Executive Spotlight: How To Develop Top Talent At Your Organization

Executive Spotlight: How To Develop Top Talent At Your Organization

In today’s rapidly evolving business landscape, the difference between thriving organizations and those merely surviving is their ability to cultivate and nurture top talent. With the right talent development strategy, a company will foster the growth and success of its most valuable asset—its people—empowering the organization to rise to new heights of excellence and innovation. How can your organization effectively harness and develop its top talent to not only meet the challenges of today but also shape a brighter future?

We recently asked our leading executives for their best tips on how to develop top talent at an organization.

Here are their responses…

John Schembari, Senior Education Academic And Operations Executive

To develop top talent within an organization, CEOs/boards should think strategically and comprehensively about organizational needs and who on staff has talent in those areas—think “succession plan.” After this, provide staff members who show promise with opportunities to work on some mid-high profile leadership projects.

Recognize, however, that these individuals may struggle on these projects from time to time (imposter syndrome) and that leadership can be a lonely activity so provide ongoing leadership coaching and feedback from non-evaluative leadership facilitators. At the same time, provide ongoing opportunities for top talent to collaborate/work together on projects (meet weekly/bi-monthly) and to engage in problem-of-practice consultancies facilitated by the CEO/senior administration.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Talent development, identifying top talent concept

Developing top talent in an organization is a critical aspect of effective talent management and long-term success. As an expert, I can offer guidance on how to nurture and grow your top talent:

  1. Identify High-Potential Employees: First, identify employees with high potential and the desire to grow within the organization. Look for individuals who consistently excel in their roles, demonstrate leadership qualities, and show a willingness to take on new challenges.
  2. Create Individual Development Plans: Work with each high-potential employee to create personalized development plans tailored to their strengths, areas for improvement, and career aspirations. These plans should outline specific learning objectives, milestones, and timelines.
  3. Provide Challenging Opportunities: Offer top talent challenging assignments, projects, and stretch goals that allow them to develop new skills and capabilities. Exposure to diverse experiences will help them grow both professionally and personally.
  4. Offer Training and Development Programs: Invest in training and development programs that align with the organization’s goals and the individual needs of top talent. These programs may include workshops, seminars, online courses, and leadership development initiatives.
  5. Encourage Mentoring and Coaching: Pair high-potential employees with experienced mentors or coaches who can provide guidance, support, and constructive feedback. Mentoring relationships can significantly enhance professional growth and knowledge transfer.
  6. Promote a Learning Culture: Foster a culture of continuous learning and improvement within the organization. Encourage employees at all levels to seek out learning opportunities and share knowledge with their colleagues.
  7. Provide Regular Feedback: Regularly provide feedback and performance evaluations to top talent. Offer constructive criticism and recognition for their achievements to motivate them to continue excelling.
  8. Encourage Collaboration and Networking: Promote collaboration among employees and encourage top talent to build relationships with peers, leaders, and professionals outside the organization. Networking can lead to new perspectives and opportunities for growth.
  9. Support Work-Life Balance: Recognize the importance of work-life balance in talent development. Encourage employees to take time for personal well-being, which can enhance their overall performance and productivity.
  10. Offer Growth Opportunities: Demonstrate the organization’s commitment to the growth and advancement of top talent by offering opportunities for career progression, promotions, and lateral moves to expand their skill sets.
  11. Recognize and Reward Excellence: Recognize and reward top performers to reinforce their positive behavior and contributions. This recognition can be in the form of promotions, bonuses, public acknowledgments, or other forms of appreciation.
  12. Stay Current with Industry Trends: Encourage top talent to stay informed about industry trends, best practices, and emerging technologies. This knowledge will empower them to contribute innovative ideas and solutions to the organization.

By implementing these strategies, organizations can develop and retain top talent, fostering a culture of excellence and continuous improvement. Investing in employee development not only benefits the individuals but also contributes to the organization’s long-term success and competitiveness.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Talent development program concept

Developing top talent isn’t about cookie-cutter plans or following the herd. It’s about daring to disrupt the traditional norms and reimagining what talent development means. Start by unearthing the hidden gems within your organization—those unconventional thinkers who might not fit the mold but possess raw potential.

Instead of confining them to standard roles, empower them to lead projects challenging the status quo. Encourage them to cross-pollinate ideas across departments, even if it initially seems unconventional. And forget about the safe zone—throw them into the deep end with assignments that stretch their abilities and force them to innovate.

Unleash the mavericks! Developing top talent demands audacity; it’s about unearthing those hidden gems that defy convention and challenging them to reshape the future. Hunt for the quiet rebels, the unsung heroes buried within your ranks—they’re the ones who shatter ceilings and obliterate limits.

But don’t just hand them a roadmap; fuel their fire with opportunities that spark evolution. Plunge them into the heart of projects that teeter on the edge of what’s possible. Let them wrestle with complexity, for it’s in those battles that innovation is forged.

Traditional mentors are out; disruptive allies are in. Pair your talent with unconventional guides—artists, scientists, anyone who can spark new neural connections. Disruption doesn’t come from the familiar.

Embrace reverse mentorship, where the rising talent teaches the established leaders a thing or two about new technologies, fresh perspectives, and the changing workforce. Shake up the routine by hosting “failure parties” to celebrate the risks taken and the lessons learned because failure is the ultimate teacher in a disruptive world.

  • Succession planning. Integrate top talent development into succession planning. Identify potential future leaders and groom them for leadership roles within the organization.
  • Create exposure. The C-suite demands holistic understanding. Rotate them through diverse departments and projects. Make them adaptable, agile thinkers.
  • Instill strategic thinking. The C-suite isn’t just about operations; it’s about shaping the future. Provide opportunities for crafting and executing strategies.
  • Leadership crucible. Assign high-pressure leadership roles. They’ll hone their decision-making, crisis management, and people skills here.

Remember, developing top talent is an ongoing process that requires commitment, patience, and a genuine investment in your employees’ growth. By fostering a culture of learning and empowerment, organizations can create an environment where top talent thrives and contributes to long-term success.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lisa Perry, Global Marketing Executive

Talent development, career growth concept

In today’s competitive business landscape, the success of an organization hinges on the quality of its talent. Attracting and retaining top-tier professionals is only the beginning; the real challenge lies in developing that talent to its fullest potential. A strategic approach to nurturing and honing the skills of your employees can create a workforce that not only meets current demands but also drives innovation and growth for years to come. Let’s delve into key strategies for developing top talent within your organization.

