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Category: Career Development
The Gravitational Pull of Weaknesses
In many organizations, the bulk of a leader’s performance management efforts focus on improvement opportunities (aka ‘weaknesses’.) And this parallels the tendencies that many of us have to place considerably greater emphasis on our weaknesses rather than our strengths. In response, some people advocate for focusing exclusively on talents and superpowers – to balance out…
What Does a Career Look like in Today’s World?
You remember the Hans Christian Andersen tale about the vain emperor who is duped into wearing “specially woven” clothes that are actually nonexistent? While he parades around, his subjects remain silent, not daring to address the situation for fear of seeming stupid or less sophisticated than others — until a child says what’s on everyone…
Career Success 2.0: An Evolving Definition
Many workers are beginning to recognize the need to redefine career success in new ways. With fewer promises of progression by way of promotion and with today’s fluid, highly responsive organizational structures, we can no longer evaluate career success against the broadly accepted criteria from the past: movement ever forward toward that higher position. So,…
Develop in Place
As COVID-19 cases rise and organizations consider how to respond with strategies that prioritize employee health and well-being, we may find ourselves facing new conditions and restrictions. As a result, it seems like the perfect time to open my video vault and share a timely resource for leaders and employees alike. Here’s a short video…
The Culture-Career Development Connection
This post is adapted from “Help Them Grow or Watch Them Go: Career Conversations Organizations Need and Employees Want.” When it comes to career development, what individual managers do matters. A lot. Their intentions, relationships, and interactions contribute to a tone within the organization. And they can change the lives of those who work for…
Development Plan or Development Planning? There is a Difference
If your organization is like most, you’re likely seeing less attention paid to development planning. It’s understandable. Leaders face time challenges like never before. Teams are increasingly distributed across geographies, making connections complex. The general sentiment that employees should own their own development frequently leads managers to a sensibility that’s too hands-off. And self-service/on-demand learning…
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Download preview chapters of Help Them Grow or Watch Them Go, access the expanded Organizational Culture Assessment, and get actionable insights and resources on career development, leadership and more from my occasional newsletter and blogs.