This year, we celebrate the promotions of 39 talented and dedicated individuals and offer our appreciation for all that they’ve done throughout 2023 to help reinforce Attain Partners’ position as an elite, next-generation consulting firm. With promotions across all levels of the organization—including new Managing Director Alanna Steffens—we couldn’t be more proud to recognize your accomplishments and share in your successes!
A Thorough and Equitable Review Process
Each year between January and February, all eligible* employees participate in the annual performance review process. Beginning with self-assessments, where employees evaluate themselves against uniform sets of competencies, metrics, and unique personal goals, and followed by performance manager assessments against the same, our annual review process concludes with roundtable discussions to ensure all employees receive equitable, unbiased evaluations across the organization.
With six career tracks (Consulting, Delivery Excellence, Specialist, Client Services, Business Development, and Business Services) and 10 employee levels, each track has its own unique set of competencies based on role/level, as well as a set of general metrics for all employees, regardless of level or track. Once evaluations have been completed and roundtables have concluded, all promotions based on the previous year’s performance cycle become effective on April 1.
Promotion Snapshot
15% of staff was promoted during the 2023 review cycle, across multiple levels and career tracks
11 promotions at levels 9 – 7 (Growth)
18 promotions at levels 6 – 5 (Management)
9 promotions at levels 4 – 3 (Senior Leadership)
1 promotion at level 2 (Top Leadership, Managing Director)
19 Consulting track promotions
2 Delivery Excellence track promotions
9 Specialist track promotions
9 Business Services track promotions
As our team continues to grow—both in headcount and career development—we recognize the importance of supporting our people to enable the best opportunities for our team members to shine. Congratulations once again to the 39 well-deserving promotees!
*Employees hired after October 1, 2023, did not participate in year-end performance reviews.
https://attainpartners.com/wp-content/uploads/Newsletter-Graphics_2024-04_Promotion-Day.webp9671813[email protected][email protected]2024-04-01 14:03:492024-04-01 14:05:54Promotion Day 2024
In the complex landscape of organizational dynamics, the quest for cultivating a new culture often presents a formidable challenge. Traditionally, organizations strive for a single, overarching cultural paradigm that embodies something such as excellence, innovation, quality, and safety. However, in contemporary times, the desire for multiple cultures concurrently has become increasingly prevalent.
Consider a scenario where various leaders within the same organization advocate for diverse cultural aspirations: innovation, operational excellence, continuous improvement, safety, and quality. At first glance, it may seem like conflicting objectives, but upon closer examination, a common thread emerges. Each leader is essentially yearning for an environment characterized by customer satisfaction, organization effectiveness, efficiency, reliability, and employee well-being.
In essence, they are all striving for the same underlying principles but express them through different lenses. For instance, a culture of innovation emphasizes creativity and adaptability, while operational excellence underscores efficiency and process optimization. Similarly, continuous improvement advocates for a mindset of perpetual advancement, quality prioritizes customer satisfaction, and safety ensures employee welfare.
At the heart of these seemingly disparate cultural aspirations lies a shared desire for organizational success and sustainability. Whether it’s fostering innovation, driving continuous improvement, delivering exceptional quality, or prioritizing safety, the ultimate goal remains the same: to create a thriving and resilient workplace environment.
So, is there a one-size-fits-all phrase for the absolute best culture? The answer lies not in a singular descriptor but in the synthesis of diverse cultural elements that collectively propel organizational growth and prosperity. Rather than striving for a homogenous culture, organizations should embrace diversity in cultural aspirations while ensuring alignment with overarching values and objectives.
In conclusion, navigating the maze of organizational culture requires embracing the diversity of cultural aspirations while recognizing their underlying unity. By fostering an inclusive environment that respects and integrates various cultural dimensions, organizations can cultivate a synergistic culture that fosters innovation, continuous improvement, quality, excellence, and safety – ultimately driving sustainable success in today’s dynamic business landscape.
https://attainpartners.com/wp-content/uploads/Newsletter-Graphics_2024-03_Juran-Maze.webp6281200Olivia PychaOlivia Pycha2024-03-13 16:04:002024-06-13 12:43:59Navigating the Maze of Organizational Culture - Juran, an Attain Partners Company
Partners play a big part in our community and a major part in your success and ours. We are proud to have a great partnership with Attain Partners! Read more about their team and their company here…
Can you provide a brief overview of your company, its mission, and the services you offer?