Cultivate a Learning Culture

A learning culture is the cornerstone of talent development. Encourage continuous learning by providing opportunities for employees to acquire new skills, attend workshops, and access online resources. Support them in pursuing certifications and advanced degrees that align with their career paths. When employees feel that learning and growth are valued within the organization, they are more likely to invest time and effort into their own development.

Personalized Development Plans

I’ve seen that a one-size-fits-all approach to talent development is a thing of the past. Each employee has unique strengths, weaknesses, and aspirations. Work with them to create personalized development plans that align with both their career goals and the organization’s needs. Regularly revisit and update these plans to ensure they remain relevant and challenging.

Dual Mentoring and Coaching for Holistic Growth

Implementing a dual mentorship program that pairs seasoned top executives with rising talents facilitates a two-way exchange of insights. On one hand, top executives provide invaluable guidance and strategic direction to their mentees, helping them navigate challenges and cultivate skills. On the other hand, these executives gain fresh perspectives from their mentees, reconnecting them with the pulse of the organization and innovative ideas.

Stretch Assignments

Give high-potential employees the opportunity to step outside their comfort zones by assigning them tasks or projects that require them to develop new skills. Stretch assignments challenge individuals to rise to the occasion, fostering both skill growth and confidence. These experiences also help identify emerging leaders within the organization.

Regular Feedback and Performance Reviews

Transparent and constructive feedback is essential for growth. Implement regular performance reviews that go beyond annual evaluations. Provide timely feedback on accomplishments and areas for improvement. Create a safe space for employees to discuss their career goals and express any concerns they might have.

Skill Development Workshops

Host workshops and training sessions that target specific skills relevant to the organization’s objectives. Whether it’s leadership skills, technical expertise, or soft skills like communication and teamwork, investing in these workshops empowers employees to contribute more effectively to their teams and the organization as a whole.

Recognition and Rewards

Recognizing and rewarding outstanding performance not only boosts morale but also incentivizes continuous improvement. Implement a recognition program that highlights exceptional achievements and encourages others to aim for excellence. This recognition can come in various forms, from monetary rewards to public acknowledgments.

Opportunities for Career Progression

Top talent seeks growth opportunities. Establish clear career paths within the organization, complete with advancement criteria. Provide a roadmap that enables employees to visualize their trajectory and the steps required to reach the next level. This fosters a sense of purpose and commitment to long-term growth.

Collaborative Projects

Encourage cross-functional collaboration on projects that require employees to work with colleagues from different departments. This not only exposes them to diverse perspectives but also cultivates teamwork and adaptability—crucial skills for career advancement.

Empower Decision-Making

Provide employees with opportunities to make decisions and take ownership of projects. Empowerment fosters a sense of responsibility and accountability, encouraging individuals to develop problem-solving skills and strategic thinking.

Developing top talent is an investment in the future success of your organization. By nurturing the growth of your employees, you’re not only shaping their careers but also contributing to the long-term success of your organization in an increasingly dynamic and competitive world.

To delve deeper into strategies that foster talent growth and organizational excellence, I invite you to explore my book, “How to Develop a Brand Strategy,” which provides a step-by-step guide to crafting a robust brand strategy that aligns with your business goals. Just as nurturing talent propels businesses forward, a strong brand strategy propels your organization to stand out in the market.

Lisa Perry helps companies drive revenue by using consumer trends, insights, and data analytics to innovate their approach to marketing.

How do you develop top talent at your organization? Join the conversation inside Work It Daily’s Executive Program.

How To Improve Your Leadership Skills And Climb The Ladder

How To Improve Your Leadership Skills And Climb The Ladder

From Bonaparte to Branson, the history books are peppered with charismatic leaders. Although some leaders are more successful than others, there are certain characteristics that make up the DNA of almost all influential head honchos.

They’re assertive, adaptable, assiduous, and intelligent.

They’re adept at overcoming adversity, prepared to laugh in the face of fear, and they’re not afraid to get their hands dirty. Quite simply, they’re the ones hanging around the office long after everyone has departed, leading by example, poring over the figures, or dreaming up new ventures to make their millions.

In your own work life, you may harbor ambitions to achieve success on the same scale as a Rockefeller—but pesky scientists have potentially thrown a spanner in the works. According to a study, leaders such as Sir Winston Churchill and Margaret Thatcher had brains wired differently from the majority, making them destined to lead successfully.

This leadership predilection, it seems, stems from more brain power in areas that control decision-making and memory, which gives them the edge when making difficult judgment calls. Crucially, this research may prompt an organization to carry out tests to determine which of its employees possesses the “leadership gene” and offer the appropriate training.

What can you do to ensure you give yourself the best shot at becoming a leader and climbing the ladder?

Enroll In A Management And Leadership Course

Man on computer enrolling in a leadership course to sharpen his leadership skills and climb the ladder at work

Although eggheads claim great leaders are born with the ability to show the way, they are unquestionably few and far between.

Consequently, you can attempt to get ahead of the curve with a quality education. By enrolling in a management and leadership course, you can take steps to improve the key principles required to successfully lead a team.

Seize The Initiative

Woman sharpening her leadership skills by speaking up and sharing her opinion in an office meeting

If you’re a bit of a wallflower in the workplace, it’s unlikely your boss will give you responsibilities that require you to be assertive and lead a team. As a result, it’s important to grab the bull by the horns, take yourself out of your comfort zone, and ask for more responsibilities.

Far from being clichéd, if you go above and beyond, it proves you have what it takes to grow in your career.

Understand Delegation

Man sharpening his leadership skills by delegating work to his team at work during a meeting

As said by the American philanthropist and entrepreneur Eli Broad, “The inability to delegate is one of the biggest problems I see with managers at all levels.”

Most successful leaders refuse to micromanage their employees, instead preferring to delegate tasks, empowering workers and making them feel more involved in the overarching goals of the organization.

Doing these three things—enrolling in a management and leadership course, seizing the initiative, and delegating tasks—will help you stand out from others at work and establish yourself as a leader. Start improving your leadership skills today!

