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Hub You - Taking Responsibility for your Own Career Development - How to Make the Most of it - Part 2
In a perfect world, employees would take responsibility as if they were an owner or at the least, had a vested interest in the success of the company for which they worked. But it's not a perfect world, is it? It is possible though, to create an employment environment where employees will take on responsibility. This is the activity all successful employers desire of their staff.Motivating your employees to become proactive rather than reactive is what you want, isn't it? Getting them to do more than react like a snail on Valium when things need to get done, or offer cre
Do you do Reiki energy treatments for your family and friends? Have you thought about turning your interest into a business? If you'd like to know a little more about how to develop a Reiki practice, here are a few tips about the legal aspects of the business.Licensing Right now (2007) in the U.S. there are no government-issued licenses to practice Reiki (as there are for doctors, nurses, etc.). But Reiki might be included in your state or local massage licensing laws - if there are any - so it's a good idea to check those to see whether they cover
Identifying your firm's needs
It is clear that most organisations have higher expectations of performance than ever before. Standards are both more important and often less clear. At the same time, the traditional measure of good performance - job promotion - is no longer a viable gauge.
Although professionals are expected to focus on growing within their current roles, rather than on looking for the next promotion, most of us do not have an alternative way of discussing or conceptualising our development in terms of role growth.
One powerful model for achieving this is the Four Stages Model developed by Gene Dalton and Paul Thompson whilst professors at Harvard University. Dalton and Thompson were originally asked to investigate performance at a large electronics firm. This organisation tracked engineers' performance over time. Their data made it clear that expectations of individual performance change as people move through their careers. While some engineers continued to be rated as high performers throughout their careers, the majority received progressively lower ratings, even though t
Goal setting has to be one of the most common phrases when setting out to gain more business. We all dislike the planning process that happens in large corporations. It seems that the goals are set and nothing really happens to fulfill them. The goals we need to set are goals for obtaining a number of business contacts that can lead to a business relationship. Goals for the number of contacts you need to make in order to gain one business relationship may vary from industry to industry. When working with professional sales staff, I find that some firms have a six to one ratio b
It is clear that most organisations have higher expectations of performance than ever before. Standards are both more important and often less clear. At the same time, the traditional measure of good performance - job promotion - is no longer a viable gauge.
Although professionals are expected to focus on growing within their current roles, rather than on looking for the next promotion, most of us do not have an alternative way of discussing or conceptualising our development in terms of role growth.
One powerful model for achieving this is the Four Stages Model developed by Gene Dalton and Paul Thompson whilst professors at Harvard University. Dalton and Thompson were originally asked to investigate performance at a large electronics firm. This organisation tracked engineers' performance over time. Their data made it clear that expectations of individual performance change as people move through their careers. While some engineers continued to be rated as high performers throughout their careers, the majority received progressively lower ratings, even though
Well actually no it’s not usually but it can be far better if you know what to expect and how to manage your new business.Every new business owner starts off, full of hope, excitement and enthusiasm. How do you make sure that you are not on of the 80% of small businesses that fails in the first few years?1. Remember you won’t get a regular wage to start with. It takes some time for a new business to become profitable. Don’t panic, make sure that you have enough money in the bank to make your bills for the first 6 months. How do you do that? Make sure t
Although professionals are expected to focus on growing within their current roles, rather than on looking for the next promotion, most of us do not have an alternative way of discussing or conceptualising our development in terms of role growth.
One powerful model for achieving this is the Four Stages Model developed by Gene Dalton and Paul Thompson whilst professors at Harvard University. Dalton and Thompson were originally asked to investigate performance at a large electronics firm. This organisation tracked engineers' performance over time. Their data made it clear that expectations of individual performance change as people move through their careers. While some engineers continued to be rated as high performers throughout their careers, the majority received progressively lower ratings, even though
Performance management is the process through which your business sets, measures and reviews the objectives and performance of your people.Undertaken consistently, effective performance management will help you retain the right people, improve their performance and the overall performance of your business.Conversely – the failure to performance manage your team can result in losing your best people, keeping the wrong type of people and the consequent stagnation of your business.But what does this all mean within the context of a small business?
Employers and recruiters receive hundreds of resumes for every position they are trying to fill. To select their shortlist of candidates to interview, they look for the most common resume mistakes most applicants make and eliminate them first.To increase your chances of getting an interview, make sure you avoid these common mistakes.Ten Resume Mistakes to AvoidWhether you’ve been downsized, are looking for a career change or are just starting out, your resume speaks volumes about you. If your resume doesn’t make it past the first cut, you’re doomed; no matt
The progression identified by the two professors is independent of position on the organisation chart. It explains why two people with the same job descriptions may be valued differently by their firm. However to be a high performer in the latter stages depends on mastering the early stages. Thus the Four Stages provides a powerful road-map for understanding the long-term expectations organisations have of their employees.
The Four Stages of Contribution Stage 1; Contributing Dependently or The Apprentice
Stage 2; Contributing Independently
Stage 3; Contributing through Others
Stage 4; Contributing Strategically
Stage 1 contributors accept direction, establish basic competence and le
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Operations Strategy and Leverage: Don't Go Wrong
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