Promotions takes a lot of hard work and planning to not only develop the competencies to take on a more senior role, but also to make sure that managers know you have the appetite to move up. There are best practices that can help improve your chances to get a much-desired promotion.
The first 90 days will define a leader’s legacy; therefore leaders should act decisively to implement tangible changes that will be acknowledged by all, from employees to the board to the external analysts and media.
Vetting a future employer helps ensure that, in the event you are offered a job, you will be going to an organization where you have the best possible chance of achieving your career goals.
With three percent or less as the new norm for pay increases, it’s important to make sure you get the right salary at the beginning of an employment engagement. Failure to achieve the appropriate level of pay and benefits at the front-end of a job will make it difficult to catch up later on.
We've all witnessed that moment when a leader walks into a room and instantly commands attention. The air shifts. Heads turn. People gravitate toward them in the conversation circle. In short, these are the people that have a "wow" factor, otherwise known "executive presence."
I see people hobbled by job handcuffs all the time through my work in coaching and career transition. I meet successful, educated, accomplished individuals that are so locked into what they have been doing that they cannot contemplate doing anything else. Even when the work makes them unhappy.
As one who has been employed by 4 different organizations as they were acquired, I have observed several types of behavior which lead toward—and away from—relevancy in the new organization.
The brinksmanship of the annual performance review may be a thing of the past for some people, but the experience of having ongoing conversations with your manager about performance and career goals can also be a challenge. For those about the enter the brave new age of regular performance reviews, here are some best practices.
After working with hundreds of people in dozens of different careers and industries, I have found that most of us follow what I call the “opportunistic” path to our career. How can we find better opportunities and make better choices when they arise?
To better understand how hiring managers vet job candidates, Lee Hecht Harrison surveyed 277 human resource managers responsible for sourcing or hiring talent. Learn the different interviewing techniques they're using to learn more about candidates.