Tag Archives: career development

Career Development: A 5-Year Retrospective

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

Five years have passed since I wrote Help Them Grow or Watch Them Go: Career Conversations Employees Want with Beverly Kaye. It’s been a transformative time for me both personally and professionally as I’ve had the opportunity to travel the world, talking with business leaders from all walks of life about their commitment to the development of their people. From China to Lithuania, from Brazil to Russia, from Muscatine to Washington DC, I’ve connected with thousands of managers who are working tirelessly to support the growth of their people—and those who want to learn to do it better. And I’ve …

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

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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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Battling the Bulge: Handling the Expectations of Too Many Employees for Too Few Promotions

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Many organizations today are fighting the battle of the bulge. No, it has nothing to do with wellness programs, insurance premiums or weight loss competitions. But it is a huge health hazard for business. Over the past decade, many companies and institutions have suffered downsizing, right sizing, outsourcing, rationalizing and a whole lot of other ‘zings’ that have dramatically changed the organizational landscape. Structures are meaner and leaner. Baby boomers are waiting longer to retire. The old corporate ladder has toppled. Yet many organizations have continued to hire and set expectations with employees that, if they perform well, they’ll enjoy …

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Career Development: The Swiss Army Knife of Leadership

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

Given today’s hyper-competitive business landscape, career development is quickly being re-branded. Rather than the ‘nice-to-do’ activity of the past, it’s now getting the respect and attention it deserves as the mission-critical business priority that it is. Of all the tools available to leaders, career development just might be the most flexible, effective and far-reaching—with the ability to positively influence the individual and the organization. In fact, it’s so agile and multi-purposed that career development really is the Swiss Army knife that every leader should have and use. While the Swiss Army knife opens bottles, cuts seat belts, and strips wire, …

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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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How Local Attention Can Solve The Global Retention Problem

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

I am willing to make a prediction. One of the items generating the lowest satisfaction scores on your company’s employee engagement survey is something like ‘greater opportunities for advancement.’  How many surveys and how much lost talent will it take for leaders to recognize the seriousness of this situation? Think about the time and resources dedicated to other dimensions of the business—processes, finances, operations, etc.—none of which are possible without people.  And yet every day, we let skilled, capable workers walk out the door, taking their knowledge and talents to the competition.  If equipment disappeared at this rate, there would …

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

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

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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Posted in Career Matters
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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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Redefine Results by Redefining Career Development

| Julie Giulioni | 6 Comments Share on Twitter  Share on LinkedIn  Share on Facebook  Share with Email

Given repeated rounds of downsizing, reorganizing, right sizing, and all of the other ‘zings’ that have befallen organizations, it’s easy to scan the landscape and come to the conclusion that career development options have shrunk… that they are few and far between for most employees.  After all: Delayering has left already lean organizations with fewer stops along the food chain. Organizations continue to pursue outsourcing in the eternal quest for cost reduction. Baby boomers are not only having the audacity to live longer… but they’re also working longer and occupying chairs that in the past would have be vacated for …

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OCD: The Unexpected Trait That Employees Want (And Organizations Need ) Most In A Leader

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

While obsessive-compulsive disorder may come in handy in some business settings, the ‘OCD’ that employees want most from their leaders is something very different. It’s an obsession with career development. According to a recent study by Lee Hecht Harrison, 91% of employees polled report that career development is among their top priorities. Being able to learn, grow, and expand their capacity is of vital importance to most individuals.  It’s also of vital importance to organizations interested in staying ahead of the customer demand curve, continuously improving products and services, and delivering shareholder value. Yet only a small percentage of employees are actually …

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