Do Career Assessments Help?
Clients yearn for a fast, direct path to their next career. They hope that career assessments will be their one-step, one-stop solution. Having worked with a large range of assessments over the years, I sure wish assessments were that magic pill.
The best assessments I’ve seen are useful in identifying work strengths and weaknesses. In my experience, depending on a career assessment for relia...Read more
Should I Work For Myself?
Entrepreneurship can provide levels of freedom, opportunity and financial reward that companies typically don’t offer. Starting your own business also takes high levels of energy, accountability, responsibility, drive, commitment, determination, patience, courage and resilience. The good news is that more of us than ever before are choosing to start our own businesses, and there’s lots of supp...Read more
Love The Work, Hate The Pay?
Sometimes we enjoy our work but it’s not paying the bills. This leads to frustration and the desire to quit doing that work. Quitting your job is a reactive response. Doing this provides short-term relief but won’t solve the deeper problem. The underlying solution generally doesn't lie with those around you, as much as that may seem like what's going on is others' fault. While it's easy to bla...Read more
Question: How do I make my annual job evaluation meaningful?
Decide what your longterm career goal is within the organization. Redesigning the process may or may not serve you, depending on that goal. If your goal is to advance in the organization and/or make more money, talk with your supervisor and find out what they and the company most need that's not being fulfilled. Then create a plan with them that rewards you in the way you want for solving their pr...Read more
Question: Long-term career coaching with a specific goal
Mentors are free, and talk with you when/if it's convenient for them. They're not trained and mentor from the kindness of their heart. A good career coach is in your corner, is neutral and will help you progress faster and smarter than you would on your own. Take any two people with the same goal, the one with a good coach will go farther.
The right coach will help you advance both the skills y...Read more
Question: How can we get our suppliers to collaborate better?
Start with #1. That will help you observe how each thinks. As you discover their respective strengths, move into #2. The point is to come from strength, redundancy isn't the point.
It's not about pitting them against each other, it's about getting the best service you can get, which will make your product/service competitive.
Contact me if you'd like to talk more. Read more
Question: How do I make the vision concrete in the mind of collaborators?
You may be over-relying on visuals to communicate. Facilitation involves interactive communication, so that by the time the meeting is over, information is not only understood, it's bought into by those involved and even improved on.
My experience is that IT'ers tend to be very literal. Concepts and nuances can get lost in translation.
Contact me if you'd like to talk.
Question: Communicating a bad merger decision to senior management
Before you communicate anything to anyone, you need to determine what you want out of the deal. It's possible that they might shoot the messenger, namely you. "I told you so" doesn't serve your career. Think strategically. Take care of yourself. These situations, particularly late stage, can be political.
Contact me if you want to talk.
Question: Difficulties in finding suitable mentors for emerging women leaders
I suggest choosing external female coaches vs. internal mentors, male or female. Mentors, in my experience, have agendas and too much at stake to be neutral. Also, mentors, because they're not paid, mentor when and if it suits them.
For the level of proactivity that's needed in your organization, look outside your organization. It sounds like what's being modeled within isn't aggressive enough...Read more
Question: What is the best way to communicate with a person who pushes boundaries?
1. Put yourself in a neutral place, free yourself of judgments.
2. Have a conversation with this person where you're asking lots of open-ended questions around how they perceive their job and how they manage information. Your job is to discover what makes them tick.
3. Move into observation.
4. Take proactive steps, based on what you learn from your conversation with them.
If you'd ...Read more