Sherry Benjamins's guest appearances

Sherry Benjamins

Critical Mass Business Talk Show | Orange County‘s Longest-Running Business Talk Show | Hosted by Ric Franzi

OC Talk Radio

Hire Power Radio Show

The Next Chapter with Charlie

Jonathan Fischer

Austin Hedges

Leonard Perlmutter

Cara Raffele

Darrel Larson

Mark Samuel

Robin Moriarty

Maurice Emelu

Lindsay Davis

Pete Callahan

Caitlyn Cogan Doemner

Marc Ottestad

Terry Hershey

John Bash

Leah Kagasa

OwlTail

Show Notes  Last week we began a novel approach to our shows by introducing “Conversations in Quarantine.” We are doing this in response to the suggestion by several leaders that “making phone calls” to friends, especially long lost friends, is a good way to regain some kind of “social connection with people we care about. We plan to do just that… except we are doing it on the podcast. Today I want to call my dear friend, Sherry Benjamins who was on the show just over one year ago. Sherry is the president of the most influential S. Benjamins and Company. From recruitment to strategy to teams to sales, Sherry is actively in the business of “Advancing the Human Side of Business.” A most interesting factoid: The last time Sherry was on The Next Chapter with Charlie, we talked about “Work Reimagined.” Sherry’s expertise is in consulting with senior management on strategic work and worker issues in an unpredictable and changing business landscapes. Well if we thought work was unpredictable one year ago, we certainly have upped the ante in that game. So let’s get Sherry on the phone and talk to her in a Conversation in Quarantine. You can reach Sherry at www.sbcompany.net For more with Charlie Hedges please visit www.thenextchapter.life

Show Notes  Last week we began a novel approach to our shows by introducing “Conversations in Quarantine.” We are doing this in response to the suggestion by several leaders that “making phone calls” to friends, especially long lost friends, is a good way to regain some kind of “social connection with people we care about. We plan to do just that… except we are doing it on the podcast. Today I want to call my dear friend, Sherry Benjamins who was on the show just over one year ago. Sherry is the president of the most influential S. Benjamins and Company. From recruitment to strategy to teams to sales, Sherry is actively in the business of “Advancing the Human Side of Business.” A most interesting factoid: The last time Sherry was on The Next Chapter with Charlie, we talked about “Work Reimagined.” Sherry’s expertise is in consulting with senior management on strategic work and worker issues in an unpredictable and changing business landscapes. Well if we thought work was unpredictable one year ago, we certainly have upped the ante in that game. So let’s get Sherry on the phone and talk to her in a Conversation in Quarantine. You can reach Sherry at <a href="mailto:sherry@sbcompany.net">www.sbcompany.net</a> For more with Charlie Hedges please visit <a href="http://www.thenextchapter.life" rel="nofollow" target="_blank">www.thenextchapter.life</a>

#147 Conversations in Quarantine: Sherry Benjamins: Life in Times of Uncertainty

Show Notes  Last week we began a novel approach to our shows by introducing “Conversations in Quarantine.” We are doing this in response to the suggestion by several leaders that “making phone calls” to friends, especially long lost friends, is a good way to regain some kind of “social connection with people we care about. We plan to do just that… except we are doing it on the podcast. Today I want to call my dear friend, Sherry Benjamins who was on the show just over one year ago. Sherry is the president of the most influential S. Benjamins and Company. From recruitment to strategy to teams to sales, Sherry is actively in the business of “Advancing the Human Side of Business.” A most interesting factoid: The last time Sherry was on The Next Chapter with Charlie, we talked about “Work Reimagined.” Sherry’s expertise is in consulting with senior management on strategic work and worker issues in an unpredictable and changing business landscapes. Well if we thought work was unpredictable one year ago, we certainly have upped the ante in that game. So let’s get Sherry on the phone and talk to her in a Conversation in Quarantine. You can reach Sherry at <a href="http://www.sbcompany.net" rel="nofollow" target="_blank">www.sbcompany.net</a> For more with Charlie Hedges please visit <a href="http://www.thenextchapter.life" rel="nofollow" target="_blank">www.thenextchapter.life</a>

1846: #147 Conversations in Quarantine: Sherry Benjamins: Life in Times of Uncertainty

Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world!  Today's Quote: “Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.” ― John C. Maxwell  Show highlights: Why you hire poorly A structure to build a strategic hiring plan  The problems with a reactive hiring process (why you can't hire):  Transactional Paying too much for people Not solving a problem Your company is just a paycheck High failure rate 67% of people earning $100K+ plan to make a job change in the next 12 months.    Companies in React mode all the time Forecasting recruiting like you forecast your finances  Creating a Strategic Plan for Talent Five elements you must have to develop a solid strategic plan: 1) Define your value agenda – what is the source of value in your business?  Is it in operations  How you structure the teams,  Where the highest value resources are in the organization?  How are you dealing with automation, big data, AI, innovation, customer satisfaction.    2) What is your leadership agenda? Do you have the right people in the highest impact roles    3) Strategic priorities – what is the hottest priority for success given where the value will be most critical?  Does the leadership team agree on these?    4) A Winning culture – with this focus, is everyone ready and believing and   behaving in what it takes to win?Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain     5)  Road mapSpecific &amp; Actionable… Need to get some early wins Send a message to the organization Accountability &amp; results    Ricks Input: Know who you are- Company values Break down the work that needs to be accomplished &amp; timeline Establish Performance metrics 90/180 day Establish Interviewing strategy and process -Closing the hiring managers and candidates for mutual success  Sherry Benjamins has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business.  Sherry is the President of S.Benjamins &amp; Company. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions.  Her experience includes work in the HR corporate world, P&amp;L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.

Do you and your company have a strategic hiring plan? If you are like most companies, you don’t. Today we are going to help shift your model from a reactive to a proactive hiring model and change your world! Today's Quote: “Everyone chooses how to approach life. If you're proactive, you focus on preparing. If you're reactive, you end up focusing on repairing.” ― John C. Maxwell  Show highlights: <ul><li>Why you hire poorly</li> <li>A structure to build a strategic hiring plan</li> </ul> The problems with a reactive hiring process (why you can't hire): <ul><li> <ul><li>Transactional</li> <li>Paying too much for people</li> <li>Not solving a problem</li> <li>Your company is just a paycheck</li> <li>High failure rate</li> <li>67% of people earning $100K+ plan to make a job change in the next 12 months.</li> </ul> </li> </ul> <ul><li>Companies in React mode all the time</li> <li>Forecasting recruiting like you forecast your finances</li> </ul> Creating a Strategic Plan for Talent Five elements you must have to develop a solid strategic plan: <ul><li>1) Define your value agenda – <ul><li>what is the source of value in your business?  Is it in operations </li> <li>How you structure the teams, </li> <li>Where the highest value resources are in the organization? </li> <li>How are you dealing with automation, big data, AI, innovation, customer satisfaction.</li> </ul> </li> </ul> <ul><li>2) What is your leadership agenda? <ul><li>Do you have the right people in the highest impact roles</li> </ul> </li> </ul> <ul><li>3) Strategic priorities – <ul><li>what is the hottest priority for success given where the value will be most critical? </li> <li>Does the leadership team agree on these?</li> </ul> </li> </ul> <ul><li>4) A Winning culture – with this focus, is everyone ready and believing and   behaving in what it takes to win? <ul><li>Energy required – where is the energy and if there are “vampires” sucking the energy from the team, truly evaluate the pay off or drain </li> </ul> </li> </ul> <ul><li>5)  Road map <ul><li>Specific &amp; Actionable… Need to get some early wins</li> <li>Send a message to the organization</li> <li>Accountability &amp; results</li> </ul> </li> </ul> Ricks Input: <ul><li>Know who you are- Company values</li> <li>Break down the work that needs to be accomplished &amp; timeline</li> <li>Establish Performance metrics 90/180 day</li> <li>Establish Interviewing strategy and process</li> <li>-Closing the hiring managers and candidates for mutual success</li> </ul> <a href="https://www.linkedin.com/in/sherrybenjamins/" rel="nofollow" target="_blank">Sherry Benjamins</a> has over 25 years of experience in business management, HR, consulting services and helping companies solve for their talent challenges. Her expertise is helping clients shift from the old model of reacting to talent needs to starting a new conversation that is forward looking and focused on adding value to their business. Sherry is the President of <a href="http://sbcompany.net/" rel="nofollow" target="_blank">S.Benjamins &amp; Company</a>. Her company does three things; they find management talent for their clients, they help clients create a strategic talent plan and lastly, she brings talent together in quarterly executive learning sessions.  Her experience includes work in the HR corporate world, P&amp;L leadership of a regional career services firm, and founder of her own firm for the past 21 years. She has an MBA from Pepperdine and speaks frequently to new MBA graduates about the world of work today.

Sherry Benjamins: Build a Strategic Plan to Avoid Costly Hiring Mistakes