Once I had a boss whose favorite saying was, “If it’s to be, it’s up to me.” She was especially fond of saying it when people were complaining about their jobs, the pay, or having success escape them for some unknown reason. As with most all success, it’s mostly always a matter of getting out of our own way. Nowhere is this truer than in our careers. One reason this is the case is that we so often feel we have no control of our careers or events that happen in an organization that seem to affect our careers or at least the next steps. Let’s see how you can get out of your own way and take control of our career.
Read more: If It’s to Be…3 Activities for Career Growth
Most of the time, it seems, HR and CEOS are like oil and water. They can’t find the right mix of what the CEO needs to run the organization and the information HR can provide toward those goals. HR has information at its fingertips and when turning that information into concise metrics can provide real time strategic direction for the CEO.
Hiring Metrics: Hiring and recruiting metrics may include how many employees are on board currently, how many people you have or will be hiring this year, the number of terminations, and the number of promotions. Yawn, so what?
Metrics, HR CEO
Read more: Six HR Metrics You and Your CEO Need Now
Any of these three topics might fill volumes of books. Indeed, there are volumes of information about all of them today, especially finding good talent. Technology is part of the problem and part of the solution. According to several sources, America is one of the leading countries in the advancement of technology. Microsoft suggests that the United Kingdom leads the way in how schools use technology. Technology, without the talent to use it, is useless. Therefore, if education is not keeping up, there may be a lag in finding that talent. In addition, even though technology has certainly been around for a while, a number of older Americans are not keeping up with technology. That can put a dent in the talent pool. Another issue is the fact that younger people have no loyalty to one company and the talent pool becomes unsustainable. How can technology be the culprit but also the solution?
Read more: Talent: Finding, Hiring, and Keeping It
The role of CIO (Chief Information Officer) has been around for decades. However, the role often suffers from an identity crisis. At its conception, the role was to serve IT or information systems and data processing. However, changes for this role over the years are dramatic. For example, according to Balance Careers.com, CIOs must keep up with constantly changing technology, but now skill requirements might include:
Read more: How to Roll with Role Change
Reading through the 37+ pages of research for this article, it became clear to me that the problem with problem solving is that there are too many ways to solve problems! Logic leads us to the conclusion that if there are so many ways to solve problems, why aren’t more problems being solved or better yet, why aren’t problems being prevented? One issue has to do with the way we think about problems.
Read more: The Problem with Problem Solving
Raise your hand if you have been in a downsizing, lay off, or right sizing event. If you’re reading this and you’re older than 12, your hand is no doubt high in the air. With less and less loyalty today on both the employee and employer side, it is likely to happen at some point in your career. No company is immune to resorting to such measures. An added catalyst today is the plethora of mergers and acquisitions. Companies don’t need two of the same position; for example, there can only be on compliance officer, one CHRO, one CFO, one COO, etc. Turnover is expensive and outplacement has its price. However, the cost of not doing outplacement may be costlier than you think, here’s why.
Read more: Outplacement: Should You or Shouldn’t You and Why
People often think that mixing analytics and talent management is like mixing oil and water. To some managers talent management is equal to getting a bunch of third graders to stand in a straight line, keep quiet, and do their assignments. Unfortunately, some may still have that mindset. Data analytics can help managers and organizations find, hire, and manage talent better than ever before.
Talent Management,, Talent Analytics,
Read more: Analytics and Talent Management: Mixing Oil and Water Effectively
The consummate leader is strong, stalwart, unbending, needs no help, and [OK insert sound of a needle scratching across a record here]. The leader above is a dinosaur if indeed such a leader ever did exist. A true leader is the opposite.
A popular leadership training exercise is to have participants list the qualities of their favorite leader or boss and the qualities of their worst. This exercise is revealing to say the least. Today, leaders are more enlightened. Not! Recently, I had a coaching client whose manager kept a jar on his desk with a phrase printed on it. The phrase read, “Employee Ashes.” While many people might brush this off or even find it humorous, the sight of this jar with its message was having an adverse effect on my client. In addition, the manager had a management style befitting the phrase on his beloved jar. In fact, this jar and her boss’ management style evoked such feelings in my client that she and I were working to find her a new job as quickly as possible.
Read more: How to Be An Approachable Leader