How to Listen Slowly
Here’s great advice for interviewers. For candidates, think about how you will use the silence appropriately if the interviewer is “listening slowly.”
http://www.inc.com/jeff-haden/best-interview-technique-you-never-use.html
A great infographicAccenture-Silicon-Valley of IT careers in Silicon Valley, courtesy of Accenture.
Does your job provide “meaning, fun and a future”? Have you thought about what it would take to have these qualities in your career? Let us know what you think.
Ruth Malloy, global managing director, leadership and talent, Hay Group provides great advice on how people can make intentional career decisions and devise proactive strategies to get there. Are you making intentional career choices and thinking, proactively about your career? Give us some ideas of what you are doing.
http://blogs.hbr.org/2013/09/dont-let-your-career-just-happ/
Aubrey Daniels, in “Back to School Lessons for the Workplace,” explains how back to school lessons for students are equally important in our workplaces. How many of these behaviors are practiced where you work? What if you took the lead to try them?
Over half of U.S.-based employees want to change not only their jobs but their careers. According to this author, companies shouldn’t wait until the exit interview of their key employees to have career conversations. To learn more about how organizations can easily implement a program to do just that, check out Career Collaborators: Building Career Communities.
My company will be hearing (an earful) about why I’m leaving when I have my exit interview next month. Why? Because nobody between me and the executive director (a LOT of people) wants to hear input, ask questions or consider any aspects of employee engagement. It’s sad. Maybe I’ll email the directress this link 😉
Sorry to hear that communication channels in your organization weren’t conducive to dialogue between employees and management, Andrea. Perhaps in your next role you can try to talk, upfront, to your manager about how important feedback is to helping you do the best job possible. If you frame it as seeking ways to continue learning and improving your performance, you might get a head-start on open communication. Good luck.
Employees interested in leadership roles are often coached to hone their management skills. However, job descriptions and competency models for management roles are frequently too vague to help employees who want to know, specifically, how to be successful as a team leader or new manager. In this NY Times interview, Ilene Gordon CEO of Ingredion discusses the importance of having good people skills, drive, energy, tenacity, always having a Plan B, treating people well and being succinct and articulate in communications. Gordon shares stories that are useful for leadership career development in any organization.
Excellent website you have here but I was wondering if you knew
of any message boards that cover the same topics talked about in
this article? I’d really like to be a part of online community where I can get feedback from other experienced individuals that share the same interest. If you have any recommendations, please let me know. Kudos!
Here’s some interesting career advice. Cal Newport, an assistant professor at Georgetown University and author of the book So Good They Can’t Ignore You (Hachette/Grand Central, 2012) spent years decoding patterns of success in the working world. He believes that “follow your passion” advice is dangerous and people would be better off “working right,” which he defines as “mastering a skill that is rare and valuable,” and “cashing in the career capital this skill generates for the right rewards.”
What skill(s) do you have that are both rare and valuable, and what are the right rewards for you?
Contact Career Collaborators for more about career conversations.
How would you like to be recognized when you do a stellar job at work? Does your manager know what you value? If you are a manager, do you know what each of your employees value? If not, can you have a conversation with each person about recognition? If you think it is always $$, this article might change your mind.
http://www.tlnt.com/2013/02/25/valuing-employees-money-is-important-but-recognition-is-the-key/#more-76691
Benefits: personal and professional development as well as mentoring and connections.
Even better: open all networks to all employees and focus upon building peer career communities.
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