Check out what our Chief Talent Officer Emily Myrum had to say about the impact Brady Martz's core values have on her decision making. #BradyMartz #CoreValues #STRIVE #Stewardship #Trust #Respect #Integrity #Value #Excellence #Leadership https://lnkd.in/g8kG52QD
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Only 30% of employees spend their personal / professional development stipends 🤯 While I’m shocked to hear this, I also understand the paradox of choice. What do you buy? Well, if you want access to the same training that managers get at companies like Anthropic, Stripe and BioMarin join Elevate Academy for $500 a year to develop the following skills and many more in 10 min or less. https://lnkd.in/geM2778f -How to Delegate Effectively -How to Coach as Manager -How to Have Tough Conversations -Science Based Tips to De-stress -Building Trust with Individuals -How to Have Effective Career Conversations -Unconscious Bias Basics -How to Get Ready to Manage -How to Let Someone Go with Grace -How to Be Empathetic +40 more... 🎉 We don't normally allow access to individual managers but in the spirit of the holidays we're going for it. It matters that every manager has access to high-quality management training. *Please share or comment for visibility. Thank you! Here's to being the manager you would want to work for in 2024. #learninganddevelopment #ElevateLeadership #professionaldevelopment #managementtraining
Elevate Leadership: Next Gen Management Training & Leadership Coaching
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At Target, CEO Brian Cornell has created a mentoring and coaching culture. He shares some of the highlights of this culture, which includes lessons and practices such as these: 1. Broaden your horizons: Don’t rely solely on yourself or consultants to coach and mentor your best people. Cornell reaches out to fellow CEOs such as legendary FedEx Founder Fred Smith to teach him and his team what he knows about customer service. “The fact we could sit in a room with Fred for an hour and just learn was something our team could walk away with and share at work and even with their families and friends. It was just a great experience,” said Cornell. 2. Hit the road: A lot of executives say they have an open door policy but do little to actually encourage true approachability. Not Cornell. Eight times a year, he takes a big handful of his officers on a two-day, “accelerated mentorship program” during which he and his team travel to different parts of the country, spend time in Target stores and distribution centers and meet with board members or shareholders. “It's a chance to build connections and a chance to teach and give them new experiences,” said Cornell. 3. Build up your trust capital: The trips are a relatively short-term investment in long-term trust building that can yield benefits during the inevitable ups and downs of working together. “If there's any concern about how we’re interacting, it all fades away because they realize we're all part of one team,” noted Cornell, who took one group to visit Target House in Memphis. Here, in any given week, Target supports 100 families whose children are going through cancer treatment. “It gives our team an amazing sense for the values of the company and the impact we're having,” he said. Source: Don Yaeger, writing at Forbes #mentor #teamdevelopment #professionaldevelopment #mentoring #trust #reputation #investment #coaching #talentdevelopment #trustcapital #relationshipbuilding #talentcoaching
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2. Never stop learning No one can know it all. Empower yourself to learn from those who approach things differently and excel in their endeavors.
Looking to unlock your full professional potential? 💼 Our CEO, Amy Somerville, shares her top 3 professional development lessons. https://ow.ly/9hxA50R1ICb #ProfessionalDevelopment #Leadership #SUCCESS #SUCCESSmagazine
From Our CEO: 3 Professional Development Lessons From a Lifelong Journey
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How do we balance enjoying the moment while retaining a hunger to succeed? For Walsh, the answer boiled down to five key principles: 1. Walsh explained to everyone in the organization that his definition of the pursuit of excellence was the only one that mattered. The standard doesn’t change or decrease because of success. 2. Walsh doubled down on being brutally honest, explaining to everyone in detail with video evidence how there was enormous room for improvement. He wasn’t going to allow success to limit his ability to confront. For Walsh, the scoreboard didn’t matter. 3. Walsh wanted to ensure that anyone new — players or staff — entering the organization could raise the level of play, not simply maintain it. He wanted to minimize new hires and instead become leaner. For Walsh, a lean organization was more important after success. 4. Walsh informed the team that change was coming and that he was willing to be courageous with his decisions for the good of the organization. 5. Walsh knew everyone would feed off his energy, his focus, his determination and his behavior. He never wanted to be complacent and instead reminded everyone that perfection is never defined by the scoreboard. His work habits would create the work habits of others. But when the confetti stops falling and the parade floats are gone, remember that the greatest reward for doing lies in the opportunity to do even more.
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Overall learning from the course can be summed up as "In the early days of your career, being recognized as someone who has good ideas is critical. But as you advance as a leader priorities shift, from generating ideas to inspiring ideas. This is trickier than it sounds because you may actually have more ideas as you rise through the ranks. " #learning #adidas #3stripes Just finished the course “Ideation for Leaders” by Becki Saltzman! Check it out: https://lnkd.in/gGBrAMDi #ideaincubation.
