Here's a Fun-Fact from my Career Reinvent Boot Camp programs: 50% of participants would prefer to reinvent their careers (change what they do) without leaving your organization. Unfortunately, most of them end up leaving your firm. Here's why and here are some ideas you can rethink your approach to career development in your organization:
It turns out; it’s not easy to find programs and providers that deliver growth opportunities. There’s a lot of program offering great content and entertaining experiences, but not real growth opportunities. Here are five key questions to ask potential providers before investing:
It's possible for organizations to contract a potentially terminal case of under-performance while pursuing a culture that emphasizes not only collegial interchange, but a sense of what I can only describe as niceness. High performers and high performance cultures thrive on challenge and push, not coddling or sheltering from reality. As a leader, you set the tone.
Our work lives are punctuated by awkward moments thrust upon us at various points in time. Any first day at a new job. Every last day at an old job. The day you learn your boss was fired. You liked this boss. Meeting your new boss at the firm buying your company. The point in [...]
For now and forevermore, vow to be a leader that serves as a source of growth. To do that, employe these seven powerful tools...
(Note: this post originally appeared at the Management Excellence blog copyright 2015 Art Petty) Ask and answer a simple question: “How did the three most powerful people in your firm (without a “C” in their titles) arrive at their current positions?” The answer to this question contains some key lessons for you in your own quest to enhance your career and gain more control of your work. Here are six lessons...
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:
Look back on your own recent string of hires and promotions, and if your batting average is lower than you would like it to be, consider Ms. Dweck’s advice: “look for both talent and a growth mind-set in prospective hires—people with a passion for learning who thrive on challenge and change. And remember to open your eyes and look around you for talent in unexpected places. Your greatest future success stories might be closer than they appear.
There is no silver bullet for creating an effective leadership culture, but there is a straightforward formula: focus, time and discipline. And of course, practice, practice and more practice. How well does your senior team dance when it comes to leadership development?
I had a horrible consultant’s dream the other night, where I found myself shouted down in a planning session when I had the temerity to suggest that the “g” word was suspiciously absent from the prioritized corporate action-list. “Growth is an outcome!” one person shouted. “We need to fix the plumbing and growth will come our way!” shouted another. “Growth is not our issue,” hollered a third person who I had observed arriving just after the financial review showcased what can only be described as reverse growth. “Death to the growth zealot,” shouted a fourth baring his teeth.” I remember looking at the door and mentally calculating whether I would win the footrace to the exit should that be necessary. Fortunately, my alarm clock went off and I breathed easier until I remembered that I was facilitating a discussion about growth in two hours. I immediately broke out in a sweat. Fortunately for me, the group was much less “Lord of the Flies-like” than the team in my dream. I did however maintain an unobstructed view to the door at all times.