Attain Partners is a leading management, technology, and compliance consulting firm delivering services and solutions to advance institutional success in fundraising, enrollment management, and much more. Recognized as Salesforce.org’s 2022 Education Consulting Partner of the Year, Attain Partners is highly attuned to the needs of Advancement organizations to help them deliver effective digital transformation.
What core values drive your company’s culture, decision-making, and interactions with customers and partners?
The seven core values comprising The Attain Way guide every decision we make and every interaction we have with our clients and those in the communities in which we live and work. Our values embody the character that we believe a trusted partner and a client advisor should possess, but we don’t just work by these values, we live by them.
Does your team have any fun traditions that contribute to the engagement and success of your employees?
We have so much fun working together at Attain Partners. On the Attain Digital team, one of our mantras is, “Love what you do and those you do it with.” One of our team’s favorites is the selection and honoring of the quarterly Attain Way Achievement Award, where we recognize an individual or team who embodies our core values. Our founder and CEO, Greg Baroni, presents this award with much fanfare and it’s so nice to recognize and celebrate each other.
How do you stay informed about industry trends, and how does your company adapt to changes in the market?
For Advancement, fundraising, and its continuous evolution, staying abreast of the changes is a daily activity. Reading industry publications and staying close to organizations like Council for Advancement and Support of Education (CASE) and Association of Advancement Services Professionals (aasp) are essential to learning the macro-trends. Another critical source of information is the near-constant engagement we have with prospects and clients to learn their best practices, challenges, and successes. Our Advancement community is relatively small and willing to share.
Our large and growing team of Advancement experts maintains fluid communication, processes, tools, and an “Advancement Center of Excellence” that ensures we adapt to the latest trends in giving and fundraising tech.
Share your team’s go-to song – the team you would all walk on to a stage!
This is a tough one.
One option is the Beatles: Come Together. The Advancement industry is a wonderful community where everyone is willing to come together and share. It’s what I love the most.
Another option is U2: Beautiful Day because any day we can gather and share is just that.
What is your favorite feature of ascend?
As a Salesforce alum, we love how ascend uses so much of the native Salesforce functionality to deliver success, specifically to its Advancement users. It seamlessly blends and maximizes the significant investments Salesforce makes.
If we are being honest, what we love most about ascend are the individuals who created it, market it, and the community that embraces it. The ascend culture draws forward-leaning and innovative fundraisers who are committed to making their institution successful.
What do you like most about working with UC Innovation?
Working with the crew at UCI is always a treat. They’re not just co-workers, they’re friends. There is an authentic caring that the work they do impacts others and they take pride in what they’ve collectively built. How can you not love that?
No matter if your organization is beginning its Salesforce journey or 10+ years into development, Attain Partners is here to help you achieve your goals. Contact our team today to learn how we can help you advance your mission by harnessing the power of Salesforce.
Doug Barrow is a Managing Director and the Higher Education Market Lead at Attain Partners. Doug has spent his 20+ year career in educational technology in strategy, business development, and advisory services helping others achieve their goals. As a first-generation college graduate, the son of a Headstart teacher, and husband of a high school advanced physics teacher, Doug fiercely believes that Education has the power to positively transform lives. The work of Salesforce and its partners empowers those who power education.
With a front-row seat to the amazing growth of Salesforce.org over the last decade and his creation and leadership of the “Higher Education Industry Advisor” team at Salesforce, Doug provides tremendous insight to help ensure implementation fidelity and digital transformation success.
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Meet the Women of Attain Partners’ Leadership Team
At Attain Partners, we believe that our people are our greatest assets, and that equality in the workplace is non-negotiable. We strive to build a diverse workforce centered on equality and a culture in which women are empowered and their achievements are celebrated. It is imperative that we confront disparities, challenge stereotypes, and break the bias. We all must do our part to help forge a gender-equal world, championing each other and recognizing everyone’s unique contributions.
Attain Partners is proud to support women in business and technology, and we are so thankful to have the leadership of several women to inspire and guide our team. In celebration of International Women’s Day and Women’s History Month, we sat down with the women of our leadership team to learn more about their leadership experiences.
Ellen Walsh Partner, Chief Marketing Officer, and Chief of Staff
I am proud to work at a company with a mission and values I truly believe in—for young women entering the workforce, that is a great place to start. Look for organizations that have a culture and purpose that resonate with you. When you’re working hard and dedicating yourself to delivering excellence, it means so much more to be proud of your company and to be aligned with the work you’re doing.
