Latest "professional development" Posts
A colleague’s daughter contacted me recently after being passed over twice for a choice promotion. She told me she really wanted to advance in the company, but didn’t seem to have what they were looking for.
“I’m responsible, easy to work with, and really good at my job,” she said to me.
“So what do you think is missing?” I asked … already knowing what she’d say.
She confirmed my suspicions: “I’m just not being perceived as a leader or someone who can effectively manage projects and teams.”
I believe that leadership presence is a combination of character traits and skills that can be learned. People must first identify — and embrace — their areas of strengths and opportunities for growth before embarking on a quest for leadership recognition.
At a recent business conference, I had the good fortune to meet many speakers whom I’d admired for a long time. There was one woman in particular that I was eager to chat with — I’d read two of her books, followed her blog and was fascinated by her career and accomplishments.
A mutual friend made an introduction in between workshops.
Within seconds, we were chatting about our respective client experiences in the healthcare and life sciences industries. Except, within moments I noticed something odd. I wasn’t chatting at all.
I couldn’t get a word in edgewise.
This woman took eye contact to new heights, with a laser focus that made me uncomfortable. I took an involuntary step back. She took a step forward, and leaned in even closer.
An article in Entrepreneur, 7 Deadly Sins of Business Meetings, reminded me of something that happened to a colleague a few years ago — long before webinars became common as effective remote employee communication business tools.
The issues that Mary ran into have not changed. She’d been recently promoted. As part of her new job duties, she facilitated a weekly sales meeting with regional sales staff, all done by conference call.
As the weeks went by, Mary began to notice that people joined the call later and later, and whenever the weekly meeting came up in conversation, it was increasingly obvious that no one was happy with them – and, in fact, considered them a waste of time. She finally pulled two sales managers aside to determine what was happening.
Social media can be a useful tool for managers when hiring, promoting or even assigning new projects.
Your job candidates or high potentials look great on paper, and present well in person, but does their professionalism extend to their online presence? Consider checking out their social media profiles and potential “digital footprint” on other sites as well.
A manager that I met at a woman’s networking event last month told me that she always “Googles” her candidates as part of her hiring process.
She explained, “They may ace my in-person interview, but how else can I truly tell if they are as responsible and mature as they convey in person? Easy, I check them out online!”
She said she specifically scours their Facebook and Twitter pages to see if they have provocative selfies alone or with friends and questionable activities or posts, and whether they’ve ever spoken badly about their current employers.
On-the-job mistakes and bad workplace behaviors can be costly. They could even cost you your job.
Often, it’s the new hires who need the most help navigating corporate politics and office dynamics – but not always. Even seasoned employees can have career-hurting missteps. Here’s a story of the former…
A colleague’s college-senior son – let’s call him James – had a prestigious summer internship at a fairly new marketing agency with an excellent reputation.
Since the company represented the exact type of place and job that he hoped to acquire after graduation, he was pretty excited. It had been implied that if things went well, James would be on a short list for employment the following spring when he graduated.
Unfortunately, things did not go well.