First, by searching yourself for answers to questions like these: What do you do better than anyone? What are you most proud of?
Top execs develop emotional intelligence skills to improve their relationships and make smart decisions. Now imagine you receive final signatures for a major contract just minutes before you have to deliver news of a demotion to a member of your team.
In my zeal to impress my construction client, I had gone rogue. In my mind, I had gone above and beyond my clients expectations by addressing a pressing business issue smartly, independently, and aggressively.
Peruse articles about talent development and youll find that many focus on the war for talent, engagement drivers, and the future of work. The days of talent development professionals being asked to exclusively focus on talent development is coming to an end, and its something to be celebrated.
In some organizations, it is becoming tougher to manage peopleregardless of whether they are employees or contract workers. As more and more high-level, independent workers are staffed on projects, hiring managers are learning that they must follow new rules to manage these gig workers, rules that may not seem intuitive and may even seem harsh.
Negotiating skills can take you far in life and in the C-suite. Do you need to convince a colleague to join forces on a new project?
Unemployment numbers are hitting new lows after years of recovery from the 2008 recession, which means organizations must work harder to appear attractive to new and current talent. 2017 Talent Development Compensation, Benefits, and Job Seeker Report , dove into the data to discover just how many talent development practitioners are currently looking for jobs and what they consider before accepting a new one.
Business acumen is the ability to link keen insights about and a thorough assessment of the business landscape with an awareness of how money is made and then executing a strategy that delivers results. At its core, having business acumen means understanding how your business operates, competes against other organizations, and makes money.
As a result, employees who understand and use their strengths achieve greater levels of productivity, longer organizational tenure, and a higher impact to an organizations bottom line. As a C-suite executive, do you know your strengths and how you can use them to lead and influence your team?
The argument: Employees, not employers, should take responsibility for career development. But if employees likely wont remain with one company throughout their entire careers, and given the evolving work dynamics in place, its to employees advantage to take professional development into their own hands, to achieve their personal goals.
Just because youve reached the C-suite doesnt mean you no longer can benefit from networking. Whats more, once they reach a certain level, few managers grasp that maintaining their seat at the table involves maintaining key relationships.
Dont let fear of failure hold you back. The word fail is firmly nested in its list of top 1,000 frequently used words.
Rahul Varma is chief learning officer at Accenture, where he is responsible for global learning and talent development. He oversees an annual training budget of more than $840 million and leads teams around the world that deliver award-winning work to drive strategic learning, onboarding and integration, career development, career transitions, and performance management for the companys more than 370,000 employees.