Mosaic Blog

Managing diversity

Posted by | September 23, 2015 | Mosaic Blog

Managing diversity should be the same. When it is truly embedded in a company’s culture, it is a natural part of how it operates and is reflected in all its practices: it’s on the priority list of the CEO, the CLO, and the head of human resources. These companies have management systems that guarantee the empowerment of the main business units, including middle managers, allowing them to implement diversity at all levels and in many different ways. At the same time, diversity management should be part of the incentive and recognition mechanisms of the main directors, and not limited simply to human resources.

Santiago Iniguez sharing about Managing Diversity: Just Smart Business

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People Management Vs. Talent Management

Posted by | September 21, 2015 | Mosaic Blog

Talent scarcity is still a problem, but engagement, empowerment, and environment are now the real issues companies face.

Do today’s “talent management” programs, as defined, work? Have all the companies who purchased and implemented talent management software truly transformed themselves? Have we really built the “talent-centric” organizations we talked about over the last decade?

Read Josh Bersin’s perspective on Why People Management is Replacing Talent Management.

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There’s been a lot said over the last 2-3 years about the need for businesses to achieve a better balance of gender equality throughout their workforce’s, including in senior executive and Board level roles. Certain countries, such as Norway, have gone as far as passing legislation that requires businesses to achieve a certain ratio in the Boardroom. Other countries have adopted a voluntary (but required) approach and that is beginning to extend deeper into the executive ranks. But, several years into this agenda, have we reached equality?

Read the insightful post by Alistair Cox on what can be done to Achieve Gender Diversity.

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We can’t innovate without being diverse and inclusive,” explained Denise Young Smith, Apple’s Worldwide Human Resources president, when the company announced it was to invest $50 million in not-for-profit organisations that promote the integration of women, minorities and older people into the technology sector. The news came out the same week Apple unveiled its smart watch, and is just one of many such initiatives some Silicon Valley companies are undertaking to increase diversity, particularly in terms of hiring more women.

Read the full post by Santiago Iniguez on why Real Diversity Is About Bringing Together People Who Think Differently

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Why You Need Adequate Sleep to Perform

Posted by | September 14, 2015 | Mosaic Blog


According to the Division of Sleep Medicine at the Harvard Medical School, the short-term productivity gains from skipping sleep to work are quickly washed away by the detrimental effects of sleep deprivation on your mood, ability to focus, and access to higher-level brain functions for days to come. The negative effects of sleep deprivation are so great that people who are drunk outperform those lacking sleep.

Read the full post by Dr. Travis Bradberry on why Sleep Deprivation Is Killing You and Your Career

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The worst thing you can do after getting passed
up on a promotion


I found a great article by my friend Mike Guerchon, chief people officer at Okta, who offers stellar advice on what to do and what not to do whenever you’re passed up on a job promotion. Share with your friends or colleagues who may be experiencing this right now.  Click Here to read




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Women’s Panel Success!

Posted by | July 2, 2015 | Mosaic Blog

I’m so honored that we had such a dynamic panel discussion last week for the Women and the Hidden Color Barrier event.  All of our panelists were spot on and not only share their personal stories but also shared valuable takeaways on how to be a #ChangeAngel in your environment.

WHB Title Page


Testimonial from an attendee:
“After spending 20+ years in Organizational Development (globally), this was the best panel, facilitator and SME/Professor I have ever had the luxury of being a part of. I was so fired up, I came back to the office and told everyone about this OUTSTANDING event.”

More sessions will be planned for Portland, Seattle and San Francisco – if you’d like to get on the list to be notified of these events, or bring to your city just email me at Engage(at)

Deena Pierott
Mosaic Blueprint

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Limited Seating Click Here to Register



Limited Seating
 : Click Here to Register

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As a recruiter or hiring manager you are always faced with two challenges:

One, you get an overwhelming number of response of your job post and two, you hardly get the type of candidates that you are looking for!

How to overcome this paradox?

One way to overcome this challenge is by writing a job posting that is not just attractive and compelling but also ensures that the applicants understand what you are looking for and what it is like to work for you company.

Here is an article that offer some great secret tips on how to write a great job post.

10 Secrets to Writing a Great Job Post

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Woman Handshake


I don’t think you can get enough tips on perfecting your interview skills so I found a few more to share – check it out..

Five Tips!

Bring a toolbox

This doesn’t mean taking a hammer and nails to the interview, but don’t go empty-handed, either. Be prepared with examples of previous work you’ve done that can impress your possible future employer.

“Come with a toolbox of examples of the work you’ve done,” said Steve Fogarty, a staffing partner at Waggener Edstrom. “Think of recent strong strategic examples of work you’ve done, then when the question is asked, answer with specifics, not in generalities. You should say, ‘Yes, I’ve done that before. Here’s an example of a time I did that.’ ”

Don’t wear a red tie

Listen up, men. While you want to look your best for job interviews, avoid those red ties. Recent research from Durham University found that the color red has a subconscious effect on the brain, causing the viewer to associate red with feelings of anger or aggressiveness. The study was specifically focused on men.

“The implications of our research are that people may wish to think carefully about wearing red in social situations and perhaps important meetings, such as job interviews,” said Diana Wiedemann of Durham’s anthropology department and lead conductor of the study.

Lend a firm hand

One of the first impressions you’ll make in a job interview is conveyed by the way you shake hands. While a firm handshake is a good thing for everyone to practice, it’s of particular importance for women because it makes them stand out during the interview process.

According to a 2008 study from the University of Iowa, handshakes provide an employer the opportunity to catch a glimpse of the applicant’s personality.

“Job seekers are trained how to act in a job interview, how to talk, how to dress, how to answer questions, so we all look and act alike to varying degrees because we’ve all been told the same things,” said Greg Stewart, business professor at the University of Iowa and lead researcher in the study. “But the handshake is something that’s more individual and subtle, so it may communicate something that dress or physical appearance doesn’t.”

Although women aren’t typically known for firm handshakes, it’s something they should practice before the interview, said Stewart.

“Those women seemed to be more memorable than men who had an equally strong handshake,” continued Stewart. “A really good handshake made a bigger impact on the outcome of the interview for the women than it did for the men.”

Schedule the interview early if you can

You’ve probably heard the phrase “the early bird gets the worm.” Well, the early bird also gets the job. In fact, research from Psychological Science suggests that the earlier in the day you have an interview, the more likely you are to get the job.

That’s because hiring managers and interviewers are more likely to recommend people earlier in the day, researchers found.

“It seems that interviewers like to have each day’s ratings balance out,” wrote cognitive scientist Art Markman for Psychology Today. “When an interviewer sees 3 or 4 good candidates in a row, they become concerned that they are giving too many high ratings. So, if another good candidate comes walking through the door, they get a lower rating just so the ratings for the day are not uniformly high.”

Clean up your online presence

Are you active on Facebook, Twitter and Instagram? If so, be careful what kinds of things you’re sharing online.

Today, 91 percent of hiring managers say they use social networks to screen potential employees. And 69 percent of these managers say they’ve turned down a job applicant because of an offensive social media post.

While it’s good to show some of your personality online, be careful about posting negative comments or sharing pictures that you know you’ll regret later.

“Remove complaints about your job or boss, any confidential work information, and photos of yourself acting in a way that could be construed as inappropriate,” said Lindsey Pollak, a spokeswoman for LinkedIn, in an interview with CNN.


Deena Pierott
Mosaic Metier
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