For many years, career development in the US was based on working on correcting weaknesses. This is best captured in the popular phrase: “If it ain’t broke, don’t fix it.” We have seen a big shift in recent years towards a much more productive approach to career development, which focuses on using and improving strengths. This does not occur at the expense of working on areas that need to be developed. Rather, it is a focus on using strengths to “cross-train” areas of challenge/weakness.
Just what is engagement?
According to the highly regarded HR consulting firm BlessingWhite, employee engagement reflects the combination of two elements:
- The employee’s contribution to the company’s success and the employee’s personal satisfaction in their role.
It would be easy to report here on the somewhat low levels of engagement in the workplace today, along with the high levels of stress and other negative elements. Let’s look instead at engagement as a path to greater understanding of your work, and define some ways for you to increase your engagement, if you think you need to. Engagement is important to both you and your employer, as your success and theirs highly depends on it.
What is conflict?
Here we are defining conflict as simply: “Times when people’s concerns appear to be incompatible.” This does not mean that we are about to start swinging; just that we have differences in those things that we think are important to us.
Understanding your personality can improve workplace interactions
Have you ever wondered why we can talk easily with some people and not with others?
In this article, we’ll look at one measure that can be very helpful: understanding your preference for extroversion or introversion and how this impacts your discussions and interactions with others.
So just what does it mean to enjoy your work? While we all have slightly different ways to measure this, there are some widely-known measures. Here’s a quick self-survey that can be very helpful in gaining some clarity. Score each…
Am I in the right job? This is a question that all of us have asked ourselves at one time or another. And it’s important for many reasons to know just how good the fit is with ourselves and our jobs. Click below for a quick self-survey that can be very helpful to get some clarity.
Score each of these items from 1-10, where 10 is the best possible:
Now that you have landed that new job, there is still some work to do in this job transition process so that you will enhance your performance and move towards your career goals. This can be a new organization or a new role in your current organization.
We all have a tendency to “take ourselves with us, wherever we go.” And this happens with work. It’s important to keep an open mind and to observe your new environment, in order to be able to distinguish what belongs to the organization and what belongs to you.
Where are you in your career? Is it time for a career development plan? Let’s assume here that you have a job and that you need to spell out some next steps as you develop yourself in your career/organization.
A Career Development Plan starts with looking at the key elements of your current situation, by means of asking yourself some specific questions. I have posted some below for you to use as a guide in this process. You may come up with some others as you work through the process.
We find ourselves in the company of others in many areas: work, relationships, hobbies, social events and politics. Most of the time we adapt to the situation and get along, except for politics. This newsletter will describe a powerful and useful way to improve how you get along with others at work.
In my previous newsletter I mentioned values as being an important part of work. This newsletter expands on that idea and gives you an exercise to clarify your own values as they relate to your work.