I think a lot about ways to foster a collaborative environment for my team members and am never above rolling my sleeves up to help get something done. I prioritize leading with empathy and honesty. I truly have each of my team members’ backs, and as I show up for them in different ways throughout their careers, I see them in turn showing up for one another. It’s a beautiful thing to watch colleagues working to take care of and support each other. For me, there is nothing more gratifying than witnessing someone on my team thrive as they grow in their role.
To other female leaders, I challenge us all to pay it forward. If you, like me, have been surrounded by bright, interested people who challenge you in the best way possible, make the time to lift and create opportunities for the talented women around you. I am sure you will be glad you did.
Reshma Patel-Jackson Partner and Attain Digital Lead
Empowering employees is embedded in the Attain Partners culture—it’s a key tenant of The Attain Way. There’s an inherent trust that enables our leadership team to make decisions and take actions aligned with company goals, and that’s what I love about working here. I have always felt empowered to make the right decisions and take the appropriate steps for my practice to be where we need to be strategically.
I believe you’re only as good as your team. Creating a culture that is based on solid relationships with one another is especially important for me as we continue to grow. There is no one-size-fits-all approach to leadership. It is important for me to understand my team as individuals. They all learn, develop, and receive feedback differently; have different definitions of success; and grow at different paces. Being a thoughtful leader means taking the time to understand these differences on an individual basis and delegate responsibilities in a way that empowers each of them to take ownership and grow in their careers.
My advice to women looking to grow, personally or professionally, is to intentionally spend your time on things that will move you towards your definition of success. Time is something we have a limited amount of and sometimes we can lose focus. If something is really important to you, make sure you put the time behind it to get there.
Kristi Phillips Managing Director and Nonprofit Market Lead
My advice to young women beginning their careers is don’t be afraid to try.
I started as an elementary special education teacher. With no formal degree in education, I jumped into my new role as “Ms. K” for the next two years. I learned, I grew, I failed, I succeeded, I persevered, I tried my hardest.
My time in the classroom then took me to new roles in nonprofit program operations, in-house data consulting for a global network, and ultimately sales. Each step was filled with a mix of excitement, apprehension, openness, and a bit (or a lot) of fear. I didn’t always look like the traditional candidate for a given role.
I’m so glad I didn’t let that hold me back.
In reflection, I deeply value how each opportunity allowed me to cultivate new strengths. All of my previous jobs introduced me to new communities and new conversations. They provided me the space to grow as a person and as a professional. Today, I rely on those experiences to bring authenticity and perspective to my current role as Nonprofit Market Lead helping to shape the future of Attain Digital. While the job may look different, the lessons learned are transferrable. In fact, I can still hear the words of my first teacher mentor when building presentations or developing our market strategy: “Be clear. Be concise. And a picture never hurts.”
So, don’t be afraid to try. Take the new role, try a different industry, or experiment with a completely new career path. Find a mentor. Listen. Observe. Ask for feedback. Be open. Explore. Enjoy the journey.
Alanna Steffens Managing Director and Salesforce Implementation Capability Lead
My leadership style takes after something I learned as a child, which is to ‘treat others the way you’d want to be treated.’ To be an effective leader, you have to learn to listen to others, be empathetic, and appreciate where someone may be coming from. This could be related to successes as well as challenges and a good leader needs to support them through both.
There are a few pieces of advice I’d offer women who are just beginning their careers. First, don’t seek perfection, instead focus on progression, improvement, and outcomes. Don’t think that you have to possess all of the qualities of others around you to be successful. Recognize the unique value and skills that you bring to your team—those are what will ultimately contribute to overall team success. Second, be kind. You never know when you’ll interact with someone in the near or far future. Lastly, forgiveness goes a long way, don’t hold on to grudges! There’s no room to hold on to that type of negative energy. Always assume positive intent.
My leadership role at Attain Partners has led to so many rewarding experiences. I love being able to bridge the gap with users that are nontechnical with very technical solutions—often described as being techno-functional—because it’s so rewarding to see lightbulbs go off when folks really connect and click with solutions that improve how they go about in their daily lives. The sense of accomplishment that comes with seeing your team succeed and meet milestones that previously felt impossible is so impactful. One of my favorite memories was when our team was awarded the Education Partner of the Year by Salesforce in June of 2022—it was a thrill to achieve that level of recognition that had been many years in the making.
I have grown tremendously as a result of my leadership experiences. One of the main lessons I’ve learned is that if we’re not uncomfortable, we’re not growing. It’s cliché to say that you learn something new every day, but it’s so true—if you’re not learning something new every day, then you’re probably missing the mark.
