It’s Your Career-7 Key Do’s and Don’ts for the Newly Minted MBA

It'sYourCareerIt’s graduation season again in the U.S. and for most newly minted MBA graduates, it’s time for a reality check. Here are some hard-won words of wisdom on how to navigate the steps immediately following your graduation.

All over the U.S., there’s a fresh new crop of MBA candidates preparing to say goodbye to their classmates as they wrap up what will be for many, the final phase of their academic careers. A key question on their minds is, “What’s next?”

For the graduates, there’s an expectation that the degree will reasonably and quickly translate into new opportunities, fresh promotions and improved earning power. While those who graduate from the top-tier schools may find themselves on a fast or at least faster track towards opportunities and increased earnings, many (read: most) MBA graduates face a reality that looks an awful lot like more of the same, albeit, with a bit more free time.

There will be ceremonies and speeches and parties, and rounds of drinks offered up by coworkers at local watering holes.  Bosses will congratulate the new graduates, and then June will melt into July, and in many cases, not much will change for the now former students.

For those who find themselves facing a post-school return to corporate or professional normalcy, without the hoped-for “pop” from the degree, here are some thoughts on coping and capitalizing:

7 Key Do’s and Don’ts for Newly Minted MBAs:

1. Do accept that your boss views you the same on the Monday after graduation as she did last Friday. Nothing has fundamentally changed about you in her mind. Sorry, but there’s no immediate mantle of legitimacy or wisdom bestowed upon you as you shake hands and grab the diploma. You’re a work-in-process, just like the rest of us.

2. Do congratulate yourself for having the intestinal fortitude it takes to complete your degree while working, balancing family responsibilities and all of the other challenges of life. Believe it or not, your current and many future bosses will view your accomplishment not so much as remarkable or rare, but rather as a sign of your tenacity and ability to stay-the-course.

3. Don’t expect a promotion just because of the degree. It happens, but it’s not as common as you might have anticipated. The almost immediate post-MBA promotions are most often an outcome of a development program already in-place coupled with the recognition that the timing is right to task you with more. Every boss knows that the new MBA will toy with the idea of moving to greener ($) pastures, however, if you weren’t on the high-potential or fast-tack list prior to the degree, the sheepskin won’t make much of a difference in the current environment. Translation, you’ll have to navigate your own way up or out.

4. Do use the milestone as an opportunity to work with your boss and refresh your professional development plan.  It’s a great time to sit down with your boss and update or create a professional development plan. There’s every reason for you to assert that you can and want to do more for the firm, and every civilized boss will recognize the need to start feeding this fresh appetite or risk losing you.

5. Don’t even remotely hint that unless you are promoted you are gone. It’s time to show what you can do, not show that after 3 years and $150,000, you’ve grown arrogant.

6. Do accept that the completion of your MBA is the beginning of your next apprenticeship as a leader and a professional. Grad school doesn’t teach you how to lead, nor does it turn you into a great strategist, a future CEO or a management innovator.  You’ve apprenticed on the tools…mostly the science of management (hey, no jokes about the dismal science, please!), and you’ve got a license to begin applying them.  The real work of learning to lead and learning how to create value for your stakeholders has just begun.

7. Do recognize that your primary task is how to make yourself more valuable to everyone around you. Now that you are no longer distracted by school, it’s time to answer, “What have you done for us lately?” Accomplishments are the currency of the realm, not degrees!

The Bottom-Line for Now:

Congratulations! I’ll buy the first round and then tomorrow, we’ve got to figure out how to thump competitors and survive and thrive in this incredibly complex and fast-moving world. Sure hope you paid attention. Now show me what you’ve learned!

More Professional Development Reads from Art Petty:book cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

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For more ideas on professional development-one sound bite at a time, check out Art’s latest book: Leadership Caffeine-Ideas to Energize Your Professional Development.