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Building A Strong Community For Career Success: A Path To Elevate Your Trajectory

Building A Strong Community For Career Success: A Path To Elevate Your Trajectory

In a world where life’s challenges seem to test us at every turn, I embarked on a transformative journey over five years ago—a journey that has led me to embrace the power of an abundance mindset. As a thirty-something striving to find my way in a fast-paced and demanding world, I’ve learned firsthand that progress is a product of practice, patience (not exactly my forte), and rewiring my thought patterns. Yet, amid this personal evolution, I stumbled upon a game-changer, a hidden gem that propelled my growth to astonishing heights: community.

I’ve experienced firsthand how building a strong network of like-minded individuals who support and challenge you can elevate both your career and personal trajectory. It’s not just about having the right people in your network, but also knowing how to network effectively. Let’s dive into the key elements that can help you foster a community for your career and personal success.

Surrounding Yourself With The Right People

Happy coworkers at work

I’ve learned the importance of surrounding myself with diverse individuals who share my passions and vision. Seeking out mentors, colleagues, and friends who can offer valuable insights and constructive feedback has been invaluable to my professional growth. Beyond traditional settings, I’ve engaged with people from various industries and backgrounds to gain fresh perspectives.

Leveraging Social Media

Man uses social media to try to find the name of a hiring manager

In today’s digital age, social media platforms have become powerful tools for networking. Platforms like LinkedIn, Twitter, and even TikTok have connected me with industry leaders, potential employers, and peers who share my interests. Engaging in meaningful conversations, sharing my expertise, and participating in relevant groups have allowed me to expand my reach and connect with like-minded professionals.

When utilizing social media, I can relate to those who are “over it.” However, branding yourself is imperative in this day and age, even in job search/career management. Here is a quick strategy I use to keep myself in check on my social media usage.

Think of this strategy like when you go to the grocery store. If you go in with a list, you give yourself guidelines to adhere to: get in, get what you need, get out! If you don’t go with a list, things are forgotten, too many snacks are purchased and you blew your budget, and you may have to go back (eek!).

Making a simple strategy for leveraging social media will keep you focused on managing your time, protecting your mental and physical health, and keeping your productivity intact. Follow the “get in, get what you need, get out” strategy—it will keep your social media usage under control.

1.) Get in.

Lead with your content, expertise, or value-add that you want to share with your network. This provides information to your network about you, your expertise, your experiences, etc.

2.) Get what you need (networking is about supporting/nurturing others).

Create a cadence every day or week on how many reach-outs you will make. Whether it’s commenting, liking, or messaging other brands/connections, you are supporting another person’s efforts (also valuable to the trust, connection, and rapport of that individual/brand).

3.) Get out!

Log off or immediately swipe away the app on your phone so you aren’t tempted to scroll. Just don’t do it!

Attending Networking Events

Group of people at a networking event during the summer

Despite the digital era, face-to-face interactions remain crucial for building authentic connections. I’ve made it a point to attend conferences, seminars, workshops, and industry events to meet professionals in my field. Approaching these events with an open mind and a genuine interest in learning from others has helped me establish meaningful connections. Following up afterward to solidify those connections is essential.

Reciprocating And Offering Value

Manager talks to a colleague at work

Networking is a two-way street, and I’ve learned the importance of being willing to assist others in their professional pursuits. By offering insights and support, I’ve been able to build genuine relationships based on reciprocity and mutual trust. Giving back and nurturing my connections in my community has grown my confidence and has also strengthened my network.

Embracing Authenticity And Vulnerability

Woman talks to a colleague about community in her career

I have been inspired by so many different people across many industries. Why? Their authenticity and vulnerability. What you think it took to get where they are is only the tip of the iceberg on their true journey. Remember that for EVERY individual you encounter. Embracing my own journey, including the challenges I’ve faced and the lessons I’ve learned, has allowed me to foster genuine connections with others. Sharing my story has not only inspired others but also deepened the sense of community we share.

Adopting A Growth Mindset

Happy man at work adopts a growth mindset

Approaching networking with a growth mindset has been crucial for my development. Being open to new experiences, challenges, and opportunities and viewing setbacks as learning experiences rather than failures has helped me adapt and grow in my career. Can we just get rid of the word “failure”? (Asking for a friend!)

Elevating My Online Presence

Woman sends a message to a LinkedIn connection with her phone

I’ve taken steps to ensure that my online presence reflects my professional brand. Crafting a well-designed LinkedIn profile and curating content, practicing being on video (I prefer behind the camera but oh well), and maintaining consistent social media activity have enhanced my credibility and given me even more opportunities to connect with others.

Listening And Learning

Diverse group of professionals/coworkers listen and talk to each other during a work meeting

I’ve come to understand that effective networking involves active listening. STOP! Read that again! Taking the time to understand the perspectives and experiences of others and learning from their successes and challenges has enriched my own knowledge and understanding.

In conclusion, building a community for your career is about more than just collecting contacts; it’s about creating meaningful connections that support your growth and elevate your trajectory. Surrounding myself with the right people, being authentic and vulnerable, and contributing value to my community has been the key to growth. I now understand that success is not a solitary journey but a collective effort toward mutual growth and prosperity.

Ready to take your career to new heights? Start by building a community that fuels your success. Connect with like-minded individuals, embrace authenticity, and make a difference.


Why You Aren’t Living Up To Your Career Potential

Why You Aren’t Living Up To Your Career Potential

Have you ever heard someone say they are not living up to their potential? Maybe you’ve said that yourself. Maybe you’re feeling that way right now. As a 20-year career coaching veteran, I heard something this week on a podcast that is going to blow your mind regarding this concept of “not living up to your potential.”

You’re Living In The Gap, Not The Gain.

@j.t.odonnell Why you aren’t living up to your career potential. #livinguptoyourpotential #yourpotential #potential #careeradvice #gapversusgain #livegain #gap #gain #makinggains #gratitude #careercoach #coaching #careertiktok ♬ original sound – J.T. O’Donnell

In this podcast episode, they were talking about the difference between living in the gap and the gain. The gap is the space between where you are today and where you want to be (your potential). Living in the gap is when you feel like the distance between where you are today and where you want to be is so far, almost insurmountable. If you’re frustrated and/or depressed in your career, you’re living in the gap.