The moment/achievement in my career of which I am most proud is seeing my team members grow and progress in their own professional journeys. My goal as a leader is to provide a supportive, challenging, and collaborative environment for my team, allowing for passion-driven work. I feel proud when one of my team members develops a new skillset, completes a large-scale initiative, or receives a promotion—it is rewarding to see the growth and confidence that comes with these impactful accomplishments.
Maureen Goldman Director, Marketing and Communications
I am empowered as a leader at Attain Partners because I work with and am encouraged by other fantastic female leaders at our company. Seeing their examples as working women, mothers, daughters, and partners reminds me that anything is possible. From day one in my role, I have felt that my ideas and recommendations matter, that I am a valued member of our company. That’s what I love so much about Attain Partners, we truly value our team members.
As I work to be a good leader, I strive to create opportunities for ownership, so each team member has initiatives that she manages and on which she can take the lead. It’s essential to remember that it’s not a competition, we can all achieve our own successes and help each other along the way. By opening doors for others and championing the accomplishments of my team, I hope to position them for growth as my mentors have done for me in my own career.
I am so fortunate to work for a company that gives me the opportunity to grow, the autonomy to build my team and execute our multi-channel marketing strategy, and the support to ensure that I am able to enjoy both my work and my family.
My kids know that I will work hard while I’m working and enjoy spending time with them and my husband while I’m not. Sometimes, my two-year-old daughter will sit at my desk, put on my glasses, and look at me with a huge grin saying, “Mommy, I have a meet-in,” before furiously smacking around on my keyboard, beaming with pride and purpose. I hope that someday my kids find a role like the one I have at Attain Partners, where they are challenged, supported, and surrounded by really good people.
The one piece of advice I’d offer any woman on her career journey is don’t settle. Don’t settle for mediocrity, for a job that doesn’t bring you joy or energize you, or for a company that won’t support the needs of you and your family. My own career has taken several twists and turns because I was never quite satisfied.
That was until I found Attain Partners. Here, I’ve found happiness within a positive, supportive culture, a runway to execute great work, and an inclusive environment that embraces creativity and big ideas. I’ve been so fortunate to build and lead an amazing recruiting team, to help our firm grow with top talent, and to support the incredible missions of our clients.
I’ve been pushed out of my comfort zone too many times to count, only to look back with pure gratitude at the results that were achieved and the growth I experienced as a result. Leadership empowers you to go far here, often believing in you more than you might believe in yourself. I’m privileged to work alongside other female leaders who lift each other up and offer empathy and support as we juggle our careers and motherhood.
My wish is for every woman to find her happy place. Don’t settle—it’s out there.
Championing Diversity: Celebrating Black History Month at Attain Partners
Black History Month is a time to focus attention on and highlight the achievements, culture, contributions, and rich history of African Americans who have shaped not only our country but our world.
At Attain Partners, our commitment to Inclusion, Diversity, Equity, and Allyship (IDEA) extends beyond acknowledgment. It is embedded in The Attain Way—the core values that guide us. We are proud to champion an inclusive culture where differences are celebrated, and where the richness of diverse backgrounds propels us toward success.
This month, Attain Partners’ People of Color Employee Resource Group (ERG) led an engaging and informative company-wide Black history trivia event to honor, highlight, and celebrate the remarkable legacy of Black history. The questions covered everything from influential figures and historical milestones to art, music, literature, and culture.
Attain Partners acknowledges the significance of this month, recognizing it as an opportunity to honor the unique experiences and viewpoints of our team members and celebrate the contributions of Black leaders within our organization.
Pamela Fitch Associate Business Development Director and Director of Corporate Social Impact
Representation is essential in the workplace—we can only learn and benefit from others’ experiences if we’re all at the table. I strive to deliver excellence by having a commitment to thoroughness and fairness in all the work that I do, always placing myself in someone else’s shoes, and knowing the value of sharing the truth. I hope to leave a legacy of joy, empathy, and most of all, laughter.
Ben Garvin Senior Specialist
There’s no “I” in “team,” but there’s a “me” in it. So, I strive to Be the Best “me” everyday, not only for my team but for the entire human race! I love attending conferences and being face-to-face with our clients. I’m proud to be a person of color and to represent the Attain Partners family.
Jenifer Parker Human Resources Professional and IDEA Program Chair
Black History Month is a time for reflection and celebration of the profound contributions and resilience of the Black community throughout history. It serves as a reminder of the rich tapestry of experiences that shape our world.