New to leading or responsible for first time leader’s on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting out in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

 

7 Simple Ideas to Build Professional Muscle this Year

Professional development like physical fitness and weight loss is oft discussed, frequently initiated and rarely completed. Make this year different.

Here are 7 ideas that like push-ups, build core strength, can be practiced anywhere, and are absolutely free:

1. Listen more and talk less. This under-used sense is your best friend as a professional. Properly honed, your active listening conveys respect and helps you gain value from every interaction.

2. Ask more questions. If you must talk, instead of opining, show that you are curious and ask questions. And then listen.

3. Resist the rush to provide answers to “What do you want me to do?” questions from your team members. . Learn to respond with “What do you think you/we should do?” Few questions are better instructors than this one.

4. Learn to graciously accept constructive feedback. Most of our time in leadership programs and books is spent on learning to give feedback. In my opinion, the true learning starts with you focusing on extracting your own developmental nuggets from every feedback opportunity.

5. Change your meeting habits. Kill excessive status meetings and end the “death by around the table” updates and you and your team members will be the beneficiaries of considerable found time.

6. Read more. With all of your new found time from successfully exorcising wasteful meetings in your life (#5), invest at least 15 minutes every single day in reading something that prompts ideas, challenges you to think and exposes you to others who have overcome great obstacles.

7. Interact more. Repair old relationships and build new ones.  Knock the rust off of dormant relationships, strive to repair broken and burnt bridges and reach out across your organization, industry and vocation to engage with and learn from more as many people as possible.

The Bottom-Line for Now:

Start building muscle strength and memory with these portable professional exercises, and you’ll feel and see the difference in no time at all.

Other Relevant Posts:

The Power of Paying Attention

4 Reasons Why Questions are a Leader’s Best Friend

4 Big Reasons to Kill Your Weekly Status Meeting

More Professional Development Reads from Art Petty:

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out Art’s latest book: Leadership Caffeine-Ideas to Energize Your Professional Development

Download a free excerpt of Leadership Caffeine (the book) at Art’s facebook page.

New to leading or responsible for first time leader’s on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting our in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Need help with Feedback? Art’s new online program: Learning to Master Feedback

 Note: for volume orders of one or both books, drop Art a note for pricing information.

 

 


Management Excellence Holiday Reading List-Part 1

image of books and a cup of coffeeIn case you’re looking for gift suggestions for the professional in your life or, you’re thinking of spending some holiday time working on your own professional development, I’m offering a few thoughts in a series of posts this week. In this first part, I stick close to the leadership and management world. Part 2 will offer suggestions from the world of biography.

And remember, if you’re not reading, you aren’t advancing!

Enjoy and feel free to share your favorites via a comment.

For the Aspiring Senior Executive:

The Next Level, by Scott Eblin.

Scott Eblin offers up perhaps the best book I’ve yet come across on successfully advancing into senior management and leadership roles. The book helps the reader understand what behaviors are critical for success at this new level and what mid-level management behaviors to leave behind. Buy the book…and don’t forget to check out the Leadership Caffeine podcast with Scott.

For the Sales Leader in Your Life:

The Challenger Sale-Taking Control of the Customer Conversation, by Matthew Dixon and Brent Adamson.

For anyone involved in leading sales teams or interested in growing as a sales professional, this research-based book offers some important ideas on how buyer behaviors have changed in the post-crash world and how effective salespeople are adapting to these new approaches. Whether you are a sales manager or an aspiring sales professional involved in complex sales, understanding what it means to “Teach, Tailor and Take Control” is priceless!

For the Management Thinker:

Beyond Performance-How Great Organizations Build Ultimate Competitive Advantage, by Scott Keller and Colin Price.

Backed by one of the most exhaustive research-studies to date, Keller and Price suggest a causal relationship (not just correlation) to their version of “Organizational Health” and financial performance. This is by far one of the most substantive studies and books, and Keller and Price do a great job not only summarizing the findings, but offering ideas for managers striving to build competitive advantage. Another bookshelf keeper!

