Throughout 2015 I've mentored four professionals from different generations who also happen to hail from different parts of the U.S. and who all have one thing in common: loss of employment earlier in the year. Either by choice or by necessity they've taken time off from aggressively pursuing a new job, using this time to reflect and consciously decide on their next career move. It's become a gap year of sorts for them, and for one person in particular, it's also turned into a walkabout adventure traveling across the U.S.
I published an end-of-year Facebook post about catching up with Rich Goldman, one of the thought leaders in Innovation in a Reinvented World, and who provides readers with insight and experience representative of Essential Element #2: Entrepreneurship. It was fun catching up with Rich again after four years and another reinvention for him!
For one day only on November 30, 2015 we're offering a 2:1 gift-a-membership special. Here's how it works. You purchase a membership for yourself at our regular rate of $79 / month and you get a chance to give a 4-month membership gift to anyone you choose with all the benefits of our Seeding Change membership--full access to all our online courses, monthly Training Insights, community forum, and in January 2016 the launch of our newest course.
How many of you wear (or have worn) badges peppered with words and phrases representative of your company's core values? Have you internalized these core values and model them at work? Are they even meaningful to you? And did you receive training on how to translate these values into everyday behavior? Far too often companies build their cultures around value words, which by themselves mean little to their employees or contingent workers.
Employee retention is one of those things that keeps talent managers and leadership teams awake at night. And for good reason. The other day I caught a SiliconBeat article about tech worker unhappiness despite the wage and hiring boom we’re experiencing in Santa Clara County—the strongest job market in the nation—with San Francisco-San Mateo area the fifth-strongest. Cities still struggling with unemployment and under-employment might think us spoiled and entitled, but if you scratch the surface and explore why tech workers are feeling restless these days, it might reflect a canary in the coal mine for non-tech workers as well. Among the key findings of the TINYpulse survey of 5,000 tech workers:
I was reminded of my 15-day rule for moving beyond setbacks from a former conference attendee who now uses this process for managing her perfectionist tendencies. She credits it for helping her to release, learn, and get closure on the emotional aspects of professional setbacks (it has always served me well). So, I thought this might be a good time to review the original post and convert it to an infographic.
I was reminded of the power of mindful change as an element of personal and professional growth as I was putting the finishing touches on a presentation for an upcoming reinvention program. I was thrown a personal “curveball”, a baseball term for those unfamiliar with American sports, adding another layer of complexity to the reinvention work that I'm helping others with, along with my own reinvention cycle (you might remember that I’m a two-year “marker” person—my Optimum Change Cycle is two years—which means that I begin the reinvention process half-way through my OCC). The practical aspects of mindful change hit home with all the cha-cha-changes going on!
People often ask me why I treat a personal or career reinvention like a project. But did you know that by doing so you are 90 percent more likely to reach (or exceed) your goal? This is why Project Managers typically make top notch “reinventionists” once they learn the how of my reinvention model—it becomes an on-demand process for them when they know the optimum time to change.
Leaders ask professionals to change for a variety of reasons—shifts in strategy and direction, new product introductions, process improvements, or personal issues with job performance. Professionals change when their jobs change, and others strategically reinvent their careers in order to not miss their Personal Inflection Point. Preparing people for ongoing change requires that they learn how to remain nimble and pivot ready. But motivation can easily turn destructive when leaders fail to heed these seven call to actions.
You’re busting to share an idea that woke you up at 3 am. As you excitedly share your dream, you feel an uncomfortable silence growing between you, a family member, friend, or colleague. In an instant someone can kibosh an idea.