I take immense pride in spearheading our Inclusion, Diversity, Equity, and Allyship (IDEA) Program, a testament to our commitment to fostering a workplace that values every individual. Witnessing the growth in employee engagement and the establishment of Employee Resource Groups has been incredibly rewarding. It truly reflects our collective dedication to create an inclusive environment where everyone feels heard, valued, and empowered.
Embracing diversity is not just a box to check, it’s truly an opportunity for personal and professional enrichment. “Our diversity is our greatest asset.” By keeping this type of mindset, we co-create a more vibrant workplace while elevating the caliber of our collective work. The unique perspectives and experiences that each team member brings fosters creativity and enriches our problem-solving approach. By embracing diversity, we unlock a wealth of ideas that ultimately elevate the solutions we provide to our clients, making them more robust and reflective of the diverse world we serve.
Our core value to Invent the Future is especially relevant in championing our DEIB efforts—by inventing a future that is inclusive, diverse, and equitable, we not only strengthen our future workplace but also make a positive impact on the communities we serve.
Brooke Williams Analyst and People of Color ERG Led
I am honored to help lead the charge in creating a safe space for the People of Color at Attain Partners because I believe that every person deserves representation and a community of individuals that they can confide in and lean on when they need support. Leading the People of Color ERG is incredibly important to me; it is not an opportunity that I take lightly. As a young, emerging professional of color, it is imperative to me to be a part of a company that honors, respects, and makes room for the experiences and truths of their employees of color.
Grow Your Career at Attain Partners
Join a team that values your unique contributions and is committed to creating a brighter, more inclusive future for us all.
Benefits and Requirements for Successful Implementation
Library liaisons are one of the biggest staff investments a university library makes. Yet, the return on that investment is, at best, uneven. Despite the significant investment, many institutions lack a clear vision for structuring their liaison positions. Consequently, many library liaisons end up operating in a siloed environment, with each liaison working very independently.
The siloed liaison model leads to a variety of problems. One of the most significant is multiple service methods existing side-by-side in one department with differing ideas of what success looks like. As an example, individual liaisons will spend different percentages of their effort on relationship-building versus collection management. The siloed model is difficult to manage and supervise.
The siloed library liaison model creates issues, including:
Uneven library services across academic departments, in terms of levels of service, strength of relationships, response times, and depth of expertise.
Library liaison turnover creates a grievous loss for the whole library.
Functional and technological specialists, working across liaisons, disciplines, schools, and departments, end up against the organizational grain in a college-based university system.
Further, a siloed library liaison model creates a challenge to articulate the value of liaisons to the university enterprise, aligning that value with university strategic priorities, and assessing the effectiveness of library liaison programs. At its worst, the siloed model can lead to an unproductive and negative work environment.
In a Team-based Library Liaison Model, positions are structured to foster and sustain relationships between the university library and campus stakeholders.
The benefits of the Team-based Library Liaison Model include:
One collective service model.
Goals, priorities, and the definition of success are clear and shared.
Everyone is given a leadership role.
Managers know what everyone is doing and can participate as team members.
Successes are shared by all; failures are shared by all.
Succession planning is built–in; relationships are shared so when a librarian leaves, there is no gap in service.
Everyone knows what everyone else is doing; liaisons can easily cover for each other.
Efficiencies are gained—a team can be more productive than an individual.
Communication is a core part of day-to-day work, which leads to a healthy work culture.
With its many benefits, universities are looking to transition to the Team-based Liaison Model. However, the transition presents leadership challenges.
Moving to a team-based model requires:
Identifying and defining shared values among team members.
Identifying and outlining shared priorities for advancing values.
Identifying and communicating shared standards of service excellence for priorities.
Trusting colleagues to meet agreed-upon standards.
Embracing vulnerability when asking for help to achieve standards.
Letting go of past work that no longer aligns with shared values or shared priorities.
Together, Attain Partners’ SMEs and library management consulting experts developed a change management framework to help university libraries implement the Team-based Library Liaison Model at their institutions.
Learn More
No matter where you are in your liaison model transformation, we are here to help you achieve your goals and fully articulate your library services vision. Learn more about our Library Planning and Strategy services or contact us here.