For the Strategist:

Good Strategy/Bad Strategy-The Difference and Why it Matters, by George Rumelt.

Far and away the best book I’ve consumed on strategy, Rumelt’s experience-based perspective on the difference between good and bad strategy and his practical advice on how to move towards simplicity in pursuit of the strategy kernel, is one to own in hardback and to carry with you on the e-reader.

Escape Velocity by Geoffrey Moore.

While I offer high praise for Rumelt’s book above, Geoffrey Moore is the one strategy guru who truly makes me think about how to create value and position to win. In Escape Velocity, Moore tackles the topic faced by nearly every organization: how to escape the gravitational pull of the past in pursuit of creating new value. His “framework of frameworks” here in Escape Velocity is safely housed on my bookshelf and carried with on my e-reader. Powerful and immediately applicable! Here’s a link to the Leadership Caffeine podcast with Geoffrey.

Leadership Lessons from some of the Brightest Leadership Bloggers:

The Great Leadership Development and Succession Planning Kit-Part 1, by Dan McCarthy.

Dan is the author and proprietor at the blog, Great Leadership, and this “best of” collection offers up great ideas and great advice in Dan’s easy-flowing style.

The Character Based Leader-Instigating a Leadership Revolution One Person at a Time, by members of the Lead Change Group.

I know a good number of these great professionals, and this is most definitely an outstanding collection of fresh content from some of the most inspirational and practical leadership teachers of our day.

For the Global Professional:

The Cultural Intelligence Difference, by David Livermore, Ph.D.

Developing cultural awareness and cultivating the skills to adapt to and succeed in different cultural settings are critical capabilities for today’s global leader. Livermore offers up some immediately usable guidance on strengthening your Cultural Intelligence.

More Professional Development Reads from Art Petty:

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check out Art’s latest book: Leadership Caffeine-Ideas to Energize Your Professional Development

Download a free excerpt of Leadership Caffeine (the book) at Art’s facebook page.

New to leading or responsible for first time leader’s on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting our in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Need help with Feedback? Art’s new online program: Learning to Master Feedback

 Note: for volume orders of one or both books, drop Art a note for pricing information.

 

 

 

 

At Least 11 More Ideas to Help You Run Effective Meetings

Image of three business professionals dozing in their chairsHaving fulfilled my lifetime quota of attendance at poorly run meetings, I’ve developed a bit of a crusade mentality to guide others on how to run these sessions effectively. This is a follow-on to a recent piece in my New Leader Tuesday series, entitled: 15 Ideas to Help You Tame the Meeting Beast.

Here are my latest top 11 ideas for taming the meeting beast and actually getting something out of these infernal sessions. Readers, if you have some more ideas, tack on your contributions here and we’ll all be a bit wiser.

At Least 11 Ideas to Help You Run Effective Meetings:

1. The most important rule: don’t call a meeting unless you absolutely have no other choice.

2. See number 1 and exhaust all opportunities to wrestle your issues one on one in lieu of calling a meeting.

3. See number 2 and recognize that it’s unlikely that your meeting will lead to a decision or a conclusion. Work those issues through in one-on-one sessions before the meeting.

4. Measure twice, cut once. A meeting’s effectiveness is a direct function of the background preparation of the participants. That’s on you as the meeting organizer. Pre-publish the agenda, describe the issues and identify specifically what you want to talk about during the actual meeting.

5. Learn and use guided discussion techniques such as Six Thinking Hats by Edward De Bono to minimize the discussion churn that dominates most sessions.

6. Teach your meeting participants to focus on interests, not positions. We argue over positions, we build towards interests.

7. When teams get stuck on a topic, use the re-framing technique to stimulate ideas and discussion. If something is framed negatively, try on a neutral or positive frame and see where the discussion takes you.

