In the last post on Career Stages, I described a few key attributes for evaluating career progression that organizations and/or individuals need to take care of if they want to effectively manage the career, esp. of their senior employees. Low engagement level, 'through others' contribution mode, and # of real working hours are key points … Continue reading Why do we work – when organizations care about careers
Tag: Career Development
Why do we work – career stages and attributes
In my previous post on 'Why do we work', I talked about 4 levels of employees from the perspective of career and motivational stages: Entry Level Employees, Senior employees/frontline managers, Middle Managers, and executives. They differ in terms of how they manage their career and what motivates them to give their best to the organization. … Continue reading Why do we work – career stages and attributes
Why do we work – Career vs. Needs Hierarchy
I have been talking to many working professionals over past few weeks about their need to work and what they seek from work. This post (and the next one) summarizes my observations and theory around what I hear. From a career and motivation perspective, there are 4 levels of employees in an organization: Entry Level … Continue reading Why do we work – Career vs. Needs Hierarchy
Happiness and Career Success
It is obviously true that success will bring happiness, any kind of success will. However, is the reverse true – will happiness bring success? There is lots of research available that suggest that happiness indeed brings success. Here are a few references: Happiness brings success, not the other way round' (the paper) - Scientists reviewed … Continue reading Happiness and Career Success
Effective 1-1s – Fostering trust and creating no-harm zone
Effective 1-1 is the cornerstone of a successful management career, and acquiring necessary competencies in order to have a great 1-1 with your reports is a great career enhancement technique. I have referred to this topic many times in my posts and have couple of posts devoted to this topic (see Managing 1-1s and Effective … Continue reading Effective 1-1s – Fostering trust and creating no-harm zone
Change Initiatives – Managing self-fulfilling prophecy
In a previous post on taking initiatives to advance your career, I had discussed about handling peers when you take initiatives because they may cause your initiatives to fail. Here I want to talk about another phenomenon that one needs to be aware of. Here is the term I use to describe it: self-fulfilling prophecy. … Continue reading Change Initiatives – Managing self-fulfilling prophecy
Managing conflict at workplace – II
In the previous post, I described the scenario of two smart people in conflict in an organization and why they need to engage in a deep conversation. Here are some of the aspects of such a conversation that A and B need to keep in mind: Create shared goals: Without such a goal, no conversation … Continue reading Managing conflict at workplace – II
Career Path for engineers – Management Track vs. Individual Contributor Track
I read the article "Indian IT firms redefine career path for engineers" on http://www.livemint.com with interest: "Indian information technology (IT) service providers such as Tata Consultancy Services Ltd, Infosys Technologies Ltd and Wipro Ltd are following multinational firms such as International Business Machines Corp. (IBM) in building a technical career path for senior engineers opting … Continue reading Career Path for engineers – Management Track vs. Individual Contributor Track
Effective one on ones
In my experience in working with so many employees and helping grow some of the leads and managers, I have found that one-on-ones is a useful framework for all managers who wish to manage people well. I think this is the case because 1-1s impact some core tenets of being a good people manager: Inform, Involve and Inspire the … Continue reading Effective one on ones
Let your manager help you
Interestingly, about the same time when I was writing about how managers should assign jobs to employees, Scot Herrick on Cube Rules was writing on same topic from an employee perspective ("Help your manager help you improve your job skills")! I liked his example of how employees can cause their own downfall by not using manager … Continue reading Let your manager help you
Career Bloom 