You have to be willing to feel the discomfort of growth and risk in order to achieve the levels of performance you seek.
There's not enough curiosity in our jobs, and there should be. Curiosity can be an excellent alternative to anxiety or uncertainty.
You can't manage your career more proactively if you have thinking that holds you back. Resolve the most common mindset blocks! By doing so, you free yourself up to make better decisions and sound investments in yourself. This is a million times better rather than pouring time, energy, and money into externalities that you don't… Continue reading Mindset blocks: let’s get rid of these
Keep a career journal to help you surface and address both uncertainties and opportunities, and begin crafting a career with purpose.
LinkedIn published a survey reporting that the #1 soft skill wanted by employers was creativity. Are you creative in your job?
You don't have to wait until an authority grants you an opportunity before doing something you feel needs to be done.
Learn the single most powerful way to increase your own relevance and impact within your network.
To position yourself well for promotion into leadership, tell your stories from the perspective of the organization's goals and challenges.
Appreciating the difference between career and a vocation (or true calling) means that you can leverage one to improve the other.
Recognize the opportunity that arises when you delegate tasks... and discover how to ride out the ensuing frustration you experience from oversight duties.
You're at a conference. You are constantly meeting people, collecting business cards or LinkedIn connections. And then you get back to the office and try to catch up to the slew of email and neglected projects... putting the networking follow up on the back-burner for a bit. And you never really get back to it.… Continue reading Networking follow up
Today, we are going to tackle a bit of an evergreen question that professionals often struggle with, and that is how to talk about yourself. Whether it's advancement into management or positioning yourself for another job or industry change, the way to talk about yourself in an effective and meaningful way is to ask yourself… Continue reading How to position for change: “Who are you,” exactly?
Many leadership articles discuss how to communicate with and effectively manage the millennials. But what about managing an age gap in the other direction? How should millennial managers supervise someone older - maybe much older? There can be a decades-wide spread between a manager and a direct report. Awkward, uncomfortable, even upsetting? Most of the… Continue reading Big age gaps between managers and direct reports
How to be assertive is one of those topics that I've always found to be a little funny. Assertive in what way? Assertive according to whom? If you've ever received the constructive criticism or professional feedback to be more assertive or to be less assertive, and you're struggling with this feedback, I've got some great… Continue reading Rethinking how to be assertive
Just one critical implementation issue will ruin the most beautiful, perfect strategy. I'd like to talk about those types of implementation issues. In my mind, there are only three: insufficient buy-in from people; failure to achieve brilliant execution; and lack of a pivot when new information points to the strategy being wrong. Even if you… Continue reading Avoid an implementation issue that ruins a great strategy
UPDATE: Check out this week's Facebook Live on this topic, which does a deep dive with some practical steps not included in this blog post: https://www.facebook.com/aureliancoach/videos/308451219960456/ The foundation of navigating change in your organization's leadership is managing up. You must align your work and results with the priority initiatives of your (new) leadership. While you… Continue reading Navigating change: how to be visible and protect yourself
Challenges of midlevel managers have some common themes, one of them being managing multiple initiatives within limited resources. "Limited resources" might be defined as not enough people, not enough budget, or not enough time (or all three). There are two types of work we perform: daily whirlwind tasks and larger, overarching initiatives. You'll need to… Continue reading Two questions if you are managing with limited resources
Working in isolation is very rare these days, so when one of your team members is fired, it can have a negative ripple effect that can seriously impact productivity. So when employee termination affects your team, what should you do? Of course, it's important to get work done - even more so when you're one… Continue reading After employee termination: how to care for the existing team
Being a boss is a job, an actual job. Being a manager means you need to learn how to do employee recognition well for your direct reports as part of your duties and responsibilities... even if it's not explicitly listed in your job description. Employee recognition = acknowledgement + reward. If you know how to… Continue reading Employee recognition: Here’s how to do it right.
For many organizations, mid-year reviews on job performance are either underway or soon to be underway. You probably developed goals for 2018 in the latter part of 2017, and it's the perfect time to see how far we've come! ... or how far we haven't come. Every year, a few of my direct reports would… Continue reading Mid-Year Reviews: Only Two Solutions You Need to Get Back on Track
Companies often set up their management roles as rewards for outstanding individual performance. There is one fundamental problem with this: individual achievement has nothing to do with good management. (See my post on the differences among leadership and management and authority.) But all is not lost! In order to transition well from stellar individual performance to… Continue reading Growth Mindset: The #1 Key to Management Mastery
When I interviewed a number of mid-career managers about their greatest pain points, one item came up again and again: managing up. You can find a lot of great articles online about managing up, and they're useful for tips and things you can try to do to manage up better. However, I'm interested in exploring… Continue reading Managing Up: Address the 3 Biggest Challenges to Mastering this Elusive Skill
I simplified critical thinking into a short model because I would rather we all practice it more systematically in our daily lives. I would prefer to see that critical thinking is not something we have to strive toward when it really matters, but rather, we flex that muscle so regularly, it's second-nature. Super complex critical… Continue reading Application of the 3-2-1 Model for Critical Thinking
For situations in which you do decide to be 100% accountable, it's not something you mention to people. It is only something you can rise to the occasion for.
Good managers understand that they cannot make someone be accountable. That is only for the individual to accept and act on.
The key to avoiding the victim manager mindset is understanding the difference between responsibility and accountability.
What if you could just... not meet?
Ask people to respect your meeting.
The D.A.R.T. Method(TM) applied to note-taking for meetings: doing it right.
Reduce brain clutter with a proven method of taking efficient meeting notes.
Set your team up for making decisions.
What if being proactive meant not that you prepare for what's coming, but that you CREATE what's coming?
Being proactive is never just finishing ahead or doing an exceptional job.
Don't just survive negative situations. Be proactive to learn how to thrive.