8. Ask someone to capture key discussion points in a visual format. I still love flipcharts. Whiteboards work as well. If your room doesn’t have a flip-chart or a whiteboard, don’t hold the meeting there until it does.

9. Five out of every five people will be willing to talk and show you how smart they are. It’s good to work around smart people, just ensure that you drive discussions to capture points and actions. Otherwise, all you are doing is allowing people to contributie to global warming.

10. Not every meeting has to beget another meeting. I checked the rulebook…there’s no requirement that demands this happen. Use the meeting output and encourage people to return to items 1 and 2 above.

11. Rulebook part 2. There’s no rule on requiring a meeting to run its allotted time. Completing a 60 minute meeting in 40 minutes is like winning the psychic lottery. Found time is always good.

The Bottom-Line for Now:

You’ll rarely see or hear the words: “good” and “meeting” next to each other in the same sentence. They are by law, oxymoronic. However, if you must corral your fellow humans in a stuffy room with bad chairs to socialize something, make it purposeful, useful, efficient and effective. There’s a special place in our hearts for those who pull it off. And well, there’s a special place somewhere else for the rest of you who don’t.

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check our Art’s latest book: Leadership Caffeine-Ideas to Energize Your Professional Development

Download a free excerpt of Leadership Caffeine (the book) at Art’s facebook page.

New to leading or responsible for first time leader’s on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting our in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Need help with Feedback? Art’s new online program: Learning to Master Feedback

 

 

New Leader Tuesday-Know the Power of a Well-Placed “Thank You”

Image of a sign that reads: Under New Management

New Leader Tuesday at Management Excellence

The New Leader’s Series here at Management Excellence, is dedicated to the proposition that one of the most valuable things we can do is support the development of the next generation of leaders on our teams and in our organizations.

I don’t hear the phrase “Thank You” used in the workplace nearly enough.

It’s two simple words wrapped in one heartfelt comment of appreciation that offers up a whole heaping helping of genuine respect. All of this from one of the first phrases that Mom ever taught us.

While those in roles of authority have a reasonable expectation that their requests will be carried out, there’s nothing I can find in the rulebook for leaders (perhaps we should we create this book!), that suggests liberal use of the phrase “thank you” is a problem.

The most creative and successful leaders I know dispense “Thank You’s” liberally and with gusto. They thank people for their hard work, their creativity and for their service and support. They thank them for pointing out problems and offering solutions and they thank them for providing feedback on how the leader can do his or her job better.

Sometimes the most powerful version of “thank you” is not the verbal kind. It’s the hand-written note acknowledging something good about the employee’s performance. Or perhaps it’s the note from one supervisor to yours offering praise for your involvement with the cross-functional topic.

In some cases, it’s a token of appreciation. From the gift card for a weekend get-away to the theater tickets or something that says “thanks” not only to the individual, but the individual’s significant other, a thoughtful and appropriate gesture (within company guidelines) is nice frosting on a heart-felt thank you.

The Bottom-Line for Now:

Motivation is intrinsic, and most of us are inspired by knowing that our efforts are both noticed and appreciated. Saying “thank you” is one of the simplest forms of showing respect and one of the most powerful forms of letting your team members know that you are watching and that you genuinely care. Starting today, try it on for size a few times. It gets easier to say with practice!

Don’t miss the next Leadership Caffeine-Newsletter! Register herebook cover: shows title Leadership Caffeine-Ideas to Energize Your Professional Development by Art Petty. Includes image of a coffee cup.

For more ideas on professional development-one sound bite at a time, check our Art’s latest book: Leadership Caffeine-Ideas to Energize Your Professional Development

Download a free excerpt of Leadership Caffeine (the book) at Art’s facebook page.

New to leading or responsible for first time leader’s on your team? Subscribe to Art’s New Leader’s e-News.

An ideal book for anyone starting our in leadership: Practical Lessons in Leadership by Art Petty and Rich Petro.

Need help with Feedback? Art’s new online program: Learning to Master Feedback