About the Author
Hilary Craiglow is a Senior Manager at Attain Partners, leading our team of library strategists to strengthen library systems. With extensive experience leading academic and research libraries, Hilary has a deep understanding of college and university systems. She is a strategic and visionary administrator, melding rich library traditions with innovative forward-thinking services. As a data and mission-driven leader, she employs proven evaluation and assessment methods and creates organizational transformation through empathy and partnership. Hilary helps library leaders achieve their mission faster, more efficiently, and with greater impact.
https://attainpartners.com/wp-content/uploads/[email protected]12562401Olivia PychaOlivia Pycha2024-02-28 12:42:382024-03-21 15:32:18Implementing a Team-Based Liaison Model at Your Institution
Shaping Tomorrow’s Leaders: Attain Partners Engages Rising Juniors and Seniors in College for Internship Program
Aubrie Browne Attain Partners Intern
This past summer, I joined Attain Partners as part of their summer intern program. Through this experience, I received invaluable mentorship and had the privilege of contributing to two projects, each offering unique learning opportunities for personal and professional growth.
My first project assignment was for Attain Talent, where another intern and I were tasked with creating a comprehensive business development plan. Throughout the summer, under the guidance of our amazing project managers and sponsors, we developed a LinkedIn and email drip campaign, initiated client outreach, pitched Attain Talent to potential clients, and strategized a business development plan to help drive client base expansion. Additionally, after much research and multiple iterations, we built a database in SharePoint with Power BI visualization to track client outreach and streamline relationship management. This project was an extremely rewarding experience, and it provided me with valuable insights into sales, recruiting, and business development while pushing me out of my comfort zone through collaborating on the Attain Talent database.
The second project I was able to work on was for a large multi-university Workday implementation where I contributed to testing support and change management activities. While working on this project, we helped organize the Smartsheet testing by triaging and analyzing defects and sending testing reminder emails to help keep the project timeline on track. I also had the opportunity to contribute to the June and July editions of a local newsletter and do a survey analysis from testing onsite. This project provided me with hands-on experience and valuable insights into change management, qualitative data analysis, data organization, and effective project timeline management.
My internship at Attain Partners has been an incredible learning experience that has allowed me to deepen my understanding of consulting and explore diverse areas of interest. What stands out most to me about Attain Partners is its one-of-a-kind environment. Attain Partners excels in fostering a learning environment for its interns, offering real and impactful projects, dedicated sponsors and project managers, and structured learning discussions. I am proud to be an intern at Attain Partners because of the company’s unwavering commitment to “The Attain Way” and to have the chance to grow professionally while surrounded by a team of inspiring and supportive individuals.
Helpful Insights from Inside Attain Partners When Looking to Make a Move in Your Career
Recognizing a need for a career change can stir up a whirlwind of emotions. Excitement at the thrill of new possibilities, hope that simmers with newly acquired skills, fear that casts shadows of the unknown, and uncertainty weaving through the fabric of changing once again. As I was making my own career change, I found Attain Partners, an amazing team of professionals who wanted to dive headfirst into my career growth journey. They not only fostered my initial career change but continued to nurture my future career growth.
“As I was making my own career change, I found Attain Partners, an amazing team of professionals who wanted to dive headfirst into my career growth journey. They not only fostered my initial career change but continued to nurture my future career growth.”
From Education to Recruiting
I began my professional career as an elementary educator. As a teacher, I not only worked with students, but also actively sought opportunities to enhance my skills in technology, adult learning, and people management. My intention was to build a robust toolbox of skills applicable to both education and the corporate realm.
As the years progressed, I felt a strong inclination to transition into a new field. Several factors contributed to a successful career change, including identifying skills that sparked passion; leveraging real, tangible experiences; and pinpointing skills for growth in the new field. My previous experience with organization, task management, building relationships, and education technology guided me to the field of recruiting.
Recruiting became more than just a job; it became a passion. I was able to hire for multiple teams and delve deeper into embodying The Attain Way. I was able to educate every new employee on a career ladder that embraces our core value, Invent the Future.
Enhancing Expertise with Change Management
My career evolution didn’t stop in recruiting. The desire to contribute to more profound organizational transformations drew me to embrace change management. Through the professional development stipend Attain Partners offers, I was able to obtain my Prosci Certification. Growing our team professionally has been a key focus for Attain Partners as we want to enable our team to Be the Best.
In a remote environment, I connected with other members in our Attain Digital practice who were providing change management support to our clients. Through their mentorship, I identified a path to another career change. During a one-on-one with my manager, I expressed my interest in working on more strategic change initiatives, either internally or for our clients. My manager supported my growth, provided resources, and encouraged me to continue my mentorship with others.
