MBJ Group presents at regional hospitality conference

SARASOTA, Fla. — Mary Beth Bos and Jim Bos, co-owners from the talent management company MBJ Group, recently presented at the 2018 Hospitality Financial and Technology Professionals (HFTP) Florida Regional Conference.

More than 150 professionals in the hospitality finance and technology fields attended the three-day conference, held July 25-27, at the Sarasota Westin. The event featured speakers for educational advancement and approximately 19 vendor exhibitors.

On Thursday, July 26, three concurrent sessions were held from 9:45 – 11:00 a.m. During one of those sessions, the MBJ Group co-owners talked to participants about tackling their career, with stories, tips and guidelines for a path to success.

Other presentations included an analysis of the latest trends, tactics and news of the cyber threat landscape, an update on employment law and information on ethics, insurance, taxes, fraud and human resources, among other topics.

“The opportunity to speak at this hospitality conference allowed us to reach a new market,” said Jim Bos. “We had a great session with the industry’s professionals to help them reach their full potential.”

Nick Bollettieri, the creator of the tennis academy concept, which is now the IMG Academy, made the conference’s keynote presentation. He was a 2014 inductee into the International Tennis Hall of Fame.

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How understanding your skills and abilities can lead to career development

Almost everyone has questions about their career.

Did I make the right choice? Are my skills and talents being used to the best of their ability? Where do I see myself going in the future?

It’s not uncommon to have questions, but what happens when the answers to those questions transform into a series of frustrations?

Whether it’s frustration with the job, frustration with a boss or frustration with the location, for some people there comes a point where those frustrations become too much to handle on their own. They know they need to do something to better themselves, but they just don’t know how.

That’s where MBJ Group comes into play.

Founded in 2000 by Sarasota residents Jim and Mary Beth Bos, MBJ Group, a talent management company, have spent the past 18 years offering career transition services to clients and business professionals.

“We work through the whole issue of who am I and where best should I be going,” says Jim. “That’s really what career transition is all about.”

The frustration of wanting to pursue a new career but not knowing how to go about doing so is ultimately what leads many clients to MBJ Group.

Whether it’s an employee in their 50s who suddenly realizes they are not happy with what they have been doing and is need of a change; a client who has grown tired of the cold and is looking to relocate to sunny Sarasota with little knowledge of the marketplace; or a trailing spouse who is suddenly looking for a job in a new community, MBJ Group has worked with clients across the spectrum.

Career transition services are designed to help those individuals in the midst of developing their careers further or changing their career altogether by determining their skills and talents, through a series of online assessments, and how they can be applied in today’s marketplace.

If you’re considering investing in a career, one of the most common questions you need to ask yourself is “What am I best suited for based on my skills and talents?”

“Transitional skills become very important if you’re going to move to a new position,” says Jim.

The career transition process begins with a series of assessments, which help the MBJ Group determine a client’s individual skills, talents and passions. In doing so, clients gain a better understanding of themselves and can ultimately focus on finding those organizations that will be able to best utilize their skills and talents.

“Now all of a sudden you can’t hide,” says Jim. “It’s a little bit of reality staring back at you and consequently you have to deal with that. That really starts helping us and them understand who they are and potentially where they might fit.”

At that point, focus becomes key. By helping their clients focus on what they didn’t like about their previous job, MBJ Group is able to get a better understanding of their clients’ thinking process and help them set realistic expectations for the future.

Once a client has a better idea of where his or her talents lie and expresses an interest in a potential career path, MBJ Group sets up exploratory interviews with business professionals within the desired industry to help clients get a better idea of the options available to them. The talent management company also receives feedback on how their clients presented themselves during the interview process, which helps MBJ Group determine what, if any, adjustments need to be made to the career transition process.

While MBJ Group works with corporate and not-for-profit clients of all backgrounds, in recent years, the firm has worked with a number of trailing spouse clients. They are also in transition, having recently moved to a new community, as a result of their spouse’s job, and wanting to get back to their own career.

By working together, MBJ Group helps trailing spouses explore what their new community has to offer and how they can use their transitional skills for their betterment.

“Our marketplace here doesn’t necessarily have a breadth of careers, positions and industries that you might find in New York City, New Jersey or Boston,” says Jim. “Clients need to be realistic about their job expectations.”

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MBJ Group co-owners return from prominent international conference

SARASOTA, Fla. — Jim and Mary Beth Bos, co-owners of MBJ Group, a talent management company, recently returned from
Scottsdale, Ariz., after attending the prominent Target Training International Success Insights’ Conference.

Themed “Reimagining Excellence”, the annual conference, which was held Jan. 12-14, allowed the Bos’ the opportunity to
meet and network with other talent management professionals from around the world. The couple learned about new
approaches and methods, shared ideas and explored possible strategic alliances.

