Career development conversations come under that category of conversations we describe as challenging. Why is that? Well, they’re personal, they’re important and they’re full of implied meaning and promise. For all those reasons, there is a risk that managers won’t have them in spite of their benefits. So how can you help managers develop the
Career development discussions are just that – developmental. They are a way to build on progress so far and continue a person’s career growth. Even though they are positive conversations by nature, they are not without their challenges. So what are some good career development questions to ask? Good Career Development Questions for Challenging Situations
A common question we get asked in our Mentoring Matters and Career Conversations Workshops is “How do I provide insight without direction? I want to help. I know they’re coming to me for advice. But I don’t want to tell them what to do?” And quite right too. This Huffington Post article says it well.
Do you work with employees who are unsure how to articulate their ambitions? Career development conversations are an ideal opportunity to help them think creatively about their future success. I have some powerful questions to ask someone about their career. They will help them think about their future and open up possibilities. They are the
Are you looking for career development questions to ask employees and develop your best people? If so, you’re not alone. The most frequently asked questions in our Confident Career Conversations Workshops relate to tools. Questions like: “What effective tools could I use in my career conversations?” “Are there any particular tools you use that lead
Recently, a client asked for my help with training their managers to have a career development discussion. They wanted employees to take charge of their own career management but managers lacked skills and experience. The managers were nervous of initiating a career development discussion because: They felt they didn’t have enough time They lacked confidence
They say that writing books is addictive. Well, I haven’t written another book (yet!) But I have written a chapter for a new leadership book, Fit-For-Purpose Leadership. It’s the result of a collaborative project and profits will go to The Prince’s Trust. It launches today and we need your help. Fit-For-Purpose Leadership Fit-for-Purpose Leadership is the
Accelerated growth requires accelerated leadership development and that means accelerated behaviour change. Business results, business change and business success all stem from the behaviour of individuals. If your leaders are going to develop their leadership skills, they need to experiment with small changes in behaviours. Even after very basic training sessions, adults typically retain just
The starting point for accelerating leadership development is to focus on leadership skills for rapid growth. In other words, the key leadership skills and behaviours that will really make a difference to performance and help you realise your vision. I emphasise behaviours because you need to focus on observable actions that will deliver business results.
Last Friday I was delighted to take part in a Twitter Q&A hosted by Sage on the subject of Creating a Sustainable Leadership Culture. I know that Twitter can sometimes be hard to follow – especially if you’re trying to catch up after the event. So, I have created a “story” of the tweets for
Empower your employees for career growth and retention. Download the first chapter free today.
