Today, the traditional paradigm in which a charismatic executive leads an adoring, less-senior employee where power is often misaligned won’t do, explained executive coaching expert Wendy Mantel of Mantel Coaching Inc. Millennials want close, meaningful relationships with mentors. They also want to feel empowered to be authentic, to create and embody their own career brands.
“Engagement, learning, growth, visibility, relevance and opportunity are watchwords for this generation,” Mantel said in an email. These needs are also important guiding words for learning organizations developing new, or rethinking, established, mentoring approaches.
In an increasingly competitive, cautious and accelerated world, those who are willing to take risks, step out of their comfort zone and into the discomfort of uncertainty will be those who will reap the biggest rewards. When I first left my parents’ small farm at eighteen to move to “the city” [...]
Gallup has found that one of the most important decisions companies make is simply whom they name manager. Yet our analysis suggests that they usually get it wrong. In fact, Gallup finds that companies fail to choose the candidate with the right talent for the job 82% of the time.
Bad managers cost businesses billions of dollars each year, and having too many of them can bring down a company. The only defense against this massive problem is a good offense, because when companies get these decisions wrong, nothing fixes it. Businesses that get it right, however, and hire managers based on talent will thrive and gain a significant competitive advantage.
In the song “The Gambler“Kenny Rogers sings You’ve got to know when to hold ‘em, know when to fold ‘em, know when to walk away, know when to run. You never count your money, when you’re sitting at the table.
How often have you heard somebody — a new CEO, a journalist, a management consultant, a leadership guru, a fellow employee — talk about the urgent need to change the culture? They want to make it world-class. To dispense with all the nonsense and negativity that annoys employees and stops good intentions from growing into progress. To bring about an entirely different approach, starting immediately.
These culture critiques are as common as complaints about the weather — and about as effective. How frequently have you seen high-minded aspirations to “change the culture” actually manage to modify the way that people behave and the way in which they work? And how often have you seen noticeable long-term improvements?
Whether or not it's explicitly said, many things at your office may not be set in stone. Find out what's up for discussion. (More that your salary is up for negotiation. Consider these perks next time you negotiate your job!
I shared this principle with a former manager who misunderstood the principle and couldn't let anything pass without comment. ... Learn how our Integrated Talent Management Solutions can help you face tough challenges.
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