Continued Personal Growth
In reflecting on my journey—from education to recruiting, and finally to change management—I am grateful for the diverse experiences that have shaped me both personally and professionally. The ability to correlate educational insights with the strategic vision of change management has become a unique strength.
“As I step into this new chapter of my career, I feel an immense sense of gratitude that Attain Partners offers a variety of pathways and professional development opportunities to ensure its team members are ready for the future we are building.”
About the Author
Kora Rea-Alexander is a certified Prosci Change Management Consultant at Attain Partners. She actively contributes to the success of Attain Partners’ projects, leveraging her change management skills through people-driven analysis. Prior to working at Attain Partners, Mrs. Rea-Alexander was an elementary school educator and brought her passion for education to Attain Partners. Mrs. Rea-Alexander is currently pursuing a Master’s in Organization Development and Change at Penn State, where she is dedicated to continuous learning and professional growth.
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Six Tips to Land Your Dream Job in 2024, Shared by a Recruiting Manager
As we settle into 2024, now is an opportune time to gear up for your job search. Whether you’re a recent graduate embarking on your professional journey, an experienced professional seeking a career change, or someone reentering the job market, careful preparation is key to securing the right opportunities. The job search landscape continually evolves, influenced by economic shifts, technological advancements, and changing employer expectations. To navigate this landscape successfully, you’ll need a well-thought-out plan, honed skills, and a keen understanding of the current job market. In this post, we’ll guide you through the steps and strategies to prepare you for your 2024 job search, helping you approach it with confidence and purpose.
1. Reflection + Goal Setting
As a first step, it’s important to reflect on and set personal goals for your job search. Start with a thoughtful examination of your values, priorities, and career aspirations. Identify your strengths, skills, and areas of expertise. Consider the work environments where you thrive and the company cultures that resonate with your values. Evaluate your long-term career goals and how a potential job aligns with them. Delve into your personal life and consider the work-life balance that suits your needs and commitments.
It’s also crucial to weigh the importance of financial compensation, benefits, and opportunities for skill development. Self-reflection will help provide clarity on what truly matters to you, guiding your job search toward roles that not only match your qualifications but also provide fulfillment and satisfaction in the long run.
2. Refresh Your Resume
Your resume showcases you on just a few pages, so it needs to be clean and easy to follow. Working in reverse chronological order, highlight your experience and ensure you cover any major gaps (e.g., breaks or travel), education, skills, and any interests, to let your personality shine through. Bullet your responsibilities followed by key achievements.
A resume shouldn’t be a novel, but also shouldn’t be so truncated that the reviewer can’t grasp what you’ve done in prior roles. These days, recruiters may review and assess your CV in less than 20 seconds, so make sure it causes them to stop and put you on the call list. If you’re speaking to an agency or hiring manager, ask them for feedback so you can refine as you go.
3. Be Profile Ready on LinkedIn
Help employers or agencies find you! Start by uploading a clear profile picture and crafting a concise, engaging headline that describes your expertise.
Tip: LinkedIn headlines allow up to 220 characters—use them. The more you write, the more likely you are to appear in recruiters’ search results.
Next, write a well-structured summary that highlights your skills, experience, and career goals. Don’t forget to add your work history, emphasizing your accomplishments in each role. Skills and endorsements can help showcase your strengths, so include them too. LinkedIn has an ‘open for opportunities’ option and you can confirm the roles you are interested in. Join groups, follow companies, and engage with connections to stay active on the platform. Regularly update your profile with new achievements and experiences to make a strong impression on potential employers and professional contacts.
4. Sign Up for Job Alerts
In today’s fast-paced and competitive job market, staying current with relevant job openings is crucial. By subscribing to alerts on various job search websites and company career pages, you can receive real-time notifications about positions that match your skills, qualifications, and preferences as they become available. This approach saves you time and effort, ensuring you don’t miss out on potential opportunities. It’s an effective way to keep your finger on the pulse of the job market, giving you a head start in applying for positions that align with your career goals.
5. Interview Preparation
Brush up on your interview skills, practice common interview questions, and prepare your own questions for potential employers. Be ready to articulate your accomplishments and demonstrate your fit for the role.
Before the interview, research the company and be ready to discuss it. Find out the participants and interview type—is it competency-based, technical, behavioral, or informal?
Tip: For competency- and/or behavior-based interviews, prepare strong examples from your past work to showcase your skills.
Don’t be afraid to ask what the interview will entail to avoid making incorrect assumptions. Assume some of the “must-haves” they’ve outlined in the job listing will also be covered to understand your depth of experience in those areas.