More than 400 renowned coaches, trainers, recruiters and consultants attended the conference, which is considered the
cornerstone of the talent management industry. The TTI Success Insights’ International Conference is designed to
celebrate the legacy of TTI Success Insights, which provides behavior assessment tools to help business professionals
learn more about themselves and their communication styles, while supporting and connecting talent management
professionals worldwide.

This year marked the 12th time the couple, who have been using Target Training Behavioral Assessments in their business
for more than 15 years, have attended the TTI Success Insights’ International Conference.

“The conference allows us the opportunity to look at our services in a whole new way and how we can make them even
better,” said Mary Beth Bos. “This was probably one of the best conferences that we have attended.”

Featuring keynote speakers, dozens of breakout sessions and leadership panels, the conference brings together the
voices and insights of coaches, consultants and trainers from more than 30 countries.

Throughout this year’s session, representatives from TTI Success Insights, ADDO Worldwide, Bluewater Advisory and
Bluewater Search, The Metiss Group and Projectivity Solutions, among others, spoke on a variety of business-related
topics, including behavior, the impact of demographics on business, generating quality leads, collaboration and more.

Attendees familiarized themselves with the assessments and also learned what the evaluations can do in influencing
others and their perspectives. TTI Success Insights leaders also discussed some revisions to some of the assessments
that will be released March 1.

“We enjoyed seeing how the company is making sure that the assessments meet validity and statistical standards as well
as seeing some of the revisions to some of the assessments that are going to make them better,” said Jim Bos.

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A glimpse at where corporate hiring is headed in 2018

We’ve seen a dramatic shift in the job market in recent years as a result of the pent up demand for available jobs.

With 65 percent of employees unhappy in their positions, many began looking for and finding positions that they didn’t have the opportunity to consider in the past. That desire to transition from one career path to another has remained constant, as those employees who are still not happy are continuing to look for the right opportunity.

Dissatisfied employees combined with the growing number of Millennials entering the workforce has resulted in an influx of candidates. But the more candidates, the better, right? Well, that’s not necessarily true.

With the economy continuing to improve, the pressure for employers to simply find the right or qualified employee is becoming increasingly difficult. What can you do to set yourself apart from the competition?

As we head into 2018, employers across the country are searching for talented individuals to help shape the future success of their organizations. To help you get a better idea of where corporate hiring is headed in this year, here’s a breakdown of some of the top trends to keep an eye on in 2018.

  1. Enhancing Your Skill Set

Today’s marketplace is more technological and specific skill oriented; and that trend will only accelerate further as the economy continues to grow and expand. When it comes to hiring, employers are looking for individuals with strong interpersonal skills that will benefit the organization.

Employees who already have these skills in place are more likely to get up to speed and contribute to the bottom line with minimal training required.

“Corporations are attempting to fill a need and want the individual to get up and going as quickly as possible,” says Jim Bos, who co-owns MBJ Group, a talent management company with his wife Mary Beth Bos.

  1. Getting to Know the Company

Internships and part-time jobs are two of the easiest and most important ways in helping candidates determine which types of organizations will best utilize their skills and talents. Over the past two years, many corporations have started hiring interns, the majority of which are Millennials, who will make up 75 percent of the workforce by 2025. If they work well, these companies will hire them as full-time employees once they graduate.

  1. Expectations for the Job

One of the fastest-developing trends when it comes to hiring is the expectations that candidates have for jobs. They are often looking for a quick, seamless and personal experience when searching for or being recruited for a job. Candidates want to know that the job they are interested in coincides with their talents and skill set.

Similarly, employers want to make sure the company’s culture not only coincides with a potential candidate’s style, but, most importantly, that they are passionate about the job. As a result, more and more companies and recruiters are using behavioral assessments to determine a candidate’s skills, talents and passions and get clarity early on.

  1. Set Yourself Apart

Employers are looking for talented individuals to help shape the future of their companies. Your resume and cover letter are your first introduction to the company, so you want to be sure to separate yourself apart.

It’s important to give a passionate reason for why you’re applying for the position, list your core skills and accomplishments and describe the value you’ll bring to the position. This year is expected to be another growth year for employers, and with applications constantly flowing in, you need to be able to concisely pinpoint why you’re the right fit for the job.

  1. Onboarding for Success

Many companies have also established onboarding programs to help new hires adjust to the social and performance aspects of their jobs. By creating a written plan with key dates for accountability, employers hope to help their employees become productive, contributing members of the organization while increasing the likelihood they will stick around. Ask about a company’s on-boarding process, which will give the applicant a key as to the company’s interest in making the next hire for the position successful.

“Turnover is a costly occurrence, and anything that can be done to minimize the occurrence is a win,” says Jim.