Certificate of Completion
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🌟 🌟 Mentorship is the cornerstone of everything we do at The GateHouse! Our latest blog sheds light on how leadership fuels recoveries and sets off a ripple effect of positive action. We strive to cultivate a supportive culture through mentorship and hope to continue building on the legacy of The GateHouse. Click below to read more. 👇 #TheGateHouse #MentorshipMatters #RecoveryJourney
Ripples of Change: How Mentorship Shapes Culture at The GateHouse - The GateHouse
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I started building my own personal board of advisors, and here's what happened: 1. I had an Essential Support System: My personal board of advisors provided me with the necessary guidance and support I needed to navigate through the ever-changing job market. 2. Quality Over Quantity Counted: I learned that a few high-quality mentoring relationships are much more valuable than a large network of shallow connections. 3. Diversified Perspectives Enriched My Understanding: Rather than relying on a singular viewpoint, I gained multiple perspectives on various issues, helping me make better, more informed decisions. 4. People Were More Receptive Than Expected: I realized that people were more open to being mentors than I initially thought. Their willingness to share their expertise and advice was both surprising and encouraging. 5. Peer Mentoring Proved to Be Valuable: Not only did I benefit from the advice of more experienced individuals, but I also learned immensely from my peers who were navigating similar career paths. 6. I Realized the Importance of Taking Charge: Building my personal board of advisors taught me the importance of being proactive in my own professional development. I realized that it was up to me to seek out guidance and mentorship. 7. Overall, I Felt Less Alone in My Professional Journey: Having a personal board of advisors meant that I had a supportive team invested in my success. I felt less isolated in making career decisions and more confident in the path I was carving for myself. Have you tried building a personal board of advisors? How has it worked for you? #CareerDevelopment #PersonalGrowth #Mentorship #Leadership
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"As a Gen Xer, I see failure in not trying something new with a chance of return. I may stumble, but I will learn from the mistake and forge ahead. I am not afraid for others to see the stumble or my need to regroup; rather, I take pride in applying lessons learned and growing from failure." "For a millennial or Gen Zer, many see the need for a risk-free work environment to ensure reputation and respective knowledge boundaries. Direction is requested, management is essential, and validation is required. All these elements reinforce a top-down hierarchical structure that the generation is keyed to abhor, which is what makes this an even larger management quandary. Yet we, the preceding generations, have created this professional paradigm and need to understand it, if we are to lead it." This was a deeply personal article for me to compose and I'm grateful to ASAE: The Center for Association Leadership and Associations Now for the opportunity to share my management journey and insights. In a workforce composed of five, nearly six generations, as leaders we have much to learn from the past - in addition to the future - of our professional environments and colleagues. https://lnkd.in/gyKbD7wV
Fake It Until You Make I
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International Best Selling Author | Key Note Speaker | Growth Strategy Advisor | Acquisition & Technology Transfer/Commercialization | Innovation | Investor
Upskilling is more than just a trend, it is a new paradigm through which organizational culture, professional development, and business calling all align. “Talent Wars” as they are so often called are leaving businesses with empty roles to fill and no sure way of knowing how well a new hire might do, given the complexity and demands of a given position. An internal upskilling infrastructure offers a solution to this problem that aligns with other business interests. Keeping yourself educated is a critical part of today's work environment. For those that don't do it, you will get left behind. #Entrepreneurship #BusinessGrowth #Leadership #personalgrowth
Want to Boost Your Company's Growth? Upskill Your Workforce · Babson Thought & Action
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This past Father’s Day weekend was a memorable moment in time on multiple fronts. It definitely facilitated a reflection on many of the highs and lows that have been encountered throughout one’s life, and as usual it prompted our thoughts about many of the uncertain questions facing higher education during these trying times. Of course, the special moment in time was when Korn Ferry CEO Gary Burnison sent out his newsletter on Father’s Day reminding us about what is important: “As leaders, it’s not only our role but also our responsibility to inspire connection and conviction. So, how do we support those around us? After all, purpose and people are inextricably intertwined. The answer can be found in how we live and lead. Leadership is not only personal, but truly S-P-E-C-I-A-L.” He then proceeded to share seven key words that helped spell out the meaning of the word S-P-E-C-I-A-L. No question, we are in the people business. Whether dealing with colleagues and students on campus or interacting with prospective students and their parents, high school counselors/coaches/advisors, alumni, friends, or local residents and community members, it is imperative that we demonstrate personal interaction that facilitates a special moment in time for each of these individuals. The impact is significant and fosters a genuine degree of confidence that a certain college or university is where people want to keep working, serving, helping, referencing, and supporting. No question, Burnison's insights definitely provided all of us with a special moment in time. Enjoy your summer! #highered #higheredleadership #collegesanduniversities #personalattention https://lnkd.in/gX9mZrCa
SPECIAL Moment in Time
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