Beate Sifkovits
Regional Director Sales & Brand Development at Signature Cocktail Co.
I believe the true purpose of life is to follow your joy and passion. My passions have taken me in many different directions which has led me creating to an ever-changing, crazy, and...
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- Business Mindset Coaching: Empowering leaders for authentic success
- Women in Leadership Training: Strategies for effective female leadership
- Self-Awareness Workshops: Enhancing personal insights for growth
- Team Effectiveness Programs: Building high-performing collaborative teams
- Marketing and Innovation Foundations: Strategies for creative business growth.
Meet the mentor
TALK SHOW VIDEOS
Tricky Workplace Situation Handled
- Trust in the brand; Receive value for their purchase; Have their purchase reinforced through brand equity; Feel valued by the brand; Have opportunity to engage with the brand; See the brand at multiple touch points; See other (like-minded) people advocate the brand; Appreciate the point of difference/unique selling proposition to other brands; Recognise the credibility of the brand; Have good experience throughout the full consumer journey (incl. post-purchase touch points such as customer service).
- It reinforces relevance of the brand to the consumer; It acknowledges the consumer/ customer; It shows respect for other cultures.
- Having lived and worked in over 10 countries and across 3 continents, I have some experiences in several different ways of working and approaches to doing business. Particularly in marketing and sales it is of paramount importance for the consumer/customer to feel understood and acknowledged - otherwise they feel alienated and have no interest in engaging with the brand.
- Having headed up a global brand in such a diverse region as Middle East & Africa, I have learned how a brand needs to show up differently in different countries/cultures yet stay consistent around the globe in terms of look & feel as well as core message. This is a skill that takes years of practice and will be of huge value who is facing the same objective.
- Not actively listening; Asking closed questions; Spending the whole interview justifying the first impression they had of the candidate in the first 10 seconds; Letting unconscious bias cloud judgement; Interrupting the candidates answers; Asking deeply personal questions; Ending the interview early.
- The candidate will feel overly judged and might start to watch every word they say which can tense up the situation and not bring out the true side of the candidate. The interview will struggle to stay present in the conversation and may miss crucial points in what the candidate is say and as well as body language etc.
- Prepare well - read the candidates CV thoroughly before the interview. Prepare open-ended questions that are relevant to the role and give the candidate opportunity to showcase their expertise. Get a good understanding of what the role requires beforehand. Not put sole focus on one area of the recruitment process, e.g. the interview or references. Ensure the job description is specific to attract the right candidates pool in the first place Be mindful of unconscious bias that might come into play. Also consider internal candidates Allowing time to find the best candidate and not rush the process.
- Talking too much about my personal life. It could have been avoided by staying more focused and present in the conversation. I should have also prepared more work-relevant examples to showcasing my aptitude for the role in question.
- I would do role play with the person I am mentoring. I would make all the mistakes that should be avoided when interviewing on purpose so that the person can experience first hand what it would feel like being on the other side of the table. I would also asked them to create a check list for themselves to ensure they are following an efficient process - and give them feedback on what to improve.
- It causes uncertainty which is a major trigger for stress. People struggle to manage their time in these situations and may find themselves with overlapping tasks which again can cause wasting time or delays. Employees may fall into challenging conversations due to conflicting interests and interpretations of the task in hand.
- Regular status meeting to give long-term overview of what is expected and what the time-lines are. Clearly defined roles. Check-ins between line managers and each individual to ensure everyone is clear on the task at hand. Wellness support such as mindfulness trainings, support for gym memberships, yoga classes etc. Lunch & learns about nutrition. Personal coaching - focusing on the individuals holistic long-term vision.
- Encouraging people to recognise that they need to look after their mind and body during and after business hours - ensure they take time out for themselves to recharge. Taking the pressure of pure performance - highlighting that other things are also important in order to be an effective employee.
- I would start by getting them to take small steps such as taking 3 deep breaths every hour. I would then build it up to more holistic mindfulness practices. I would coach them on their sleep & eating patterns. As an example, when I was working in a high pressure position, I saw a direct correlation between my performance and my level of stress and exhaustion. When taking breaks/time out, focusing also on hobbies outside of work, my productivity and particularly also creativity for problem solving increased dramatically.