agent of arcadia

Posts Tagged ‘professional development’

So you want to become a leader: here’s how

In Development, Leadership, Performance Management, Personal Branding, Philosophy, Strategy, Team on February 23, 2017 at 1:46 am

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In today’s competitive environment, standing out can actually be the thing that gives you an edge. For instance, if you’re positioning yourself for a leadership role or promotion, It’s important to develop a strategy to consistently demonstrate your personal leadership traits.

To illustrate this point, let’s take a peek into Tim’s profile. Tim is an inspired, hardworking and conscientious high performer. Tim is great at stakeholder meetings and client-facing events. He is also an empathetic listener and hands on team player.

You could say Tim has high potential to be a leader: he’s a HiPo, that is, he has been identified as having the potential, ability, and aspiration for succession to leadership positions within the organization. However, Tim has no management experience, having never officially led a team before. Apart from his own self-confidence and what some of his peers and his manager know, Tim has no concrete data to make a strong case. What’s more, Tim works in a dynamic firm with dozens of others who could possibly be vying for the same role.

So how can Tim progress his career? Tim could start preparing for his performance review conversations by gathering data. You see, future leaders are made long before they are earmarked for success. It comes from your own desire to excel. So what steps do you take to ensure you outshine those vying for that one coveted position?

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Developing talent for the new organization

In culture, Development, Inspire, Leadership, Learning, Organizational Development, Performance Management, Philosophy, Strategy, Training on September 6, 2016 at 2:52 am

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Deloitte’s Human Capital Trends 2016 identified that:

“The ‘new organization’, as we call it, is built around highly empowered teams, driven by a new model of management, and led by a breed of younger, more globally diverse leaders. To lead this shift toward the new organization, CEOs and HR leaders are focused on understanding and creating a shared culture, designing a work environment that engages people, and constructing a new model of leadership and career development. In competition for skilled people, organizations are vying for top talent in a highly transparent job market and becoming laser-focused on their external employment brand.”

External employment brand is about the people feeding the culture internally. It is about a job being more than just a job. It is about a culture where every person passionately gives the best that they can to a cause they believe in the organization.

This is priceless.

There can be no separation between corporate culture and brand. An organization can have the best marketing and corporate communications aligned with a best practice business strategy to market its brand, but if its people do not believe the brand and what it stands for, they will not live it. And if they do not live it. You will hear it in their voice, see it in their actions, and feel it in their work.

This means that human resources (HR) and learning and development (L&D) professionals lend a powerful voice to the paradigm shift from the old organization to the new organization. And senior leaders need to listen to them. Because the competition for skilled people is high and organizations need to focus on developing their talent so they stand a chance of survival in the new world.

But how to do this?

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How to keep our superheroes from flying out the door

In Development, Effectiveness, Leadership, Performance Management, Philosophy on December 7, 2014 at 10:10 pm

Did anyone see that happen? How is it that we’re here again? Another year over. Almost.

As we stand at the precipice of yet the end of another year, it’s about this time that we each get our mental notepads out, reassess the year that’s gone, and start to make tracks for resolutions for the new year approaching.

And not just us. Businesses do the same as they start to pump up the gears to meet deadlines before the big office close for Christmas. In the same vein, business leaders start to consider strategies for the year ahead.

So as we start to do all this, we also need to think about how we can prevent our high performers who may also be considering their next move in the coming new year. You know, the superheroes who, according to a recent article published by Harvard Business Review, can deliver 400 percent more productivity than the average performer. Surely we didn’t think they were simply going to sit around and wait for a Christmas miracle?

In all the planning, what are we doing to keep our superheroes from flying out the door?

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Crafting your personal brand

In Branding, Communication, Creative, Development, Inspire, Leadership, Personal Branding, Philosophy on September 15, 2014 at 1:33 am

A friend recently asked me to help him craft his personal brand. He recognized that I’d written on the topic before and had some knowledge in building one. He spoke about wanting to align it to sharpening an existing curriculum vitae.

So I told him that before we could get to work, that he had to consider his personal brand from a few angles. What exactly did he want (or need) to tell his audience?

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