If you’ve really done your homework and can lay out clear thinking every time, you’ll build trust with your team. As they say, game recognizes game.
Between learning on the job, books you can read, free and paid online courses, brick and mortar classes, and other resources, there's just no excuse for not building your technical knowledge—especially if you interact with high-tech workers every day. In fact, they're a great starting point: Ask your peers what resources they’d recommend, and get cracking.
Brambles CIO Jean Holley discusses her successful path to board service: I had labeled myself a board director wannabe and spread the word to my networks. If I had done someone a favor, and they asked what they could do for me, I would say, "Well, I'm looking for a board position." This is an important point. Board positions are typically not one degree of separation away, they are more like three or four.
Always: as in "I always go over and beyond at work!"
Never: as in "I never complain about work."
Would: as in "I would be great at this job."
In my experience, I’ve seen eight distinct things employees tend to wish their managers would do more:
Communicate--it’s the number one thing employees complain about when it comes to management: lack of communication.
Lead—a manager needs to actively lead the team, not just hope things happen the way they’re supposed to. This includes having a strong vision for projects, holding regular check-ins, and keeping employees accountable.
Buffer—this includes protecting the team from outside threats and losses, and removing barriers and obstacles that appear in the way of achieving the team goal.
Procure resources—ensure that the team has everything it needs to meet the goals.
Connect—facilitate relationship building both inside the team and outside the team with other key players.
Praise—managers who notice when things are done well and thank or praise the responsible parties are much more likely to be well liked and trusted.
Train—if you’re not available or qualified to train in a particular field, open up possibilities for your employees to take seminars or online courses to improve—and encourage continuing education.
Trust—be there to help as necessary, but allow the employee to figure it out. That shows great trust.
Over the past decade, I’ve studied the world’s greatest bosses, extraordinarily successful leaders who have also unleashed vast pipelines of talent. Analyzing these leaders’ careers and business practices, I found that superbosses were expert delegators, ceding degrees of authority and control that would send chills down the spines of ordinary bosses.
- use habits as a way to reduce routine decision fatigue. The idea is that if you build a habit —for example: always eat salad for lunch — then you avoid the decision entirely and you can save your decision-making energy for other things.
- use if/then thinking to routinize unpredictable choices. For example, let’s say someone constantly interrupts me and I’m not sure how to respond. My if/then rule might be: if the person interrupts me two times in a conversation, then I will say something.
- use a timer. It helps if you can make the decision smaller, with minimal investment, to test it. But if you can’t, then just make the decision. The time you save by not deliberating pointlessly will pay massive dividends in productivity.
Executive recruiter Martha Heller points out some common signs that it's time to make a career move.
Executive recruiter Martha Heller shares advice on how CIOs and IT executives can build their personal and professional brands.
This is the approach to talent development that we advocate, in six basic steps:
- The senior team clearly defines values and an inspiring strategic direction.
- After gathering candid, anonymous observations and insights from managers and employees, the team diagnoses barriers to strategy execution and learning. It then redesigns the organization’s roles, responsibilities, and relationships to overcome those barriers and motivate change.
- Day-to-day coaching and process consultation help people become more effective in that new design.
- The organization adds training where needed.
- Success in changing behavior is gauged using new metrics for individual and organizational performance.
- Systems for selecting, evaluating, developing, and promoting talent are adjusted to reflect and sustain the changes in organizational behavior.
Top-notch job advice can help you make smart decisions, advance your career and keep your spirits high when work gets tough. We tapped seasoned career experts, including college career counselors, authors and CEOs, for the best career advice they've ever received.
Authenticity at work is more important than ever, but what makes a leader authentic? These four key traits—follow-through, transparency, being “real,” and self-awareness will help determine if you're leadership is viewed as authentic by your employees.
Pressure from the office can be difficult to avoid. A 2015 American Psychological Association study found that 60% of Americans suffer from work-related stress. There are countless sources of anxiety, whether it comes from being overwhelmed by your workload or not being able to escape office politics. But don’t let it get the best of you. By simply taking a few small steps in how you approach your job, your career, and the stress that comes with it, it will all feel more manageable. These are the seven things you can do to help alleviate your anxiousness.
Business Insider spoke to 6 senior women across businesses at RBC Capital Markets for advice on finding mentors and sponsors, building a personal brand, and getting ahead on the Street. One common theme that came up was the importance of finding advocates, and many of the women had male role models and mentors. Another was the importance of networking and building strong connections in addition to putting in the hard work on paper.