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Senior HR and Talent Management Executive with extensive experience as a Strategic…
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Michael Potvin shared thisVery proud of our new website...Encourage everyone in my world to come visit us.Michael Potvin shared thisFor us, it reflects something bigger. We are proud to release the new Colony Display website — a true reflection of who we are and how we serve our customers. Colony has evolved into a fully integrated partner for retailers, brands, and design firms — combining engineering, prototyping, domestic manufacturing, logistics, and installation under one roof. What differentiates us is not just what we manufacture — it is how we execute. From in-house engineering and prototyping to domestic manufacturing and installation solutions, our experienced teams help customers bring retail environments to life. Thank you to our employees, customers, and partners who make this possible every day. Please visit us at www.colonydisplay.com and discover how you can partner with us today! When Partnership Counts, Count on Colony. #RetailDisplays #FixtureManufacturing #StoreDesign #RetailExecution #RetailInnovation
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Michael Potvin shared this“Unpopular Opinion”…this vid is 1,000,000 percent true
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Michael Potvin posted thisI might be late to this… but what the hell is going on with these “recruiters”? I’ve been getting a flood of outreach lately telling me how “impressive” my background is. Except… it’s clearly nonsense. The emails are painfully long, written in broken English, and take 10x longer than necessary to say anything. That alone is a dead giveaway. Real recruiters don’t write like that—they’re concise, direct, and to the point. Out of curiosity, I responded to one. ➡️ Total joke. They immediately asked me to: - Write an Executive Bio - Do a SWOT analysis on myself - Rewrite my resume Yeah… no. If my LinkedIn profile and resume don’t already tell you what you need to know, and generate the interest you already told me your "clients" have, I’m not your candidate anyway. This is obviously a scam. What I can’t figure out is the endgame. Where’s the money? What’s the angle? Even trying to “follow the money,” I can’t see how this actually turns into revenue. Who else is seeing this—and more importantly, how are they making $$$ off it? Let me know 👇 #Recruiting #JobSearch #CareerAdvice #LinkedInTips #ScamAlert
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Michael Potvin posted this💡 Let’s Normalize Sharing Interview Questions Beforehand! 💡 Imagine walking into an interview prepared, confident, and fully ready to share your story. That’s the power of sharing interview questions in advance. It’s a game-changer for candidates and interviewers, and here’s why every hiring team should make it a best practice. 1️⃣ Better Prepared Candidates, Richer Conversations 🗣️ Knowing the questions ahead of time empowers candidates to dive deep. They can prepare thoughtful examples, stories, and achievements to share in a more genuine, compelling way. No more scrambling for answers under pressure—it’s all about meaningful, valuable conversations. When candidates feel prepared, interviewers see their best selves. 2️⃣ Smooth, Structured Interviews 🗂️ When interviewers send questions in advance, they have to organize their thoughts and plan. This structure makes the interview flow smoothly, allowing interviewers to focus on responses rather than coming up with questions on the fly. The result? A more efficient, effective evaluation process where both sides can be truly engaged. 3️⃣ Encourages Candidate Curiosity 💡 Sharing that final question—"What questions do you have for me?"—reminds candidates to think critically about the role and company. This isn’t just a test of curiosity; it’s an invitation to show what they value, allowing interviewers a deeper glimpse into their priorities and thought processes. 4️⃣ Supports Inclusivity and Equity 🌍 Interviews are high-stakes situations, and providing questions upfront gives all candidates, especially neurodiverse or introverted individuals, an equitable chance to prepare. It levels the playing field and removes some of the inherent biases in traditional interview structures, making it easier for everyone to succeed. What’s Your Take? If you’re a recruiter or hiring manager, have you tried sharing interview questions beforehand? If so, what benefits or challenges did you experience? If not, what’s holding you back? Let’s discuss how we can make the interview process fairer and more effective for everyone involved. 🚀 Candidates, if you’ve experienced an interview where you received questions upfront, how did it change your experience? Let’s hear your story in the comments! 👇 Let’s work together to build a new standard in hiring—one that’s more equitable, insightful, and rewarding for everyone. 🌟 #EmpoweringInterviews #InclusivityInHiring #LeadershipCulture #EffectiveHiring #TalentAcquisition
