While most talented employees inevitably find their way up the company ladder, many others get stuck in dead-end jobs and trapped in a comfort zone that does not help them get ahead. What can those with high potential do to ensure they are challenged, developed and ultimately successful in their careers?
Do you know high-potential executives who just aren’t working their way up the corporate ladder? 360-degree reviews may be the solution.
Workforce Magazine’s, Todd Henneman, interviewed Robert as part of the research for his latest article Analyzing the Analysts, written for Human Resources professionals who need to assess which consultants will bring the necessary value to their organizations. How Robert has distinguished himself from the throng of consultants out there, is how this article begins. We couldn’t be more pleased.
Kent State University’s College of Business Administration has listed Robert’s CEO Think Blog in their latest blog post 60 Resources for Getting Your EMBA and the Career You Want under the Leadership tab. This blog post is created as a resource for current, potential and past students to help them become better business professionals. They especially like our site as a resource in that we touch on a wide range of topics from communications to finance. “We truly believe that your work is an essential asset that each of our students – past, present and future – should access.” We’re delighted that they believe this!
Squeamish bosses who are uncomfortable with their authority are setting themselves up for failure. Leaders must embrace their role and set the expectation that everyone on their team is a subordinate who must deliver on their responsibilities.
As soon as we become managers, it’s not just our own performance that counts. Our team’s performance counts just as much, or more. So how do we get them focused on the right things and making the most of every minute they work? This article lays out one of the biggest, most important tools every manager must use.
Your company may be suffering from a genuine talent shortage. It may be suffering from a flawed hiring process. It may be one or the other or even both, but the end result will be the same: Companies that can’t find creative ways to find the employees they need can’t grow.
Too many managers and leaders spend all their time and effort using what they already know to help their company. That sounds like a good thing, and it is in the short term. The problem is that soon the company grows, and needs new ideas and solutions. The manager who has not anticipated this and has not grown their own knowledge base is less able to help their company. That’s bad for the company and bad for their career. This article gives specific, practical steps for any manager or executive to put themselves on a self-guided learning program.
The most effective way to interview with the CEO for a C Suite position isn’t about the questions the CEO will ask, nor how effectively the candidate prepares her answers. The best approach is a collaborative conversation.
There are times when a CEO should step down and replace himself. Steve Ballmer, CEO of Microsoft is doing just that. I’m a big believer in CEOs. They can do great things, and can adapt amazingly—if they have the energy and choose to change. My work is all about helping CEOs step up their game. But many CEOs, usually in tough times, wonder if they should hang it up.
Robert Sher is founding principal of CEO to CEO, a consulting firm of former chief executives that improves the leadership infrastructure of midsized companies seeking to accelerate their performance. He was chief executive of Bentley Publishing Group from 1984 to 2006 and steered the firm to become a leading player in its industry (decorative art publishing).