career development

Too Little Too Late…

3 Minute Read

Recently, a client had a key employee resign unexpectedly, and they were left scratching their heads wondering what went wrong. They had big plans for this employee in the future.  In fact, they had discussed this during many of our leadership team group sessions.  When the employee put in his resignation, it felt a bit like a punch in the gut. The leadership team felt that they had invested so much time into this employee. They asked us to conduct an exit interview in hopes of learning from the situation, so they don’t repeat the same mistakes.

During the exit interview, the employee reported that he felt like he had plateaued in his current role. And he wasn’t sure what career path the company had in mind for him. It made our hearts sink a little because we heard the leaders of the organization discuss the plans for his future. But they quickly discovered that they never clearly laid out that plan to the most important person: THE EMPLOYEE!

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4 Easy Ways to Develop Bench Strength

5 Minute Read

If you’re a business leader, it’s safe to believe that you understand the need for, and the benefits of, succession planning. So, for the purpose of this article, we won’t spend much time addressing them. What we will highlight, however, are a few ingredients that are necessary in order to develop bench strength for your key employees. In sports, the definition of bench strength is “the quality and number of players available to substitute during the game”. In business, there’s a bit more focus on the quality piece; but really, the concept is the same. The purpose is to have people ready to step into a different role when a leadership or key position becomes available or when a new role is needed.

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Have You Created Your Individual Development Plan?

4 Minute Read

If you do research on how to create an individual development plan (IDP), you’ll probably notice that the advice you find is typically offered to a leader or manager, helping to develop an IDP for their employee.

They all start with the notion that first, you should know where the business is going and then talk with your employee about the future. Next, it’ll walk you through determining what the person is missing (gap analysis). Finally, it ends with creating a training plan and applying it. You might even find some lists that have a few more steps, but the majority contain at least those steps.

But why wait for your manager to create an Individual Development Plan?

Managers are busy. Sometimes they are lucky to get 1:1 meetings done, let alone helping someone write a plan to develop their career. So our advice? Take your future into your own hands and get started.

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#AskRevela – Developing Employees

4 Minute Read

Let us be your leadership “Google.” Ask Revela!

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Who is responsible for your career development?

3 Minute Read

There are all kinds of studies that show the main reasons people leave their jobs. One of the top reasons in almost every study is for lack of career development. So as an employee, you might ask yourself, “Who is responsible for my career development?”

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Keeping The Saw Sharp

2 Minute Read

One of my favorite quotes comes from Abe Lincoln.  He is cited as saying, “If I had six hours to chop down a tree, I’d spend the first four hours sharpening the axe.” Basically, he would spend two-thirds of his time improving the tools that make him effective at his work. Sounds easy, but how can a person remember to spend time sharpening instead of continuing to struggle through life’s daily challenges?

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