Successful people live in the gain. They look at where they are today and they look backward at every little thing that they’ve accomplished. They look at how they grew as a professional. They realize that if they keep doing what they’re doing, if they keep “working it daily,” they will get there. They will reach their potential. They know they will get there. They can mentally see that.

Now, what I love about this is if you add in the concept of gratitude while living in the gain, you will make living in the gain much more powerful.

Let’s say you’re living in the gap. You’re miserable. You’re not reaching your potential. And somebody says, “Just be grateful. Make a gratitude list.” It doesn’t work in the gap. It might make us feel better for a minute, but it doesn’t solve this problem.

Gratitude in the gain does. When you go back and make a list of all the smart decisions you made, all the opportunities you seized, all the things that you accomplished or learned from, and you’re grateful for all those things, you are training your brain to realize that you can get there. You can reach your potential. And if you continue to “work it daily” with a game plan using gratitude in the gain, you will crush it.

Using gratitude and a game plan while in the gain gets you to your goal.

The reason that I completely nerd out on this concept as a career coach is that the game plan part is what’s stopping people. You have to know what your unique combination of professional strengths is. You need to know what you create as value and how to leverage that value going forward.

Most people are not taught this. So, what if someone could show you how to assess your unique combination of professional strengths, help you choose a career path that you know would leverage that so that you would be satisfied, and then coached you and supported you to use gratitude in the gain to get you there?

That’s exactly what we do at Work It DAILY. We’ve built a system where we are able to get people gratitude in the gain with a customized game plan so they can go after their career goals and achieve them.

If you finally want to live in the gain so you can achieve your career potential, I encourage you to become a member today. You won’t regret it.

Life After LinkedIn: The Rise Of Micronets For Your Career

Life After LinkedIn: The Rise Of Micronets For Your Career

In a previous article, we gave you a detailed explanation of how LinkedIn has changed since it was built and why it is no longer a social network. Some people get to use it successfully as a social network, but overall it is now a social marketplace. Do you still need to be on it?

Yes.

But you also need to know what’s going to replace LinkedIn as the social network for your career.

LinkedIn Has Paved The Way For “Micronets”

You now know that LinkedIn is the modern-day yellow pages. And as it gets bigger, it’s only going to become more obvious that it’s a social marketplace. That’s why we need a social media 2.0.

We know we still need social networking, and now understand it’s just not happening on platforms like LinkedIn and Facebook anymore. And, while we know the basics of how to network online, we also need some guidelines—and a framework—to do it better.

That’s where micronets come into play.

What Is A Micronet? 

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To improve networking, we need a way to bring a tribe of people together more consistently and effectively. People need to meet or communicate on a regular basis to get to know each other. That’s the only way we can build a strong network and truly connect with one another.

This is why associations are such a big deal—they form a tribe. The problem with brick-and-mortar associations, though, is that you must attend in person to get the value. The associations you join need to be in your local area, or if they aren’t, you’re going to spend lots of money to go to a national conference, which is not realistic for most professionals.

We live in a digital world, so we want that virtual experience. We want that virtual association, that virtual community. That’s exactly what a micronet is.

We’ve Been Waiting For Micronet Technology For A Decade

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J.T. knew the business she wanted to build for Work It DAILY over 10 years ago. She knew she wanted to build a micronet so she could drop the geographic and economic boundaries for people all over the world so everyone could get great, affordable, on-demand career coaching.

She also knew all people needed was to be part of a team where they were participating with others who wanted to help each other grow their careers and really become strong in their professions.

So for the last 10 years, we have been patiently waiting for the day when this amazing technology would finally hit. This year, that technology became available.

We’ve built Work It DAILY on a micronet platform. Our members are in there every day, chatting with one another, networking by industry, job type, or geographic location. We have an 87% engagement rate. They’re attending events with one another. They’re working with career coaches, one on one, getting their LinkedIn profiles and resumes reviewed.

Everything you’ve ever wanted from a social network is now possible due to the rise of micronets. It makes the time you spend on social media valuable. The power of a micronet is that it’s a productive kind of social media.

Work It DAILY has built the micronet that picks up where LinkedIn left off. Don’t get us wrong—we love LinkedIn. We have an entire set of video tutorials that teach people how to optimize their LinkedIn profiles and get the most mileage out of them.

But there’s no way you can network on LinkedIn like you can on a micronet. With Work It DAILY’s micronet, you can use the platform to network with like-minded professionals, growing and taking control of your career. If that doesn’t sound like a positive experience, we don’t know what is.

The Future Of Social Networking Is Micronets

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J.T. predicts there will be thousands of micronets launched over the next two years. There will be a micronet for everything. Anything that you want to do better in your life, anything you want to “work it daily” on in your life, there’s going to be a micronet for that.

So, what’s the key difference between micronets and social marketplaces like LinkedIn?

Micronets are pay-to-play.

With a micronet, you pay a small fee, just like an app. But that means no pesky ads. No businesses trying to sell you their products or services. No trolls. If you’re paying to be a part of a platform like a micronet, people want to be there, and it shows.

Interested In Learning How Micronets Work?

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We set up a FREE 7-day trial for our micronet so you can get into the community and understand it. And guess what? If you have any questions about the platform or micronets in general, you can message J.T. directly when you sign up.

So what are you waiting for? Sign up today, try it out, and see what a micronet can do for your career!

This article was originally published at an earlier date.


Don’t Use “Unemployed” To Describe Yourself. Here’s Why…

Don’t Use “Unemployed” To Describe Yourself. Here’s Why…

I want to take a minute to talk about the word “unemployed.” If you’re one of the millions of Americans who are unemployed right now, I want you to listen up because I want you to stop using that word in your vocabulary from this day forward.

It is a negative word. It is a defeatist word. It sounds definitive and it drags you down and it impacts your job search.

Trust me, I know this to be true.

What I want you to do is to replace it with the term “between positions” or “between jobs” because that’s really what you are. In my book Awakening Your Inner Workplace Renegade, one of the new career rules for success is understanding that EVERY job is temporary.

In this day and age, people can have as many as nine careers in their lifetime with an average of three jobs in each one. Having gaps in employment is the new normal!

We Don’t Stay In One Career Our Entire Lives (Never Mind One Job Or Company!)

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It is natural, normal, and common for people nowadays to have parts in their lives where they will be between jobs. It’s just a fact! This means we shouldn’t feel bad about it. It is what it is. And that’s why I’d like to banish the word “unemployed” from your vocabulary.

