Can I Get Back to You On That?
Jeff is leading a strategy discussion about a new product that his team hopes to roll out in 2022. His team has invested a lot of time and effort to get product capability and customer needs …
Accelerated Leadership & Unexpected Risks
One behind-the-scenes consequence of the pandemic was the number of seasoned leaders who left the corporate world. Whether they were surprised by it with layoffs, guided toward it with early retirement or chose it of their …
“Said the CISO to the Board…”
Information security is a standard agenda item for most corporate Boards, and an area of focus that continues to get their attention. As it should. Fraudulent activity and security incidents are up more than 20% as …
Should I Get a Coach?
The timing has never been better for self-reflection, professional development and a little guidance through the uncharted times still ahead. The last eighteen months were a test for all leaders, and many pulled it off well. …
Managing a Hybrid Workforce: Resetting Offices, Employees & Expectations
We’ve reached it … the other side of work from home. And as companies begin to layout new plans, a variety of options are emerging. Some workers are already back in the office every day, some …
“I Need Resources” is the Wrong Message!
As companies reset for a new chapter in 2021, there has been a lot of reflecting on how companies and teams made it through the uncertainty and disruption of 2020. One way was to reallocate resources …
Disrupted: Chapter 19 – “Corporate Priorities – Insights from Talent Acquisition”
“Some of the best candidates we interview in terms of relative experience, education, and skill set are not always the best at being able to tell their story. And this can be a real impediment when you’re trying to convince me to hire you! The one skill that I recommend candidates develop to help them land a job or launch a career is to become an exceptional storyteller. Specifically, a teller of your own story.”
Disrupted: Chapter 3 – “Corporate Disruption – Insights from Talent Development”
82% of talent development priorities are based on company goals, identified skill gaps for specific tasks, and job roles and functions. And only 8% of talent development programs, initiatives, and events are based on employee feedback and development interests.
Disrupted: Chapter 1 – “Disrupted!”
But, as I mentioned earlier, some people thrive in disruption. Or at least, they seem to. So, what’s their secret? Those who thrive in disruption understand how to do two things that will improve their ability to navigate disruption and reset their careers: they know how to position their brands and they know how to tell their own stories.