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Lead From the Front: How Personality Types Define Leaders

Book after book has been written on identifying different types of personalities. Chances are you’ve taken the Myers-Briggs Type Indicator (MBTI), the Riso-Hudson Enneagram Type Indicator (RHETI), or something of the sort. But there’s a new theory out, as outlined in The Leadership Gap: What Gets Between You and Your Greatness by Lolly Daskal, that’s worth looking into as a leader.

Daskal suggests that there are seven leadership archetypes that lead to success but within each one is an opposing counterpart that leads to a gap. She argues that leaders must not only know their strengths but also their potential for gaps in order to succeed.

Here are the seven leadership archetypes as outlined in her book:

  • The Rebel is confident but can become the Imposter, who is plagued with self-doubt.
  • The Explorer is constantly looking for boundaries to test but can become the Exploiter, who is a master manipulator.
  • The Truth Teller is sincere and honest but can become the Deceiver, who withholds information and creates a culture of suspicion.
  • The Hero is courageous but can become the Bystander, who is paralyzed by fear.
  • The Inventor is always looking for new ways to improve but can become the Destroyer, who is willing to cut corners.
  • The Navigator helps guide an organization to greatness but can become the Fixer, who tells people what to do rather than showing them how.
  • The Knight is loyal but can become the Mercenary, who is self-serving.

The key here isn’t to put yourself or people in your organization into a box. Being a good leader means understanding that all of these personality types exist – and that they can change. By understanding the differences, you can make more confident decisions about your workforce by knowing when to dig in, when to back off, and how to manage teams of all different personality types. And identifying these qualities in yourself can also help you see potential downfalls and hurdles ahead, and allow you to pivot to play to your strengths, not succumb to your weaknesses.

Click here to read the book and for more information on what makes a successful leader, check out the Smart HR blog.

What the Abandonment of the FLSA Overtime Rule Means for Small Businesses

In recent HR news, President Trump’s U.S. Labor Department (DOL) has dropped its defense of the Fair Labor Standards Act (FLSA) overtime rule. So, what exactly does that mean overall and, in particular, for small businesses? Here’s what we know so far.

The what:

  • Late last year, President Obama’s DOL raised the salary threshold for overtime eligibility from $455 per week (or $23,660 annually) to $913 per week (or $47,476 annually). This meant that employees making under $47,476 were to be paid time-and-a-half if they worked more than 40 hours a week.
  • After states and business groups challenged the rule in court, a federal district court blocked it just days before it was set to take effect, saying that the DOL overstepped its authority.
  • After President Trump took office, things were up in the air in regard to the lawsuit. Just recently, the DOL dropped its defense of the overtime rule but asked the court to approve the use of a threshold in the future.

But what does this mean? Will overtime eligibility stay at $23,600 annually from here on out? Most likely, no. Even though President Trump’s DOL has dropped its defense of the Obama administration’s overtime rule, it requested that the court not address the validity of the threshold and that “the Department intends to revisit through new rulemaking.” This indicates that DOL will likely propose a different, lower threshold in the future.

How will this affect you as a small business? For now, many employers are breathing easier because they don’t have to pay employees who make less than $47,476 a year time-and-half for overtime. The $23,660 threshold is quite outdated and will likely be bumped up – but by just how much is still the ultimate question.

Stay up to date with everything you need to know about the FLSA and other HR issues on the Smart HR blog.

Creating a Culture of Constant Feedback

Feedback – both receiving and giving it – is an essential part of the role of leader, regardless of seniority or sector. If an employee (or worse, a leader) is unable to accept feedback, they will be unable to grow and develop. And if a manager is unable to give feedback, they can’t expect their employees to improve either. That’s why creating a culture of constant and constructive feedback is vital to a successful business.

While the importance of feedback is clear, 65% of employees say they would like more feedback than they’re currently receiving. So, what can you do as a leader to ensure your employees are getting what they need? Here are a few tips:

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Consultant Spotlight: Julia Reed

Every so often, we feature one of our consultants and highlight their story to give you a behind-the-scenes glimpse into life at Smart HR. As always, if you’re looking for a flexible HR career that’s adaptable to wherever you are in your professional life, contact us today. Without further ado, please meet this month’s spotlight consultant, Julia Reed.


Name: Julia Reed

Years with Smart HR: 8 months

Professional Background in One Sentence: I’m a SPHR and SHRM-SCP certified consultant with 20+ years in corporate HR for both large and small organizations.

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Managing Millennials

Highlights of March 16, 2017 Executive Dinner Forum

 By Mark Stevenson, Founder/CEO of Smart HR, and Jack McGuinness, Managing Partner of Relationship Impact

A few weeks ago, we hosted an executive dinner forum where 15 DC Metro C-Suite executives discussed the challenges and advantages of managing Millennials. We chose this important topic because our clients are becoming increasingly concerned with how their organizations are addressing this new generation. The discussions were lively and once we moved through the venting – “When I was their age, I just did as I was told” – they became quite productive.

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Minding the Talent Gap: How to Hire Well During a Talent Shortage

If you’re feeling the crunch of the talent gap, you’re not alone. The numbers agree with you – employers across the country are facing the worst talent gap crisis since 2007. In fact, there were almost 6 million unfilled positions as of September 2016, a staggering statistic for a nation that has worked so hard to pull itself out of the record unemployment rates of the Great Recession.

So why are we feeling the talent gap now more than ever? What’s changed?

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Consultant Spotlight: Jordana Coppola

Every so often we feature one of our consultants and highlight their story to give you a behind-the-scenes glimpse into life at Smart HR. As always, if you’re looking for a flexible HR career that’s adaptable to wherever you are in your professional life, contact us today. Without further ado, please meet this month’s spotlight consultant, Jordana Coppola.


Name: Jordana Coppola

Years with Smart HR: One and a half 

Professional Background in One Sentence: I’m a SPHR, SHRM-SCP certified HR Senior Consultant with over 23 years of Human Resources, Administrative, Management, and Operations experience.

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Behind the Scenes with Smart HR’s Senior Recruiting Consultant, Lori Shearin

You need top-notch talent to accomplish the most important goals for your business. But recruiting can be time-consuming, tedious, and take you away from running your business. That’s where Smart HR comes in. With services to fit whatever recruiting needs your business faces, Smart HR can help ease the stress of hiring great talent. Meet Lori Shearin. Joining Smart HR as Senior Recruiting Consultant, Lori brings years of experience in recruiting and talent acquisition to the table and now serves Smart HR’s clients with their many recruiting needs. Get to know her in today’s Q&A blog.

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Saying Goodbye to a Great Year – And Hello to an Even Better One

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It’s hard to believe that another year has come and gone. As we reflect back on the last 12 months, I can confidently say they were remarkable ones for us at Smart HR. And it doesn’t stop there; with the rollout of new recruiting services (more on this after the new year) and because of your support, we know that 2017 will be one for the books. So today I’d simply like to say thank you.

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3 New Options to Help You Find Great Talent

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Identifying and hiring great talent is more important than ever. According to ManpowerGroup’s latest Talent Shortage Survey, employers are facing the worst talent shortage since the Great Recession, with 40% of those surveyed reporting hiring difficulties. That’s why Smart HR has expanded our services to include three recruiting offerings to meet the needs of our growing client-base. Let us take on whatever talent acquisition challenges your company faces with the following services:

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