Let’s never say that word again. If someone asks you what’s up with your career, simply say you are between jobs.

But saying you’re “between jobs” won’t make your employment problems disappear.

Many People Who Are Between Jobs Are Not Approaching The Job Search The Right Way

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Did you know the average job search in the U.S. is five months? And that’s in a good economy. Why does it take so long? Because most job seekers don’t understand the new rules for career success and how they impact their job search.

If you want your time between jobs to be as short as possible, you need to educate yourself on the best way to ensure your skills are in demand. If you want to learn how to do that, check out my book or become a Work It DAILY member, where you’ll receive affordable, on-demand career coaching that will finally help you find career satisfaction.

No More Saying That Ugly “U” Word 

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We won’t even mention it from this point forward. You are between jobs and busy learning what you need to do to speed up your job search. You can do this. Don’t let your circumstances impact your mindset.

P.S. If you are between jobs, be sure to check out my YouTube video below on the 3 words never to use in your profile headline as it relates to this same topic!

STOP Using These 3 Words On Your LinkedIn Profile

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

3 Components Of Executive Presence Every Leader Should Know

3 Components Of Executive Presence Every Leader Should Know

If you’re an executive or somebody in a leadership position, you have an executive presence. Your executive presence is your reputation. It’s what people think when you walk into a room, and what they say about you when you’re not in the room.

As a leader, actively maintaining your executive presence builds credibility, trust, and, ultimately, a following. It gives you a competitive advantage over other job candidates, allowing you to gain access to better career opportunities.

Every executive needs to think about their presence. But before you can effectively build a strategy to grow your executive presence and create tools that support it, you need to understand what your executive presence is. To start, here are three components of executive presence every leader should know…

1. Gravitas

Professional man learns about the components of executive presence

Gravitas is the first component of executive presence. It’s your chosen value. It’s how you like to create value in the world, and how you save or make an organization money to justify the cost of hiring you.

One of the factors of executive presence that corresponds with gravitas is your depth of knowledge. As an executive, you’ve gotten to where you are today because you’ve thought through a lot of situations. Developing gravitas happens naturally in your career as you gain more experience and climb the corporate ladder.

Some traits related to gravitas include practical knowledge, composure, confidence, resonance, and vision.

2. Communication

Executive thinks about her executive presence while communicating during a meeting

The second (and most important) component of executive presence is communication. How do you deliver on your value? Communication also includes things like your personality and your approach. These are the things that are going to convey your executive presence.

A factor of executive presence that corresponds with communication is your delivery of knowledge. After thinking through a lot of situations in your career, you’ve been able to communicate that evolution of thought. You’ve taken those experiences and learned and grown from them. This is the most important component of executive presence because, for leaders with an effective executive presence, communication makes up 51% of it. In other words, the effectiveness of your executive presence depends on your delivery of knowledge.

Some traits related to communication include authenticity, constraint, integrity, concern, and humility.

3. Appearance

Executive effectively conveys his executive presence during a team work meeting presentation

The last component of your executive presence is your appearance. This is how your value is interpreted. It can be physical appearance (how you dress) or it can be body language like facial expressions and hand gestures.

The final factor of executive presence that corresponds with appearance is your style of delivery. As an executive, you’ve thought through a lot of situations in your career and communicated that evolution of thought, and now appearance is the type of representation you choose to convey that message.

Some traits related to appearance include personal style, intentionality, inclusiveness, interactivity, and assertiveness.

As a leader in your industry, you have an executive presence. When others are assessing your executive presence (your reputation), they’re taking into account your gravitas, communication, and appearance. Understanding the three components of executive presence is the first step to building an effective executive presence strategy, one that will give you access to better career opportunities.

To learn more about how to build your executive presence, download our eBook, 4-Step Process for Creating Your Executive Presence Online, written by J.T. O’Donnell, founder and CEO of Work It DAILY.

Want To Build Your Executive Presence?

Work It DAILY's LinkedIn executive presence webinar hosted by J.T. O'Donnell

If you’re an executive looking to advance in your career, you need to make your executive presence a priority. This includes your online executive presence. Failing to consistently contribute online in a meaningful way will put you on the fast track to being irrelevant and forgotten.

It’s time to take control of your professional reputation. We invite you to sign up for a FREE workshop with J.T. O’Donnell, a LinkedIn Top Voice. In this 45-minute workshop, J.T. will share the five things all executives should be doing on LinkedIn right now to ensure they remain at the top of their fields.

J.T. will explain:

  • How LinkedIn is evolving and what you need to know to stay relevant and in demand.
  • Simple changes to your LinkedIn profile settings that will yield immediate results.
  • How to get more of the right people asking to connect with you on the platform.
  • The secret weapon that will ensure you make the most of LinkedIn’s recent algorithm changes.
  • And a lot more!

Can’t attend live? No worries.

Sign up and we’ll send you the recording after the event.

We hope to see you there!


How To Use A Career Coach In 2023

How To Use A Career Coach In 2023

In today’s competitive job market, you may be wondering how to use career coaching to your advantage, or if you need a career coach at all. Here’s the truth: the key to getting ahead in your career is career coaching, and it’s easier than you think to get the help you deserve.

Society raised us to think that if you need a career coach, there’s something wrong with you. There must be a problem. You’re not hireable. So now everyone thinks that they need to do this all by themselves. But dentists, doctors, lawyers, accountants, personal trainers—all these specialists out there—they help us get results, more results than we could get on our own.

Career coaches are no different.

You Need Career Coaching That’s Affordable, Easily Accessible, & Available On Demand

@j.t.odonnell How to use a career coach. ♥️ For only $9/month! #careercoach #careercoachontiktok #careercoachtok #careeradvice #careerhelp #careermode #career ♬ original sound – J.T. O’Donnell

But here’s the thing: career coaching needs to be affordable. After we pay all our bills at the end of the month, there’s not a lot of money left over, if any. And the last thing we want to do is spend hundreds, sometimes thousands of dollars, on career coaches.

Traditional career coaches charge so much because they use the theory that says customers who spend more money are more likely to be satisfied because they don’t want to look stupid and say that they overpaid for a product or a service. There’s a whole marketing ploy about this pricing strategy. So most career coaches price themselves really, really high. But the right career coaching for you is affordable and effective—and it does exist.

