Nathan Magnuson

JANUARY 28, 2013

January 28, 2013. A good rule of thumb is to match mentees with mentors who are 1-2 steps ahead of them in terms of career level, competency, certification, etc. One effective method is to give a short in-person presentation at a town hall or community meeting to generate broad visibility. by Nathan Magnuson. Dan Miller.

Mentor 186

Mentor How To Human Resources Objective 186

Strategy Driven

NOVEMBER 27, 2014

Their presence in top management positions today remains below 9 percent. America ranks number six in women’s economic participation and opportunity on the World Economic Forum’s 2013 Gender Gap Index of 136 countries. The development of talent within an organization is critical to long-term competitiveness. percent of the U.S.

Diversity 66

Diversity Competitive Advantage Participative Committee 66

Strategy Driven

NOVEMBER 6, 2013

As a leader and manager, it is quite likely at some point during your career that you will encounter employees with personal problems. New managers often carry a naive belief that the personal issues of employees are irrelevant to their performance on the job and something that can be ignored. According to the U.S.

Efficiency 50

Efficiency Short-term Long-term Stress 50

Strategy Driven

OCTOBER 30, 2013

I believe the behavior of strategy tourists offer us a very useful career guide. Focus obsessively on the short run. Define long term ‘something we can focus on once the basics are in place.’ Try to join as many steering committees as possible, but avoid taking on responsibility as a sponsor or project manager.

Strategy 59

Strategy Strategic Planning Porter Simon 59

Harvard Business Review

JANUARY 3, 2013

Easing into the New Year, one big hope we have for 2013 is that women continue to bridge the gender gap in terms of pay equality and access to leadership positions. But career choice does not fully explain The Pay Paradox. Unfortunately, it also leads many of us wonder if the struggle for career parity is truly worth it.

Leadership Pipeline 8

Leadership Pipeline Short-term Venture Funding Career 8

Strategy Driven

OCTOBER 16, 2013

They learned and practiced how to communicate effectively and resolve conflicts, build teams to succeed, lead meetings that didn’t waste time, lead change that would stick, walk the talk with our organizational values, and finally how to engage and manage our talent. Copyright 2007-2013 by StrategyDriven Enterprises, LLC.

Leadership 64

Leadership Training Peer Review Budgeting 64

Harvard Business Review

APRIL 28, 2015

Most Western executives have limited exposure to a frontier market until they are relatively senior in their careers. For example, I once helped survey US global money managers. Spending time early in your career in a frontier market has a lasting impact on all your subsequent management decisions.

Marketing 8

Marketing Career Wireless Decentralization 8

Harvard Business Review

JANUARY 5, 2016

When I work with employers to develop return-to-work programs for professionals re-entering the workforce after a career break, one key question always arises: “Where do we find these returning professionals?” With the large numbers of returning professionals and other career transitioner populations (e.g.

Career 8

Career Short-term Follow-up Consultative 8

LDRLB

MAY 26, 2014

Talk about some of the ideas that kind of led you both to wanting to write this book, and then we’ll get into what this term big bang disruption means. It’s kind of like the old model of how people come to terms with terminal illness; they go through those stages of grief. I’ve really enjoyed that for this book. LARRY: Sure.

Early Adopters 60

Early Adopters Rogers Disruptive Innovation Innovation 60

Harvard Business Review

OCTOBER 2, 2014

Hiring managers often view newcomers to their organizations as not only long-term assets but also short-term burdens: people who need to be inducted, trained, and given lighter loads as they get up to speed, inevitably slowing everyone else down. Take Jeff, an IT manager at the financial services firm Vanguard.

Team 12

Team Learning Curve Long-term Short-term 12

Harvard Business Review

FEBRUARY 24, 2014

In mid-September 2013, 10 professionals returning from multi-year career breaks walked into 270 Park Avenue in New York City to begin the J.P. In the six years I have been tracking return-to-work programs, I have never seen five, new, big-employer returning professional internship programs debut in such a short span.

Ulrich 8

Ulrich Cooper Gordon Diversity 8

Harvard Business Review

FEBRUARY 19, 2018

We turn to productivity tools or apps that promise to help us manage mounting pressures or we look for ways to alleviate our discomfort: find a different job, hire a new employee to take on an increased workload, or switch careers. But these solutions are often temporary and ineffective.

