Fear and uncertainty… These two elements drive an individual to remain in a less than satisfying, sometimes degrading, and typically resented employment situation. While here in the United States no one can be truly forced to work, many face artificial employment restraints holding them to a position or a company.
An individual’s manager should seek to provide ongoing performance feedback. This, however, is not always the case. Even high performing managers may, at times, be challenged by time constraints or have so many direct reports that it is not possible to provide each individual the amount of feedback desire. Additionally, the StrategyDriven Professional recognizes that performance is best evaluated by several different individuals, each possessing unique perspectives and having demonstrated competency in the areas to be assessed. Consequently, the professional needs others to provide feedback to cover management’s gaps and provide multiple perspectives.
https://www.strategydriven.com/wp-content/uploads/PeerCoaches.jpg300467Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2015-11-03 06:00:432019-11-02 19:36:36Professional Development Best Practice 6 – Peer Coaches
According to research – including studies by the London Business School1 and the Franklin Covey Institute2 – the majority of business professionals use their time inefficiently. Sure, they stay busy by answering email, replying to requests, and taking care of other mundane tasks. But as it turns out, being busy doesn’t necessarily equate to being […]
Organizations are not always what they seem or communicate. That is not to say individuals within the organization are not professional, polite, or enjoyable to work with. Rather, policies governing development, compensation, rewards, and advancement are subject to the overriding biases of the organization’s culture. Consequently, most organizations will outwardly espouse a performance-based recognition and rewards program yet many take obvious action of rewarding individuals on some other basis.
https://www.strategydriven.com/wp-content/uploads/CritOrgAssess.jpg300400Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2015-10-27 06:00:352019-11-02 19:26:10Professional Development Best Practice 5 – Critical Organizational Assessments
What is the importance of attitude? Every person, you included, wants to achieve more, earn more, find happiness, be successful, and be fulfilled. At the root of all these elements is attitude. Positive attitude. Your positive attitude. Every person, you included, instinctively knows that. Yet most people, you included, don’t really possess a positive attitude. […]
https://www.strategydriven.com/wp-content/uploads/JeffreyGitomer.jpg218156StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2015-10-26 09:39:022016-08-07 22:03:54Thought dedication. You decide what to think, and how to react.
StrategyDriven Professionals are exceptional assets to any organization. These individuals are highly motivated and dedicated to achieving their goals. As such, they pursue a path of continuous growth and improvement; obtaining experiences, knowledge, and skills that, while others may have, few will possess in equal abundance or combination. Thus, these professionals are also commodities.
https://www.strategydriven.com/wp-content/uploads/Commodity.jpg282425Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2015-10-20 06:00:412019-11-02 19:17:53Professional Development Best Practice 4 – Avoid Commoditization
The StrategyDriven Professional recognizes that a critical combination of knowledge, skill, and experience is needed to ascend into positions of increasing authority and responsibility. Acquiring the prerequisite experiences, however, can be extremely difficult. While many organizations’ succession plan deliberately guides candidates to positions providing the needed experiences sought, these programs are often limited to senior executives and managers. Consequently, individuals with high potential residing lower within the organization or those not having been favored by inclusion within the program may find themselves lacking the immediately apparent means of acquiring the experiences needed to achieve their career goals. Thus, it is important for these individuals to find alternative ways of gaining the critical experiences necessary to achieve their goals.
https://www.strategydriven.com/wp-content/uploads/AcquiringExperience.jpg288416Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2015-10-13 06:00:202019-11-02 19:10:15Professional Development Best Practice 3 – Acquiring Experience Beyond that of Your Position
Change is coming. Got fear or joy? Got worry or positive anticipation? Putting your head in the sand, or headed to the beach to relax and plan? When you feel or fear that some form of change is coming, you have to define it in your mind as opportunity. Clear your head for “what will […]
https://www.strategydriven.com/wp-content/uploads/JeffreyGitomer.jpg218156StrategyDrivenhttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngStrategyDriven2015-10-12 06:00:322016-08-07 22:14:53It’s been a long time coming – A new way to change change!
