“Organizations that truly see, hear, and value employees can turn empathy from a buzzword into an impactful, teachable practice and create environments where people know they’re valued and respond with loyalty and great work.”

We’ve seen massive shifts these past few years in workplace policies, philosophies, and structure, as well as shifts in the demographics, skill sets, and values of employees. What is critical for organizations now is to approach future changes with people as the first priority. Fortunately, it’s absolutely possible to create teams and cultures where employees want to come, do their best work, and stay, even in the face of ongoing change.

Reach out to us to learn more about how we can help you build a thriving culture.

#LeadershipDevelopment #TeamDevelopment #Veterinarians #CommercialAgriculture

A happy team of people sit at a table during a meeting, looking productive.

Create High-Performing Teams With This Tool

High-performing teams are not luck of the draw, but they’re intentionally cultivated and shaped around shared goals and values. The Five Behaviors is a hierarchy of behaviors that when implemented, creates a team cohesion that will drive performance. Because the dynamics of a great team are largely the same, no matter your industry.

An effective team starts with a baseline of TRUST, and is one where your people can have productive debates and accountability without it destroying relationships or culture. Once you have a trusting team that can step outside their comfort zones, you can rally and motivate them around collective goals and outcomes, achieving a level of buy-in far beyond what you would have before.

The Five Behaviors of a Cohesive Team - Model Pyramid (from bottom to top): Trust, Conflict, Commitment, Accountability, and Results

Each stage of the Five Behaviors model or pyramid makes the next stage easier. From trust, to conflict, to commitment, to accountability, working through these first four stages together will equip your people with the skills and practice to overcome challenges and ultimately align to goals, achieving the final stage: results.

One of the greatest challenges to any team is the inattention to what it takes to achieve results. Bringing together everyone’s different personalities and work styles can be a challenge, but the payoff will be well worth the investment.

Having cohesive, high-performing teams is probably one of your greatest competitive advantages as an organization, so why not make it more of a focus?

As an authorized partner for the 5Bs, I can help you apply the personal development solution to your individual employees, or we can leverage the team development solution for empowering your already intact teams to work better together.

Reach out to me today to get more details. Contact MDR

#TeamBuilding #TeamDevelopment

Prioritizing Growth and Learning As Leaders

Leaders, are you prioritizing growth – not just in your business, but on a personal level? Being a coach and being responsible for achieving organizational results means leaders are often pulled in many directions, with competing priorities and a never-ending to-do list. But leadership means constantly learning and adapting. It’s critical that you make time for expanding your knowledge and adapting to new methods and information.

You may feel like there’s simply not enough time and space to work on your leadership, however, I would urge you to consider the return on investment when you prioritize growth and adaptability. In addition to being ready to tackle any challenges as they come, promoting agility within your teams will ensure they view change in a positive way, rather than being afraid of it.

In addition, how you approach your role, how you manage your time, and how you leverage tools and outside resources will increase your leadership competency and inspire innovation throughout your organization. Culture and productivity start with us, the leaders, and our attitudes and actions rub off on others.

If you haven’t done a check-in on your leadership growth lately, perhaps it’s time to take stock of how you’ve grown and adapted this past year. What have you learned? How have you applied what you’ve learned to your role or the way you lead? Leadership growth isn’t a destination; it’s an ongoing journey that fuels results and inspires epic teams and organizations.

And if you’re in need of some guidance, MDR has loads of resources at your disposal. Reviewing your DiSC style and how it compares to that of your direct reports is one way you can reignite your growth and learning. Our leadership development programs targeted at building a musketeer culture can also be an excellent way to learn how to improve collaboration and foster emotional intelligence within your teams.

Reach out to us for more info. #BetterTogether #LeadershipDevelopment #LeadershipResources


Why I Support the Everything DiSC Assessment for Leadership and Teams

Everything DiSC graph showing the four styles: D, i, C, S

Why #EverythingDiSC?

I am a big fan of this tool over other leadership assessments for the same reason that, as CEO of MDR Coaching & Consulting, Inc., I invested in becoming an authorized partner. It’s an adaptive testing tool, meaning the test adapts to the test-taker, whereby increasing accuracy of results.

Plus, DiSC® is simple to understand and easy to immediately implement. With the Catalyst platform, your team can compare their tendencies to those of their teammates and get actionable tips on how to work together. The tool is incredibly enlightening and adapts to the unique needs of each person and situations they encounter. You can even create your own custom groups on Catalyst. Let’s say, for example, you join a new team and now need guidance on the dynamics and challenges you might face as a group. You can continue to use and adjust your Catalyst view and data as your needs change.

With more generations present in the workforce than ever before, plus a mixed bag of hybrid, remote, and in-office employees, we must understand ourselves and others in order to work cohesively as teams. Better communication will be the currency of the most successful organizations.

Taking your leadership up a notch includes knowing yourself and your people, so starting with a reputable and high-quality assessment will be a game-changer for your growth.

MDR: DiSC on Catalyst

#Teamwork #MakingtheDreamwork #WorkplaceAssessments

New Data Shows Companies Offering Flexible Work Policies are Hiring More Easily

Data from this past summer, drawing from hundreds of public and private sources measuring headcount growth and flexible work policies, has found that companies offering flexibility are hiring at a greater rate. While growth doesn’t always correlate to success, the research indicates companies who don’t mandate in-office work are having an easier time hiring.

This data confirms my own position on remote work – that agile companies who allow people to choose their work setup will have their pick of global talent and secure high-performing teams over those who insist on returning everyone to the office. We’ve also been seeing headlines across the web about company executives who themselves have access to satellite offices near their homes but who still insist on enforcing back-to-the-office policies. This messaging is not only hypocritical, it communicates to teams that there is no confidence in their ability to perform without constant oversight. These policies erode trust and damage organizational culture.

I’ve been exploring the shift to remote work and its implications in my leadership trainings. #LessonsLearned What I’ve seen from my remote operating clients is that in lieu of investing in a brick-and-mortar office, they’re shifting their investments into other impactful areas like learning opportunities and experiential retreats. They see that culture and engagement are massive accelerators for performance. And to me, they will be at the forefront of innovation thanks to their willingness to shift their perspective. So I would ask leaders this: What will the impact be if you don’t evolve? If you don’t invest in opportunities to enrich your culture’s desirability quotient? How will you leverage opportunities to drive innovation?