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Michael Potvin posted thisEmpower or Micromanage? Your Choice Shapes Your Organization's Future 🎯 Choosing an empowering or micromanaging leadership style isn’t just a preference—it’s a decision that impacts every aspect of an organization’s growth, culture, and morale. In micromanaging cultures, creativity and innovation are limited, and employees feel constantly under a microscope. Over time, this breeds low morale and high turnover. The real solution? Building a culture of empowerment where leaders encourage autonomy and foster trust. 🌱 In empowered work environments, employees are loyal, motivated, and invested in the company’s success. They’re trusted to solve problems and innovate, which leads to meaningful results. How to Cultivate an Empowering Leadership Style: 1️⃣ Hire Smart: Look for individuals who align with your values and show potential, not just credentials. 👥 2️⃣ Equip for Success: Provide the right training, resources, and ongoing support so your team can handle challenges. 🧰 3️⃣ Encourage Independence: Give employees room to excel on their own and recognize their contributions. 🚀 Picture a workplace where people feel inspired and invested—this is the culture that true empowerment builds. How does this align with your leadership approach? Let’s discuss in the comments! 👇 #EmpowermentCulture #LeadershipStyle #InnovationThroughTrust #InvestInPeople #FutureLeadership
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Michael Potvin posted this🚨 Leadership without true competency is nothing more than a title. 🚨 Too many organizations confuse authority with leadership. They promote based on tenure, technical skills, or convenience—but forget the one thing that actually matters: real leadership ability. Here’s the hard truth: • Leadership isn’t about being the loudest voice in the room. 📢 • It’s not about a corner office, a title, or a bigger paycheck. 💼 • And it sure as hell isn’t about managing through fear or ego. 👑 True leadership is about: 1️⃣ Vision & Direction – Leaders chart the course, even in uncertainty. Without clarity, teams drift. 2️⃣ Empathy & Connection – Leaders recognize the human side of work, not just the metrics. People don’t leave companies—they leave managers who lack empathy. 3️⃣ Consistency & Accountability – Great leaders walk their talk. They don’t preach one thing and practice another. Trust dies fast in hypocrisy. 4️⃣ Resilience & Adaptability – Markets shift, strategies evolve. Leaders who can’t bend break, and they take their teams down with them. 5️⃣ Developing Others – Leadership isn’t about building followers; it’s about building other leaders. That’s the multiplier effect that makes an organization unstoppable. Too many companies underestimate the cost of poor leadership. Turnover spikes. Morale plummets. Innovation dies. And good people—the very people you can’t afford to lose—walk right out the door. So here’s the challenge: stop filling leadership roles with placeholders and start demanding competency. Authentic, empathetic, resilient leaders create cultures where people thrive. Anything less is just wasting payroll dollars. If you’re serious about competing in today’s market, invest in real leadership. The ROI is unmatched. What do you think—are organizations too comfortable settling for “managers” instead of leaders? 👇 #LeadershipMatters #AuthenticLeadership #PeopleFirst #CultureAndStrategy #ResilientLeadership
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Michael Potvin posted this💥 Disagreement isn’t dysfunction. It’s progress in motion. 💥 Some of the greatest breakthroughs in business didn’t come from nodding heads—they came from constructive conflict. The problem? Too many managers and recruiters try to build “harmony” by shutting down disagreement. That’s not leadership—that’s fear. 🚫 Here’s the truth 👇 ✅ Disagreement fuels creativity – When smart people debate, new angles emerge that no one person could have solved alone. ✅ Disagreement builds resilience – Teams that can challenge each other openly develop thicker skin, stronger trust, and better results. ✅ Disagreement uncovers blind spots – Innovation thrives where assumptions are challenged, not where everyone thinks the same. ✅ Disagreement shows engagement – Silence isn’t loyalty. It’s disengagement. A passionate argument means your people care. But here’s where leaders go wrong: ❌ Surrounding themselves with “yes” people. ❌ Rewarding compliance instead of courage. ❌ Confusing disagreement with disrespect. 👉 Great leadership isn’t about shutting down dissent. It’s about channeling it productively. The best leaders invite disagreement, knowing it leads to sharper strategy, stronger teams, and better outcomes. If you’re not hearing healthy pushback in your organization, ask yourself: are people truly aligned, or just too afraid to speak? 🤔 💡 The choice is simple: Coddle conformity—or cultivate conflict that drives innovation. Your move. #LeadershipMatters #InnovationThroughDebate #CourageOverComfort #DisagreementsDriveGrowth #NoYesPeople