Not only does career coaching have to be affordable in 2023, but it also has to be easily accessible and available on demand. When you work with a traditional career coach, they sit down with you for an hour. And maybe they get you all hyped up for an hour, but then you’re all alone again.

What you really need is a career coach every single day. But who can afford hundreds of dollars every single day? This is why only executives and wealthy people ever use career coaches.

Until now.

At Work It DAILY, we have been building something special for the last two years. What we realized was you don’t need an hour of our time. You need a few minutes of our time every day, and you need a place to go that’s private and secure, where you can log in, talk with like-minded people, vent your frustrations, and access materials from trained career experts. You need a place where you can do the things you need to do to figure out and solve your career problems and move ahead, whether that’s choosing a career path, getting a new job, getting a promotion, dealing with your manager, dealing with co-workers, or changing careers.

So, we built our premium membership that combines coaching, courses, and community. It’s private, affordable, and ad-free, and every resource (including career coaching) is easily accessible and available on demand.

We created the Work It DAILY premium membership to help you get the career results you deserve. We are disrupting the industry to prove that good career coaching does not need to be expensive.

So if you need career coaching, come join me inside Work It DAILY. Getting the career help you need has never been easier.

The 4 Phases Of Career Development: Which Phase Are You In?

As a professional, career development can be a difficult concept to grasp, and an even harder one to put into action. I’m here to simplify it for you: there are four phases of career development every professional should know, and they are the keys to building a successful and satisfying career.

4 Phases Of Career Development (And How To Make The Cycle Easier)

@j.t.odonnell 98% of people make this career mistake #careermistake #careermistakes #careeradvice #careermode #career #careertiktok #careerhelp #careerchoicehelp #careerchoice #chooseyourcareer ♬ original sound – J.T. O’Donnell

Here are the four phases of career development you should know:

  • Phase 1: Choosing a Career Path or Direction
  • Phase 2: Getting a Job
  • Phase 3: Developing Your Career
  • Phase 4: Deciding to Change Jobs or Make a Career Change

Once you complete the fourth phase, the cycle starts over again. So at any given point, you will be in one of these four phases from the time you start working until the time you retire.

The key to making this cycle easier is to narrow in on two things:

  1. A problem that’s bigger than yourself that you would love to solve
  2. Your unique combination of professional strengths that could help solve it

When you dial into these two factors, you will be able to catapult your success and satisfaction because you’ll be doing work that matters to you, and you’ll be so amazing at that work that people will take notice and you will grow and you will get what you want.

So how do you do this? Well, it starts with that first phase.

Most people were never taught how to properly choose a career path or direction. So, as a result, we usually make the mistake of falling victim to “the first job that comes along” syndrome. We take the first job that comes along that seems reasonably exciting and a match, and then we quickly figure out the job is not for us. So we look for a new job, and we make the same mistake again, and again, and again.

Fast forward five years, a decade, 15 years, and suddenly we’re in a career crisis because we know we want to do something else but we have all this experience doing one thing. And the kind of experience we have usually dictates what kind of job we can get going forward.

I want you to avoid this cycle. And if you’re in this cycle, I want you to break it.

Now, the best way to do that is to go through a free, hour-long workshop called “How To Choose Your Career (In 5 Simple Steps).” It’s going to help you understand what you have to assess about yourself and then how to narrow in on those options so that you can make an informed decision and choose a career path that will work for you.

I know you’re stuck. I know you’re frustrated. And I know it’s because you didn’t get Phase 1 right. And we’re going to fix it now. Let’s do this together. Go get ’em.

Need more help with your career?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

Building A Strong Community For Career Success: A Path To Elevate Your Trajectory

The #1 Career Skill Every Professional Needs

As a career coach, I get asked all the time what the number one skill or trait is that people need most to be insanely successful—you know, what it takes to become the next Oprah or Richard Branson.

I’ve spent years working with thousands of people who have been deeply dissatisfied and unhappy with their career success level.

When I’ve compared them to people I’ve worked with who’ve become extremely successful, along with people like Oprah and Richard Branson, I’ve noticed that these people possess one very specific skill/trait.

It’s something they’ve developed within themselves. It’s not something they were born with.

This is good news for you because anyone can adopt this skill and learn how to execute on it. When you get really good at it, you’ll be able to catapult—to quantum leap—your success.

So, what is this big thing?

#1 Career Skill: “Dropping The Rocks”

Professional man on computer finds career success after developing a key skill

If you want to be successful in your career, you need to learn a skill called “dropping the rocks.”

What do I mean by that? Well, there is a process you go through in your career called “Experience + Learn = Grow.” It’s something I teach to all our Work It DAILY members. Every time you have an experience in your career, you process it, look at it, and learn from it.

When most people who stay dissatisfied and unsuccessful in their careers have an experience, they typically process it, attach emotion to it, and put this emotion into what we call their “career narrative.” This is the story that runs in your head.

People take these experiences and put them into their career narrative like rocks. The problem I have with this is that while you’ve experienced something, and you’ve learned something from it, you actually haven’t grown.

So, here’s this “rock”—that failure that you had—that you haven’t processed. Then you have another thing happen to you, and you don’t really process it either. And then another.

And you keep going, going, and going. What I’ve found is that people who aren’t successful, who are deeply dissatisfied in their career, have a pile of these rocks.

Imagine walking around with a bucket of rocks 24 hours a day, seven days a week.

That’s what you’re doing in your head. You’ve got nothing but a bunch of rocks dragging your career down. It crushes your confidence and holds you back from achieving things.

If you had all that extra weight to carry around, how fast (and far!) could you really go in your career?

Why “Dropping The Rocks” Brings Career Success

Successful people, on the other hand, process these “rocks” and actually grow. The sign that you’ve grown, and have thrown the rock away, is when you no longer attach any heavy emotion to a career experience.

Really successful people who you look at and say, “Gee, they’ve caught every break. They’re so lucky,” have had just as many challenges in their career as you—probably more—because they’ve been so much more aggressive in their career than you have.

But what they’ve really done is develop this incredible skill to process things and drop the rocks.

They experience it, they learn from it, but most importantly, they grow from it. They look at everything that’s happened to them in a positive light because if it didn’t ruin their career and it didn’t kill them, they can do something with it.

