For the first time in history, four generations are working side by side. Although different values, experiences, styles, and activities may sometimes create misunderstandings and frustrations, organizations that choose to develop leadership across the generations will gain a competitive edge.
In the short term, 70 million Baby Boomers will retire. Generation X, an age group with different values and priorities than Boomers, will assume leadership positions. The second half of the Millennials (referred to as Generation Z) will… Read More >
When I interview for executive coaching assignments, I must address these two questions for the prospective client and the organization that is supporting this coaching:
What is the individual's Return on Investment?
What… Read More >
'Firefighting' Leadership Style Doesn't Work
INTERVIEW SERIES: CONSERVATION
Waldron, the Seattle office of Career Partners International, recently launched an interview series with CEOs, Executive Directors, and other leaders to find out their thoughts on management and talent. Our first series focused on Community Foundations, and this second series continues with a focus on Conservation organizations. (The following compilation of these interviews includes prominent leaders of Conservation organizations.) The interviews give us a glimpse into their experiences, and an opportunit… Read More >
Published October 5, 2014. bostonglobe.com/The Boston Globe (original article can be viewed here)
Q. There is plenty of information about getting prepared to go out on maternity leave. But how do I come back into a leadership role, act professionally, focus on work, and n… Read More >
Executives who’ve been out of work for more than a year and are looking for jobs face two big challenges: They’re competing with employed professionals, as well as applicants who’ve been out of work for less time. But a year is not an unusually long time to be out of work for execs. The average length of unemployment for them is nine to 12 months. It takes executives longer, on average, because they often have non-compete clauses in their severance agreements preventing them from working for a competitor for a year; there are fewer executive jobs than non-exec jobs and employers vet these candidates slowly because they’re costly.… Read More >
Gone are the days when above-market investment returns can be achieved through financial engineering alone. Clearly the financial expertise of a private equity partner can fuel the next-stage growth of a company, but today’s investors are keenly aware that operational expertise is also critical to the growth and profitability of platform companies.
If your investment horizon is three to five years, you have six months (and certainly no longer than a year) to get top leadership right at your platform companies or they will under-perform compared to investment expe… Read More >
This article appeared on Human Resource Executive Online.
Most companies have core values that revolve around quality and employee satisfaction, but I've seen over the years how many miss an important opportunity to reflect those values in their approach to outplacement.
Organizations I work with offer professional-career-transition services to individuals leaving the organization (albeit some more systematically and consistently than others), and all seem confident enough of a good return on their investment to continue providing the benefit. What has… Read More >
Remember your first experiences with baseball, such as joining the local team, or the first time you sat before a piano? What was the key to success? You probably answered, a great coach.
Your coach’s job was to teach you the basics of playing, and after that, to help you hone your skills. The process usually included observing you at play, assessing strengths and areas for improvement and helping you to see what the coach observed. A coach, seeing opportunities for skill building, would spend hours assisting you to achieve new levels of success. During some of these h… Read More >
Many interviewers will open the interview with the open ended prompt “Tell me about yourself…” Interviewees often find this question to be particularly difficult to answer but with preparation it offers an opportunity to highlight your skills and focus the interview on your strengths.
Responding with a tight, relevant, and compelling answer sets the tempo for a great interview, but launching into an unstructured monolog can cast a very different, and not nearly as positive, tone for the rest of the meeting. Your respons… Read More >