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Michael Potvin posted thisUnlocking the Mystery of "Knock-Out Questions" in Your Job Application 🚀 Ever wonder why your application didn't make it to the interview stage? One big reason could be the "knock-out questions" in the hiring process. So, what are knock-out questions? They’re quick screening questions designed to eliminate candidates who don’t meet the baseline qualifications for a job. Think of them as gatekeepers between you and your dream role. These questions are part of the Applicant Tracking System (ATS) and are meant to save recruiters time by filtering out unqualified applicants early on. Here's a breakdown of common knock-out questions—and how to answer them smartly: 1. Minimum Qualifications 🧩 These questions assess if you meet the basic requirements, like years of experience or specific skills. Example: “Do you have 5 years of sales experience?” Tip: Make sure your resume and application clearly show that you meet (or exceed) these qualifications. If you're close but not quite there, highlight relevant experience that compensates for any gaps. 2. Location-Based Questions 🌍 These determine if you’re in the right location or have the legal right to work there. Example: “Are you legally authorized to work in the U.S.?” Tip: Be upfront. If relocation or remote work is an option, mention it. If you need sponsorship, briefly explain your value proposition. 3. Legal or Compliance Questions 📜 These questions check if you meet legal requirements for the job, like age or certifications. Example: “Do you hold a valid driver’s license?” Tip: Double-check that your certifications or qualifications are up to date before applying. Why Do Companies Use Knock-Out Questions? 🕵️♂️ They help recruiters quickly filter out candidates who don’t meet critical criteria, saving time for both the company and applicants. How to Knock Them Out: 💥 🔹Read the Job Description: Ensure your application aligns with all the essential qualifications listed. 🔹Tailor Each Application: Customize your resume and cover letter to highlight how you meet (or exceed) the key requirements. 🔹Answer Honestly but Strategically: Be truthful, but if a question leaves room for interpretation, use that opportunity to emphasize your strengths. 🔹Address Gaps: If you don’t meet a specific requirement, explain how your other experiences make up for it in your cover letter. 🔹Network: Sometimes, having a referral can bypass ATS filters. Leverage your connections! Don't let knock-out questions knock you out of the running! Equip yourself with knowledge, tailor your applications, and stay proactive. Got tips on dealing with knock-out questions? Drop them in the comments. Let’s learn and grow together! 🚀 #JobSearchMastery #KnockOutQuestions #JobHuntingHacks #ATSSecrets #GetHired2025
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Michael Potvin posted thisKindness is the True Superpower in Leadership 💥 Let’s be real: there’s nothing soft about leading with kindness. In fact, it’s one of the smartest things you can do as a leader. Picture this—you're the new person at the office 🏢, feeling a little out of place and unsure of your next steps. And then, one of your colleagues takes the time to genuinely ask how you're doing, maybe even offers to grab a coffee ☕ and help you navigate the lay of the land. That one small act can flip your entire first-day experience from nervous to confident in an instant. And that’s the thing about kindness—it doesn’t just feel good; it makes real impact. It’s about seeing people, hearing them, and building a culture where everyone feels valued. 🙌 Here’s why leading with kindness is key: ◾ It builds trust: When you treat people with respect and empathy, you create an environment where trust thrives. And trust? It’s the foundation of any great team. ◾ It fuels creativity: People bring their best ideas to the table when they feel safe. Kindness helps you build that safe space where innovation can flow. ◾ It makes tough conversations easier: Being kind doesn’t mean avoiding hard talks. It means showing up with empathy, which makes resolving issues a lot smoother. ◾ People remember it: Long after a project wraps or a deal is closed, people will remember how you made them feel. And that’s what keeps great talent around. So yeah, it’s not just about being nice—kindness is a serious leadership tool. When you lead with emotional intelligence and compassion, you’re not just a boss—you’re someone people want to follow. 💪 Ready to make kindness your leadership superpower? #LeadWithKindness #EmotionalIntelligence #Leadership #EmpathyWins #KindnessMatters
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Michael Potvin liked thisMichael Potvin liked thisLast week I attended Nexus by Garner, an incredible conference with innovators in the field. It was particularly special to share the time with other MMA colleagues from across the country! Feeling inspired and excited to broaden our horizons for our clients. Wonderful to meet you Mailee Bryan, Andrea Lewis, Tricia Roberts and Daniel Risen! Looking forward to the next one!