Stress 15

Stress Root Cause Analysis Learning-by-Doing Globalization 15

Harvard Business Review

NOVEMBER 5, 2015

employees who successfully completed our survey between July 2013 and July 2015. job title, location, years of experience, education, company size, management responsibilities, skills, etc.), The gender pay gap widens as women advance in their careers. ” Working mothers are getting the short end of the stick.

Short-term 8

Short-term Mentor Training Education 8

Harvard Business Review

FEBRUARY 28, 2017

Disadvantages at the referral stage may also affect career outcomes that are further downstream (e.g., Unfortunately, companies often do not systematically evaluate how referrals relate to longer-term employee outcomes, or whether it varies across different groups of people. promotions, assignments, job satisfaction).

Reference 8

Reference Sample Participative Diversity 8

Harvard Business Review

JULY 15, 2015

One of the biggest challenges a company can face is changing people’s behavior — getting them to collaborate and be humble, for example, or put the company’s long-term interests first. We succeeded, but by 2013 we worried that we had taken our focus on results too far. But we knew all this was just a starting point.

Resistance 8

Resistance Long-term Short-term Self-aware 8

Harvard Business Review

SEPTEMBER 27, 2016

In a 2013 Deloitte survey of executives at large companies, 39% said they were either “barely able” or “unable” to meet their needs for talent. In a recent interview, Benko discussed AT&T’s efforts and offered advice for HR leaders and individual managers on how today’s workforce can avoid obsolescence.

Skills 8

Skills Company Core Competence Career 8

Harvard Business Review

DECEMBER 29, 2014

This is the time to “think small”— both in terms of the number of objectives and the timeframe in which you plan to accomplish them, according to Weintraub. Your ultimate aim is to “move your organization forward and propel your career,” he says. Career planning Article. Be realistic.

Goal 13

Goal CAGR Career Open-book 13

Harvard Business Review

OCTOBER 25, 2017

Imagine that you are choosing between two similar mutual funds, one managed by Marcus and the other by Tanya. We analyzed 3,520 recommendations by 1,550 recommenders of buy and short-sell recommendations for stocks listed on a U.S. exchange over a six-year period (2008 to 2013). Tooga/Getty Images.

Objective 8

Objective Metrics Sample Hedge 8

Harvard Business Review

AUGUST 9, 2017

In 2013 an activist investor criticized the board at ConMed for a “ culture of nepotism, patronage, and dystopian corporate governance.” They should also consider better documenting directors’ careers and participation. ” Director Stephen Mandia, who had served on the board for 12 years, departed shortly after.

Reputation 8

Reputation Media Consensus Long-term 8

Harvard Business Review

MARCH 12, 2018

They struggle to see how their labor contributes directly to the performance of the corporation, or how it helps the progress of their career. What happened to being rewarded for consistent, quality work over the long-term? His biceps were visible under his t-shirt and his short hair was still wet from exercise.

CEO 8

CEO Company Sports Fashion 8

Harvard Business Review

JANUARY 20, 2014

What to do, then, to prevent new parents from reverting to ingrained, gendered behavior patterns, replete with disappointment, exhaustion, derailed careers, and worse? Bigger paychecks for wives give husbands more power to choose jobs and careers that offer flexibility. There’s good news, though, on this front.

Bond 8

Bond Long-term Health Care Organizational Behavior 8

Harvard Business Review

JANUARY 19, 2015

When you borrow talent, you obtain what you need more cost effectively than hiring it and without making a long-term commitment; and when you lend talent you’re offering your stars and high-potentials new opportunities for growth and development that they might not otherwise get within the confines of your organization.

CFO 8

CFO Leadership Development Telecommunications Cost 8

Harvard Business Review

JULY 14, 2016

But because emotional communities are held together as much by the likes as by the dislikes of members, they can be unpredictable and difficult to manage. Emotional communities will emerge in organizations, whether management likes it or not, and will have a life of their own.

Innovation 8

Innovation Diversity Bond Participative 8