Entrepreneurs are touted for their grit, innovation, and risk taking. Professional Managers, on the other hand, are known for their oversight in an established business setting, someone who leads their direct reports through their daily activities, makes decisions, establishes routine and is often risk averse. While Entrepreneurs and Managers are often placed in two completely separate boxes, it is important to recognize there are key competencies Managers can learn from Entrepreneurs to ensure success.
I joined Abilitie two months ago as the new Marketing Manager. I came from the industry of health and wellness-focused CPG products. The language used in my previous marketing efforts was informal, shorthand, and buzzy. I needed my audience to feel as though I was there next to them, chatting over an almond-milk latte with every piece of content I published.
When I transitioned over to Abilitie, I was drawn to the position by the “development” aspect of the company - at the core of everything I’ve ever done professionally has been the goal of helping people reach their maximum potential - and was excited to implement lessons learned from previous positions in a new setting.
It was my first job out of graduate school and I was working for a well-known company that allowed my mother to boast of her successful daughter. Meanwhile, I was working 60-80 hour weeks fielding the requests of four different managers and product areas, and giving it my all with very little feedback one way or the other. My days were spent in quiet companionship with dual computer screens and employee databases in a tireless effort to prove my diligence and worth.
You can imagine my shock when my performance review came back negative.
Company culture plays an invaluable role in employee performance and satisfaction, and often it is organizational leaders who are at the forefront of implementing and maintaining a cohesive company culture. While fear-based workplace cultures used to dominate corporations and small businesses alike, the emergence of leadership development programs has shown us that leaders who delegate, coach, support, and treat their employees as part of a team and a community see higher rates of long-term productivity, worker satisfaction, and positive impacts on organizational bottom lines.
College graduates are currently entering the workforce with more than just their degrees; they are graduating with more student debt than any other generation. Because of the level of debt they are faced with post-grad, many young professionals are questioning the necessity of their degree on their chosen career path. Luckily, this is not a conversation that is only had over drinks between members of younger generations. Many employers are starting to question whether having a college degree is an accurate indicator of an individual’s success within their organizations.
It’s National Learning and Development month, and here at Abilitie, we’re using this national month-long celebration of skill-building and professional development to share our favorite, thought-provoking resources with our network of L&D professionals. We’ve also consolidated our most-read articles from our own blog in hopes of helping to accelerate you down the path towards professional excellence. Enjoy!
In a society that glorifies business and constant productivity, the concept of mindfulness has begun circulating around modern workplaces as a means of intentionally slowing down and alleviating stress. Mindfulness, at its core, is the practice of being fully present and engaged in one’s own life, exploring self-awareness, and making an effort to act intentionally.
Once you have received executive buy-in and budget for a training program it is essential that the program leaves a favorable impression on all the participants. That desired favorable impression is not driven only by the lessons learned, it is equally critical that the program leaves a positive impact in an area that is at times difficult to quantify, the growth of the participant’s networks.
Given that participants will be sacrificing work hours to participate, it will be crucial that they end the program believing this was a commitment worth making.
In many of our roles it is easy to fall into a silo and by adding a networking component to your training offerings, you give people a chance to grow bonds that can help make their day to day easier - and more fun.
When I started working in corporate learning and development 16 years ago, a few trends were predicted to be inevitable:
The classroom would become obsolete
Most lessons would be taught online
Professors would be replaced by e-learning
Today, not all of these predictions have come true. We continue to see new technologies, fads, and buzzwords (remember Second Life classrooms?) but most of them fade as quickly as they arrive.
So rather than write about another new trend, I wanted to reflect and take stock of some truths that I have found to withstand the test of time.
Below are five lessons I’ve learned about leadership development – lessons that I think will stay relevant even in learning environments full of VR and AI learning.
At our core, we are a company that believes in the transformative effects of training & development.
Here are 18 of our favorite quotes from a diverse group of professionals, intellectuals, and history makers, to give you some inspiration as you embark on your own pursuit of personal and professional growth: