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New Year's Resolutions - Golden Rules of Goal Setting

New Year's Resolutions - Golden Rules of Goal Setting | Career Development | Scoop.it
Jonathan Winter's insight:

This is a great guide to SMART goals. However, sometimes traditional goal-setting doesn't work. If you're not succeeding, try this different approach:

 

Identify the kind of person you want to be, and the kind of daily habits that will get you there. Then pick one small habit you can realistically repeat each day. And if possible share your experience with someone who can help motivate you.

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What is your PKM routine? | Harold Jarche

What is your PKM routine? | Harold Jarche | Career Development | Scoop.it

Via Alessandro Donadio
Jonathan Winter's insight:

Personal Knowledge Management (PKM) is one of the daily habits for today's working professionals to build a great career, according to Harold Jarche and Jane Hart. I'd add: Traditional 'planned' development has a place too.

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Helping Managers Help Employees

Helping Managers Help Employees | Career Development | Scoop.it

Supervisors have plenty of room for improvement in terms of assisting employees in managing their careers, according to a new study.

Jonathan Winter's insight:

In this Towers Watson study, only one in four organisations say their managers are effective at providing career-management support for employees, with just 16 percent reporting their managers conduct career-development discussions outside the performance-management process.

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How to Compassionately Deal with Poor Performance - Inspiring better leaders for a better world

How to Compassionately Deal with Poor Performance - Inspiring better leaders for a better world | Career Development | Scoop.it
By Matt Tenney (2 Posts)Believes that kindness, compassion, generosity, and service are the most powerful secrets to becoming a successful leader. A sales team leader, co-foundeder of two non-profits and a trainer with the Perth Leadership Institute.
Jonathan Winter's insight:

Managers everywhere struggle with 'performance management' and very often this prevents conversations about people's careers. Here is one way to keep focused on future potential while also directly addressing low performance.

 

However I am not sure it will always work. I think it assumes the manager is right. What if the problem is me (the manager) or the way the team and the work are structured? I could still use the 'four pieces of paper' but I would need to do so humbly and creatively.

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Career Creativity

Career Creativity | Career Development | Scoop.it
Jonathan Winter's insight:

Top employers recognise the importance of career development, according to this article in 'HR Executive'. They also know it can no longer just be about promotion up a traditional career ladder. Helping people to map realistic, creative career paths is the key.

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Innovation Excellence | How Performance Recognition Impacts Innovation and Employee Engagement

Innovation Excellence | How Performance Recognition Impacts Innovation and Employee Engagement | Career Development | Scoop.it
What is a big company without a solid set of employees? How would Google, Microsoft, or Amazon function if they were run by one man behind a computer? The answer might be, they would function quite well for awhile—after all, that is how most of the biggest companies are started. But what about once they pick up?

Via Alessandro Donadio
Jonathan Winter's insight:

Employee engagement: The big business impact of a simple 'thank you'

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Developing contextual leaders | Blog | London Business School BSR

Developing contextual leaders | Blog | London Business School BSR | Career Development | Scoop.it
Tammy Erickson suspects many companies’ succession pipelines are actually pipe dreams – filled with people who see their futures evolving in very different ways than along traditional corporate career paths. Erickson explores why.
Jonathan Winter's insight:

Today's 'talent' have different aspirations for leadership, says Tammy Erickson. She believes the solution to securing a talent pipeline is to change leadership culture, including deliberate efforts to encourage diversity. In my view the problem is that's a hard nut to crack. I think we need also to encourage emerging talent to speak up and speak out. And we should find ways to nurture bubbles of next-generation culture and leadership within large organisations, rather than expect the whole organisation to change.

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The New Architecture of Learning | Career Innovation

The New Architecture of Learning | Career Innovation | Career Development | Scoop.it

"Research by CCL showed that around 70% of learning takes place through experiences, 20% through key relationships and only 10% on courses. Recent studies in Asia show ratios of 65:30:5, and for women 55:40:5 but the message is the same."


Via Matthew Farmer
Jonathan Winter's insight:

The '70:20:10' principle puts 'career mobility' questions right at the heart of any strategy for learning & development.

 

Taking an experience-based approach to learning requires organisations to provide (and communicate) suitable experiences, and individuals must also have the skills to navigate between them. I would call that 'Career Agility'.

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2014: Actions over Results

2014: Actions over Results | Career Development | Scoop.it
On the first work day of 2014, there is certainly no shortage of resolution lists floating around the Internet.
Jonathan Winter's insight:

If you're making resolutions, it may be better to think in terms of short-term actions rather than goals or outcomes. Actions form habits, which achieve goals.

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Gandossy – Much of What We Have Been Told About Engagement Has Been Confusing, Misleading or Flat Out Wrong

Gandossy – Much of What We Have Been Told About Engagement Has Been Confusing, Misleading or Flat Out Wrong | Career Development | Scoop.it
Jonathan Winter's insight:

This no-nonsense summary comes from leadership and engagement guru Bob Gandossy, based on years of research and consulting experience. The headline? Believe engagement matters - it does - and work out what it means for you, your team, and your own approach to being a leader.

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