When you get really good at this, you will be amazed at how much lighter you will feel. And when you’re lighter and free of all that negativity, all those rocks that are in your head holding you back, you’ll think differently about what you can do.

You stay curious, you stay creative, you take risks, and you move forward. And that’s the very definition of those people—the Oprahs and Richard Bransons—that you aspire to be.

So, if you want to know the one skill that you should be developing in yourself right now so that you can take your career to new heights, it’s learning to “drop the rocks.” Because if you can do that, you can do anything.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Building A Strong Community For Career Success: A Path To Elevate Your Trajectory

3 Keys To Good Time Management

How often have you said, “If I only had more time,” or “I wish there were more hours in the day”? We say that often implying that, if we had more time, we would get the rest we need or slow down to a more normal pace.

But chances are if we did have more hours in the day, we would immediately fill them up with more things to do instead of creating the space we need to take a much-needed break.

We don’t really need more time in the day. What we really need are strategies to better manage our time.

The concept of time management is not new: most of us have schedules, planners, and reminder notes aplenty. What’s lacking though is the prioritization, decisions, and boundaries needed to ensure the schedule works not just for your job, family, friends, and commitments, but for you as well.

Too many professionals put time for themselves last on the list. Here are three time management tips that will help you achieve a better work-life balance:

Set Priorities

Woman on laptop works on her time management skills by writing down her priorities

Effective time management begins with setting priorities. Start by making a list of all the tasks you have to do this week. Once you’ve got a completed list, go back to the top of your list and add your name. If your name or doing something for yourself was already on the list, give yourself a pat on the back and make sure it is at the top.

If you don’t start setting aside some time for yourself, it’s easy to keep working non-stop. And while you may get a lot done at first, eventually you’ll burn out and your work and personal life will suffer. Maintaining a healthy work-life balance should always be a part of your priority list.

Make Decisions

Man thinks about improving his time management skills

Now that you have your list, you have some decisions to make. Unless you’ve done a really good job of filtering, you probably have a list that is way too long to be realistic.

Make the first decision to carve out time for yourself. It doesn’t have to be a big chunk of time to start with. Try setting aside 15-minute blocks of time for yourself. Use the time to walk, read, take a nap, or call a friend. Make a list of things you can do in 15 minutes. That way, you don’t spend your block of time trying to figure out what to do.

Other decisions: decide on the number of things that are number one priorities. Will you have two or four things that must get done? Choose what you can realistically handle. That does not mean you won’t get to other things; it just allows you to take some of the pressure off that comes with feeling like you have to do everything now.

Please note this is not procrastinating. You’re not putting it off out of avoidance or fear. You are wisely taking control of your clock and taking care of yourself.

Set Boundaries

Woman talks to a colleague about time management

Look for ways to set healthy limits in your relationships. This includes relationships at work and with friends. It also means setting limits and keeping promises to yourself. Most of us wouldn’t dream of breaking a promise we made to someone else, and if we did, we’d spend at least a week beating ourselves up about it. But we break promises to ourselves all the time, crossing the boundaries we’ve set for ourselves.

While it’s true no one gets more than 24 hours in a day, we still have power over how productive we are by managing our time.

Managing time is more than just the ability to lay out an organized schedule. True time management means setting priorities that communicate clearly what’s really important, making wise decisions that help set realistic goals, and setting firm boundaries that allow us to keep the promises we make to ourselves and others.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

Executive Spotlight: How To Create A Healthy Work Environment

Executive Spotlight: How To Create A Healthy Work Environment

When you think of a healthy work environment, you might think of a work environment that is inclusive, promotes employee well-being and productivity, and fosters collaboration, creativity, and innovation. Unfortunately, in today’s world, a healthy work environment is the exception, not the rule. How can leaders ensure they are creating and maintaining a healthy work environment for their employees?

We recently asked our leading executives for their best tips on how to create a healthy work environment.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

When you learn that 80% of cultures are toxic, what would your organizational and team culture be?

A healthy workplace is one where employees feel safe, respected, and supported. It is a place where everyone can thrive and do their best work. There are many things that organizations can do to create a healthy workplace, including:

  • Establishing clear expectations and goals. Employees need to know what is expected of them and what they need to do to succeed. This will help them feel more confident and motivated in their work.
  • Providing regular feedback. Feedback is essential for helping employees grow and develop. It should be constructive and focused on helping employees improve their performance.
  • Creating a culture of respect. Employees should feel respected by their colleagues, managers, and customers. This means treating them with dignity and courtesy, even when there are disagreements.
  • Encouraging diversity and inclusion. A diverse and inclusive workplace is a more productive and creative workplace. It is important to create an environment where everyone feels welcome and valued, regardless of their background or beliefs.
  • Promoting a healthy work-life balance. Employees need to have a healthy balance between their work and personal lives. This means providing them with opportunities to take breaks, vacations, and sick leave.
  • Investing in employee health and wellness. Organizations can help their employees stay healthy and well by providing them with access to health insurance, fitness programs, and other resources.

By taking these steps, organizations can create a healthy workplace where employees are happy, productive, and engaged.

Here are some additional tips for creating a healthy workplace:

  • Encourage open communication. Employees should feel comfortable speaking up about their concerns and ideas. This can be done by creating a culture of trust and respect, and by providing employees with multiple channels for communication, such as email, in-person meetings, and anonymous feedback surveys.
  • Resolve conflict quickly and fairly. When conflict arises, it is important to address it promptly and fairly. This can help to prevent the conflict from escalating and causing harm to the workplace.
  • Provide opportunities for professional development. Employees should have opportunities to learn and grow in their careers. This can be done by providing them with access to training and development programs, and by encouraging them to take on new challenges.
  • Celebrate successes. It is important to recognize and celebrate employees’ successes. This can help to boost morale and create a positive work environment.

By following these (and other possible) tips, organizations can create a healthy workplace that is beneficial for both employees and the organization as a whole.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Michael Willis, Sports Business Operations Executive

Happy woman works in her home office

In creating a healthy work environment, I can’t ignore what the NFL represents and my passion for the shield. Working at the NFL, there are many stadium shots, action on the field photos, stand-out players, and paraphernalia that can quickly fill office space.