The StrategyDriven Professional never takes anything for granted. He or she seeks to represent excellence in all areas of performance. To achieve this lofty goal requires ongoing, critical introspection; a constant identification of performance improvement opportunities and the actions to be taken to close those gaps once identified.
https://www.strategydriven.com/wp-content/uploads/CritSelfAssess.jpg346347Nathan Iveshttps://www.strategydriven.com/wp-content/uploads/SDELogo5-300x70-300x70.pngNathan Ives2015-10-06 06:00:182019-11-02 19:00:39Professional Development Best Practice 2 – Ongoing, Critical Self-Assessment
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Business Programs
Professional Development – Artificial Employment Restraints
/in Premium, Professional Development/by Nathan IvesFear and uncertainty… These two elements drive an individual to remain in a less than satisfying, sometimes degrading, and typically resented employment situation. While here in the United States no one can be truly forced to work, many face artificial employment restraints holding them to a position or a company.
Leadership Inspiration – Being Unmasked
/in Leadership Inspirations/by Nathan Ives“Fortune does not change men; it unmasks them.” Susan Necker (1739 – 1794) Swiss hostess
Professional Development Best Practice 6 – Peer Coaches
/in Premium, Professional Development/by Nathan IvesAn individual’s manager should seek to provide ongoing performance feedback. This, however, is not always the case. Even high performing managers may, at times, be challenged by time constraints or have so many direct reports that it is not possible to provide each individual the amount of feedback desire. Additionally, the StrategyDriven Professional recognizes that performance is best evaluated by several different individuals, each possessing unique perspectives and having demonstrated competency in the areas to be assessed. Consequently, the professional needs others to provide feedback to cover management’s gaps and provide multiple perspectives.
Be More Productive Now: Mindful Strategies for Increasing Performance
/in Practices for Professionals/by Rasmus Hougaard, Jacqueline Carter and Gillian CouttsAccording to research – including studies by the London Business School1 and the Franklin Covey Institute2 – the majority of business professionals use their time inefficiently. Sure, they stay busy by answering email, replying to requests, and taking care of other mundane tasks. But as it turns out, being busy doesn’t necessarily equate to being […]
Professional Development Best Practice 5 – Critical Organizational Assessments
/in Premium, Professional Development/by Nathan IvesOrganizations are not always what they seem or communicate. That is not to say individuals within the organization are not professional, polite, or enjoyable to work with. Rather, policies governing development, compensation, rewards, and advancement are subject to the overriding biases of the organization’s culture. Consequently, most organizations will outwardly espouse a performance-based recognition and rewards program yet many take obvious action of rewarding individuals on some other basis.
Thought dedication. You decide what to think, and how to react.
/in Practices for Professionals/by Jeffrey GitomerWhat is the importance of attitude? Every person, you included, wants to achieve more, earn more, find happiness, be successful, and be fulfilled. At the root of all these elements is attitude. Positive attitude. Your positive attitude. Every person, you included, instinctively knows that. Yet most people, you included, don’t really possess a positive attitude. […]
Professional Development Best Practice 4 – Avoid Commoditization
/in Premium, Professional Development/by Nathan IvesStrategyDriven Professionals are exceptional assets to any organization. These individuals are highly motivated and dedicated to achieving their goals. As such, they pursue a path of continuous growth and improvement; obtaining experiences, knowledge, and skills that, while others may have, few will possess in equal abundance or combination. Thus, these professionals are also commodities.
Professional Development Best Practice 3 – Acquiring Experience Beyond that of Your Position
/in Premium, Professional Development/by Nathan IvesThe StrategyDriven Professional recognizes that a critical combination of knowledge, skill, and experience is needed to ascend into positions of increasing authority and responsibility. Acquiring the prerequisite experiences, however, can be extremely difficult. While many organizations’ succession plan deliberately guides candidates to positions providing the needed experiences sought, these programs are often limited to senior executives and managers. Consequently, individuals with high potential residing lower within the organization or those not having been favored by inclusion within the program may find themselves lacking the immediately apparent means of acquiring the experiences needed to achieve their career goals. Thus, it is important for these individuals to find alternative ways of gaining the critical experiences necessary to achieve their goals.
It’s been a long time coming – A new way to change change!
/in Change Management, Practices for Professionals/by Jeffrey GitomerChange is coming. Got fear or joy? Got worry or positive anticipation? Putting your head in the sand, or headed to the beach to relax and plan? When you feel or fear that some form of change is coming, you have to define it in your mind as opportunity. Clear your head for “what will […]
Professional Development Best Practice 2 – Ongoing, Critical Self-Assessment
/in Premium, Professional Development/by Nathan IvesThe StrategyDriven Professional never takes anything for granted. He or she seeks to represent excellence in all areas of performance. To achieve this lofty goal requires ongoing, critical introspection; a constant identification of performance improvement opportunities and the actions to be taken to close those gaps once identified.