Category Archives: Career Matters

Creativity: It’s What’s Missing from Career Development

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

A significant investment is made each year on studies, training, portals and programs related to career development; yet, the return on this investment continues to disappoint organizations, leaders and employees alike. And it’s unfortunate, because what’s needed doesn’t cost even a dollar. What’s needed to ensure healthy, sustainable career development is creativity. “Creativity” and “career development” rarely come up in the same sentence. In fact, many organizations have inadvertently wrung a lot of creativity out of career development through the creation of complicated systems, processes, step-wise tools and forms. Yet what they’re discovering is, the more sophisticated the individual development …

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3 Career-Planning Insights I Learned by Walking Across Spain

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Guest Post by Victor Prince I am delighted and honored to host a guest blog post by Victor Prince on the same day that his latest book, The Camino Way, launches. Victor—who travels the world speaking and consulting—brings his wealth of leadership development experience and insights to readers as he outlines seven leadership lessons learned during his 500-mile trek across Spain—timely lessons that apply to leaders with less picturesque but equally important journeys. Victor’s post provides a preview of the richness and depth you can expect from The Camino Way.  Enjoy! A few years ago, I walked across Spain along …

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Career Development Begins with CARE

| Julie Giulioni | 2 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Career development is among the most personal and intimate ways leaders interact with employees in the workplace. These conversations are the nexus of hopes, dreams, perceptions, and business realities. They are also a key driver of important outcomes like engagement, discretionary effort, innovation, quality, productivity and retention. Leaders who excel at career development know that navigating these conversations effectively requires CARE. But CARE involves more than mere concern and or even active attention to others. Genuine development today is characterized by an evolving set of expectations and requirements.  Leaders who CARE find ways to make sure that their efforts and …

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When the Growing Gets Tough

| Julie Giulioni | 4 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Think about the learning that contributed most powerfully to your development and who you are today. Consider the experiences that built the expertise you use and value most every day. Reflect on what you’re most proud of mastering during the course of your career or life. This memorable learning that has made a significant difference to you (and to the organizations you’ve served) likely didn’t come easily. The kind of learning that sticks with people, helping them achieve lifelong results, generally: Challenges them to change how they think, act, or perform in new ways. Takes significant energy and attention. Involves …

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Want to Institutionalize Career Development? Look for (or Cultivate) these Cultural Markers

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Global field research over the past decade consistently leads to the same conclusion: The simple human act of helping people grow has become very complicated. Processes overshadow people. Deadlines trump genuine development. And a checklist mentality competes with creating authentic connections. But interviews with and input from thousands of leaders worldwide offer a different view of what’s needed to support genuine and sustainable career development. When asked specifically what helped them develop most powerfully, 8500+ leaders offered these observations. At its core, career development is all about conversation, commitment, opportunities, and culture. And organizations that understand this enjoy a range …

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Which Comes First?

| Julie Giulioni | Leave a comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

In preparation for an upcoming executive education session, I conducted a quick pulse survey earlier this month. I wanted to understand whether the leaders attending my training believe that there is a difference in the importance of career development to their employees based upon their current level of performance. And they do. A Picture of Perceptions The leaders polled perceive that career development is a pressing priority for their top performers. Nearly 75% indicate that it’s ‘very important’ to these exceptional employees and more than 20% rate it ‘somewhat important.’ They experience a high level of interest, attention, and motivation …

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Why mentorship is the gift that keeps on giving

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The human capital development strategy of mentorship is getting a lot of attention these days. From books to boardrooms, everyone is trying to crack the code and tap its potential and power. Mentors have the ability to accelerate the growth of others through their generous sharing of their perspectives, time, insights, coaching and experience. Is this a selfless act of service? Not even remotely. Savvy mentors stand to gain as much from the experience as do the proteges they guide and frequently a lot more. Are you on the fence about becoming a mentor? Consider these six ways you can …

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How Do Your Employees Define Success?

| Julie Giulioni | 1 Comment Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

When employees succeed in their careers, so do their teams, departments, functions and organizations.  As a result, businesses work diligently to develop systems and processes to promote career development; leaders grapple with how to help people reach their goals given structures that are flatter and leaner than ever before. Too frequently though, these efforts are based upon assumptions that may not be accurate for all employees. They center on promotions and pay increases….which, in today’s business climate can be in short supply. But, the good news is that these factors may not play as prominent a role in an employee’s …

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The Pernicious 4Ps that Undermine Career Development Satisfaction

| Julie Giulioni | 5 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Career development consistently appears at the bottom of most organizations’ climate and engagement surveys. Employees routinely express their displeasure with the options, possibilities, and moves available to them… as well as the organization’s overall commitment to their growth. And managers are no happier. They lament the time they must find – generally deep into their nights and weekends – to support the development of those who report to them. If you find yourself in either camp, it’s likely that a large source of the problem – and your unhappiness with career development – traces back to one of the pernicious …

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What If? – Reasons Managers Don’t Have “Stay Interviews”

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Guest Post By Sharon Jordan-Evans and Beverly Kaye I’m delighted to host this guest post from my co-author, Beverly Kaye, as she and Sharon Jordan-Evans launch their latest book, Hello Stay Interview, Goodbye Talent Loss. With retention of key talent a challenge for most organizations, this book is literally the ‘manager’s playbook’ on how to keep employees engaged… and how to keep them period!  What prevents you from asking your talented people what will keep them engaged and on your team?  Are you afraid you will be unable to deliver on their requests?  Try using these four steps the next …

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Posted in Career Matters, Leadership Matters