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Michael Potvin liked thisMichael Potvin liked thisFor us, it reflects something bigger. We are proud to release the new Colony Display website — a true reflection of who we are and how we serve our customers. Colony has evolved into a fully integrated partner for retailers, brands, and design firms — combining engineering, prototyping, domestic manufacturing, logistics, and installation under one roof. What differentiates us is not just what we manufacture — it is how we execute. From in-house engineering and prototyping to domestic manufacturing and installation solutions, our experienced teams help customers bring retail environments to life. Thank you to our employees, customers, and partners who make this possible every day. Please visit us at www.colonydisplay.com and discover how you can partner with us today! When Partnership Counts, Count on Colony. #RetailDisplays #FixtureManufacturing #StoreDesign #RetailExecution #RetailInnovation
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Michael Potvin liked thisMichael Potvin liked thisI’m excited to share that I’ve completed the AI Applications Mastery program through Coursiv! This was a 2026 commitment to build my AI confidence, and it has changed the way I think about and approach everything! A leader said something in an AI workshop last week that was thought provoking. For me, it created perspective about talent and how AI has already changed everything for everyone. She said, “There is a difference between knowledge and wisdom.” As someone who believes experience matters, but potential and ability deserve equal weight in how we hire, that statement helped me find the words I’d been looking for! Knowledge informs. Wisdom transforms. But wisdom earned means nothing if it isn’t shared. AI won’t replace human wisdom. But in the hands of a curious and reflective leader, it’s a powerful tool! Teams don’t just need tenured leaders and SMEs. They need resourceful coaches who bring their lived experiences into the room and create space for everyone to do the same. As we all grow in our AI knowledge, bring your wisdom with you, share it and make it best practice for everyone around you to do the same! I still have a lot to learn and apply to our work. And honestly, that’s the really exciting part! So far, this Texan has survived a Chicago winter, dove into 60 hours of personal AI training and came out the other side thinking differently about leadership influence and the endless possibilities in how talent partners can make a much bigger impact for our stakeholders. Now, if Chicago spring could catch up to Texas summer… that would be great. ☀️😂 #TexanInTheCity ����🏙️ #AIinPractice #Leadership #AIEra #AlwaysBeLearning
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Michael Potvin liked thisMichael Potvin liked thisThe drop has finally arrived! I wrote a book. It's available on Kindle and hardback. This is something I've wanted to do for years, and plan to have two more behind it over the next several months. The book will be available across 15 different platforms (Amazon, Barnes & Noble, etc). https://a.co/d/00cJotzhThe Revenue Architect: Designing Durable Revenue, Expanding Margin, and Building Enterprise ValueThe Revenue Architect: Designing Durable Revenue, Expanding Margin, and Building Enterprise Value
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Michael Potvin reacted on thisMichael Potvin reacted on thisI’ve been in HR longer than I care to admit, and today I experienced a first that left me genuinely unsettled. We recently implemented a new ATS with an AI tool designed to evaluate candidates. For context: we don’t rely on it. Every resume is reviewed by a real person on our HR team. That tool, intended to make hiring faster and more efficient, flagged the following “concern” about a candidate:“The candidate's <anonymized> is not explicitly stated, but their experience suggests they may be over 50 years old, which may impact their ability to adapt to new technologies and processes.” Let that sink in. As a lawyer, this was mind-blowing, this kind of reasoning runs directly counter to the Age Discrimination in Employment Act. As an HR professional, it was completely unacceptable. As someone over 50, it was infuriating. We immediately contacted our ATS provider to remove the language and implement guardrails to ensure this doesn’t happen again. This is exactly why blind trust in AI is dangerous. AI can be a powerful tool, but it is not a decision-maker. It reflects the biases it’s trained on unless humans actively challenge and correct it. Without oversight, “efficiency” can come at the expense of fairness, compliance, and basic common sense. A lot of people worry AI will replace jobs. My concern is different: AI without accountability will reinforce the very biases we’ve spent decades trying to eliminate. Human judgment isn’t optional, it’s essential. #HR #AI #Hiring #EmploymentLaw #BiasInAI #Leadership
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