6. Evaluate Offers
After successfully navigating multiple interviews and now expecting potential job offers, it’s important to have a conversation with your references in advance to ensure their availability for timely recommendations. This stage can be a delicate balancing act, particularly if you’re weighing a few comparable and equally enticing options. Be transparent with employers, so they are aware you may need some extra time for consideration or further information to seal the deal. Honesty in this context is a strength, not a weakness.
Remember, you don’t need to rush into accepting the very first offer that comes your way. This decision shapes the next few years of your life, so you’ll want to make an informed decision based on what meets your expectations and aligns with the motivations you identified when beginning your job search. It’s common for candidates to lose sight of their primary reasons for seeking a change and get swayed by other factors, so stay true to your core values.
A job change is a significant life decision that warrants careful consideration and thoughtful decision-making. Don’t rush the process—take the time to consider your career goals and personal values. Seeking guidance from experienced mentors or professional career coaches can provide valuable insights and support throughout this journey. By thoughtfully weighing these factors, you’ll be well-equipped to embark on a successful job change in 2024.
About the Author
Alex Nichols is a Recruiting and Talent Acquisition Manager at Attain Partners. Alex brings diverse experience in agency and corporate recruiting. He has placed top talent at every level—from entry-level to executive—and is adept at understanding organizations’ hiring needs. He takes a personalized approach to understand not just your business, but your industry and culture.
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https://attainpartners.com/wp-content/uploads/Website-Graphics_2024-02_Job-Change2.webp12562400Olivia PychaOlivia Pycha2024-02-09 10:00:002024-05-14 11:14:32How to Prepare for a Job Change in 2024
In our current world, crisis is not an if it will occur, it is a when it will occur. As librarian leaders, we want to be strategically prepared and proactive for crisis events. Examples of these crises include unpopular policy decisions, incendiary images graffitied on a bathroom wall, photos from university archives revealing shameful histories, destroyed stacks from water line breaks, books defaced with hate speech, political protests in the library, questions about collection choices, and natural disasters that impact library spaces and collections.
Not being prepared will exacerbate an already challenging situation and reflect negatively on your university, the library, and library leadership. When a crisis occurs, library staff need a clear and transparent response plan. With a developed plan, library staff can respond to a crisis with confidence and support.
We may have qualified experts in university headquarters who have crisis plans to help us, but when the crisis happens in our libraries, we are the ones on the front lines.
Open lines of communication with your university’s crisis communication team are necessary. It is also necessary for library leaders to communicate with their staff about what to do and what not do, especially in terms of media.
As a library leader, are you prepared mentally and emotionally for crisis situations?
When crisis happens, leaders need:
Self-awareness of body language
Tone and choice of words that communicate confident presence with humility
Skills to manage a variety of university and stakeholder personalities
Clear and concise messaging for all your audiences
Ability to leave students, alumni, and community members with facts, a feeling of authentic compassion, and a proactive crisis communication plan
Bringing together best practices in management communications with university and library knowledge, our team of experts guides libraries to be prepared for the crisis ahead.
Following your university communication guidelines, we help library leaders define a response team, identify potential crisis events, implement mechanisms for staff to signal issues, communicate with staff with as much transparency as possible, and ensure staff understand the process and guidelines, especially in terms of media. Depending on the situation, staff may be personally impacted by a crisis event and may need to be supported when confronted with it. A successful plan will include staff support structures.
A good crisis communication plan also involves training for staff and library leaders, along with updates to stay in line with university guidelines, and regular reminders for staff on what to do and how they will be supported when a crisis occurs.
To mitigate the negative impact on your organization and staff, prepare for the crisis ahead.
To learn more about how Attain Partners can help your library organization develop a crisis communication plan and be ready with the leadership necessary for a crisis, contact us here.
About the Author
Hilary Craiglow is a Senior Manager at Attain Partners, leading our team of library strategists to strengthen library systems. With extensive experience leading academic and research libraries, Hilary has a deep understanding of college and university systems. She is a strategic and visionary administrator, melding rich library traditions with innovative forward-thinking services. As a data and mission-driven leader, she employs proven evaluation and assessment methods and creates organizational transformation through empathy and partnership. Hilary helps library leaders achieve their mission faster, more efficiently, and with greater impact.
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https://attainpartners.com/wp-content/uploads/[email protected]12562400Olivia PychaOlivia Pycha2024-02-07 13:00:002024-05-17 15:42:28Crisis Communication Strategies for Libraries