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Nonprofit sector continues to gain hiring momentum heading into 2018

Over the past two years, we’ve seen an increase in the number of nonprofit organizations looking to fill positions from fundraising and development to annual giving and donor relations. This need will only become more prevalent as organizations continue to grow and develop.

As we head into 2018, nonprofit organizations across the Gulf Coast are searching for talented individuals to help shape the future success of their agencies.

Whether you already work with a nonprofit agency and are looking to advance your role or are thinking of transitioning over, it’s important to recognize the steps to take to grow a successful career in the nonprofit sector.

To help you get a better idea of where nonprofit hiring is headed this year, here’s a breakdown of some of the top trends to keep an eye on in 2018.

  1. Enhancing Your Skill Set

There are several different levels of philanthropy, ranging from grants and special events to major gifts and planned giving, and each level has its own individual job requirements.

When it comes to the nonprofit sector, agencies are routinely looking for individuals who are able to form relationships, listen to goals of others and link those to the organization and are passionate about the organization’s cause.

“It becomes really expensive to replace people,” says Mary Beth Bos, who co-owns MBJ Group, a talent management company, with her husband Jim Bos. “Organizations are being more strategic in the hiring process to make sure they are getting the right person.”

  1. Getting to Know the Organization

When it comes to hiring, executives want to make sure candidates not only know the agency but also understand the culture of the organization.

By visiting the different agencies’ websites, you can learn more about the nonprofit and find those causes that resonate with you the most. One of the easiest ways to expand your knowledge and familiarize yourself with an agency is to volunteer. In addition to getting a feel for the organization, volunteering allows you to form relationships, network and decide whether it’s a good fit.

  1. Expectations for the Job

One of the fastest developing trends when it comes to hiring is the expectations that candidates have for jobs.

Candidates want to know that the job they are interested in coincides with their talents and skill set. By expanding your knowledge and doing your homework you can pinpoint where your passion is and those organizations that will be the best fit. It’s important to determine which agencies resonate with you the most before you find yourself in a position that doesn’t meet your expectations.

  1. Set Yourself Apart

Executives are looking for talented individuals to help shape the future of their agencies. Your resume and cover letter are your first introduction to the organization, so you want to be sure to set yourself apart.

It’s important to give a passionate reason for why you’re applying for the position, list your core skills and accomplishments and describe the value you’ll bring to the position.

  1. Networking for Success

More often than not, people fall into an occupation because they know people or were there at the right time.

It’s important to connect with people and network to find your dream job. Your perfect job is out there. It’s just a matter of putting yourself out there and using your knowledge to create a foundation for success.

“People need to work to establish some credibility, network, be aware of openings and go after those that you know you can get into and are qualified for,” says Mary Beth.

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How getting insight into your colleagues can improve team communication

Communication is an integral part of our daily lives. It’s all around us; and yet many people don’t know how to communicate effectively with their colleagues.

The problem lies in their inability to fully understand their audience. How can you expect to communicate effectively if you don’t know where the person is coming from?

If you want to be able to relate to your colleagues on a personal and professional level, you first need to know what drives and motivates them. Who are they as individuals? What are their likes and dislikes?

“Until they know what drives their behavior and until they know what their behavioral styles are, they can’t relate to each other,” says Jim Bos, co-owner of MBJ Group, a talent management company.

So how do you determine your behavioral style is and use it to relate to someone else? That’s where communication tools come into play.

Communication tools are essentially categories to define human motivation, drive and behavior. The assessments help individuals understand what their styles say about them and their team members. Until you recognize these elements, he or she may have difficulty effectively relating to other team members.

“If I don’t relate to you, then I’m basically talking past you so you do not understand what I am trying to communicate,” says Jim. “We have to figure out how the various styles of functioning work together.”

Your driving forces – based on six keywords on a continuum – allows you to see the impact they have on each other and you as a unique person. Each of us is a combination of all our driving forces, and looking at them in clusters allows us to truly understand our underlying causes for motivation.

Then, behaviorally, there are four styles of functioning: Dominance, Influence, Steadiness and Compliance. Each style has a specific way to communicate to that particular style.

By delving into your specific style characteristics, you can determine the type of person you are based on how you do and don’t do different things.

In this way, business professionals can get a better idea of their individual styles and how to use these styles to relate to other members of their organization. This is can be done in a communication seminar for individual groups or teams. The communication team seminar, can last anywhere between two to four hours, depending on the number of individuals involved.

Business professionals complete a pair of assessments online, which develops reports giving the professional insights into their passions and how they compare to others on their team.

“You have to understand where people are coming from,” says Jim. “If I know what excites you and what your passion is, then you can talk more directly to others as opposed to talking past them. This is what a team communication session can do for you and your team.”

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