My plan for a healthy work begins with the following:

1. The Physical Space

I believe an attractive office design can make employees intrinsically happier. A theme-based workspace can improve employee well-being and promote healthy habits. You are investing in making your office a more enjoyable place to spend time.

Also, an investment in ergonomic chairs, stand-up desktops, and extra monitors can create a more relaxed and functional work environment. You are encouraging an office-friendly supply chain for replenishing office supplies and computer equipment and arranging the office space where departments sit closely when you can maximize collaboration and teamwork.

Lastly, creating an environment where sunlight flows into the office space to lift creativity and awareness—adding theme-based artwork to maximize productivity and boost morale.

2. The Wellness Space

Feedback and communication are the most valuable gifts you can give your employees. Providing a space where employees can voice ideas, opinions, and issues without judgment or criticism. An open engagement platform.

Showing appreciation and recognition for achievements, whether individual or the entire department, makes employees feel valued and appreciated.

An environment of psychological safety is one where employees are comfortable being themselves. Where they know they are free to exist without fearing embarrassment or retaliation.

Prioritize cultural alignment when hiring. As part of the interview process for potential incoming new hires, this might be an excellent opportunity to test the workplace’s cultural fit.

Lastly, empower your team with what they need to thrive. Be inclusive. Be appreciative. And communicate!

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Debra Shannon, IT Executive

Happy employees on a successful team have a healthy work environment

When building a positive workplace culture, make sure you invest in each employee’s personal development. Are there learning opportunities for them to keep current, get a promotion, or move into a managerial role? Or information to improve their analytical abilities or critical thinking? It’s crucial to give employees the tools and information they need to continue learning and growing.

Encourage employees to develop a growth mindset and to be all that they can be. There is a saying by Confucius: “I want you to be everything that’s you, deep at the center of your being.” Do you encourage employees to be the best version of themselves? Have you asked them what is important to them? If it’s important to them, then it should be important to you too. Besides professional-focused development, make sure to include “personal” learning opportunities such as enhancing their quality of life (e.g., health/fitness) or developing a reading habit.

Personal development is lifelong learning. And when personal development includes both professional and personal learnings, employees are more likely to be and stay excited about what’s next and potentially stay with the organization longer.

Debra Shannon is an IT executive who is also a CPA, CIA, and CISA. Her passion is turning chaos into calm. With her unique blend of experience in technology, project management, and auditing, she can break down complex business problems, identify practical solutions, and lead executive teams and business partners to embrace the value of technology changes.

Lisa Perry, Global Marketing Executive

Happy team members meet in a healthy work environment

Fifty-one percent of employees have experienced a toxic work environment, and one in five Americans have left a job in the past five years due to bad company culture. A healthy work environment is not only essential for the well-being and satisfaction of employees but also contributes to higher productivity, lower turnover rates, and overall business success. Here are some practical steps and strategies to create a positive and nurturing work environment that supports your employees’ physical, mental, and emotional health.

  1. Cultivate a Positive Company Culture: Start by fostering a positive company culture that promotes open communication, collaboration, and mutual respect among employees. Encourage a supportive and inclusive environment where individuals feel valued, recognized, and empowered to contribute their best work. Establish clear values, promote work-life balance, and create professional growth and development opportunities.
  2. Prioritize Employee Well-Being: Invest in employee well-being initiatives prioritizing physical and mental health. Provide access to wellness programs, such as fitness activities, stress management workshops, and mental health resources. Encourage regular breaks and offer flexible work arrangements to support work-life integration.
  3. Promote Work-Life Balance: Create a work environment that values work-life balance and encourages employees to maintain a healthy equilibrium between their personal and professional lives. Set realistic work expectations, avoid excessive overtime, and encourage employees to take time off as needed. Encourage open communication about workload and provide resources for time management and stress reduction.
  4. Foster Effective Communication: Establish clear communication channels within the organization to ensure transparency, collaboration, and mutual understanding. Encourage open dialogue, active listening, and constructive feedback. Create opportunities for team-building activities, regular meetings, and cross-departmental collaborations to enhance communication and foster positive relationships among employees.
  5. Support Professional Growth & Development: Invest in the growth and development of your employees by providing opportunities for training, skill-building workshops, and career advancement. Encourage continuous learning and provide resources for professional development. Recognize and reward achievements to motivate employees and foster a sense of progress and fulfillment in their careers.
  6. Ensure a Safe & Supportive Physical Environment: Maintain a safe and comfortable physical workspace that promotes employee health. Ensure proper lighting, ventilation, and temperature control. Implement safety protocols and provide equipment and tools to prevent accidents or injuries. Consider creating designated spaces for relaxation, quiet work, and social interactions to cater to different employee needs.
  7. Lead by Example: As leaders, set the tone for a healthy work environment by demonstrating positive behaviors, effective communication, and a healthy work-life balance. Emphasize the importance of well-being, work-life integration, and professional growth through your actions. Encourage managers and supervisors to adopt supportive leadership styles prioritizing employee well-being and fostering a positive work environment.

Creating a healthy work environment is an ongoing commitment that requires attention, investment, and continuous improvement. By prioritizing employee well-being, promoting work-life balance, fostering effective communication, and supporting professional growth, you can cultivate a positive and thriving work environment that enhances employee satisfaction, productivity, and overall organizational success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

Mark Taylor, Product & Operations Executive

Happy coworkers talk while meeting in a healthy work environment

I think what we are really trying to say here is:

“How do you create a work environment where tasks get done in a manner that moves the business forward (that’s what employees are ultimately there to do), whilst giving the worker opportunities to grow in a positive way?”

Those feel independent of each other “scientifically,” but highly correlated on a day-to-day basis; the linkage being one’s manager.

For example, I’m sure most of us have had the “opportunity” to work for a lousy boss at a great company and a great boss at a lousy company. The latter was probably the more “healthy” experience for both the individual and the business.

From experience, a solid way of linking a company’s and individual’s needs is to remind the employee: 1) how the company adds value to the greater good; and 2) how that directly aligns with the employee’s values and growth needs.

Mark Taylor has 20+ years of risk, technology, and product management experience working in global and regional financial services firms in the UK and the U.S. He’s managed teams of 40+, successfully addressed 100+ regulatory issues, and has saved companies $15M+.

What are your best tips for creating a healthy work environment? Join the conversation inside Work It Daily’s Executive Program.