HOW EXECUTIVES GROW

With the "war for talent" building, it is increasingly important to have effective strategies for developing employees, especially at the executive level. While this would seem like a given for any organization, a recent study in The McKinsey Quarterly reveals that most companies are poor at developing their executives and, even more surprisingly, most of them acknowledge it.

Although giving executives feedback, coaching, mentoring, and training is essential to their development, it is paramount that individuals at this level also receive on-the-job experience. To help judge if a position is suitable, four factors should be taken into consideration: 

• the structure of the job
• if people with high potential are moving through a series of challenging jobs
• if this series provides a range of challenges
• if executives are learning their craft from highly skilled colleagues. 

There are also five principles that are important for organizations to implement to ensure executive talent is growing through this job experience. They include:

• making development a fundamental part of organizational design 
• spotlighting the best talent
• brokering talent across an organization
• not always choosing the best-qualified person
• moving mediocre people out of key jobs. 

To read the full study please click on the link below.

http://mckinseyquarterly.com/article_page.asp?articlenum=381 

WORKING OFF THE CLOCK

In today's workforce a 9 to 5 workday is rare. Longer hours, weekend work and bringing work home are fast becoming the norm. But as this article from CareerBuilder explains, certain factors should be taken into account when deciding when and how many extra hours to dedicate to a position.

Individuals working towards a specific career goal, and those in higher executive level positions, will naturally be required to devote more hours to the job. As well, certain types of businesses, such as dot-coms and start-ups, will require more dedication. 

It's important to learn to strike a balance between work and personal life to help offset the extra hours. 

For an integral lesson in developing effective career management techniques, please click the link below.

http://www.careerbuilder.com/achieve/ach_0008_workingoff.html 

PEELING THE OFFER

In today's red-hot economy opportunities abound for skilled and dedicated professionals. However, as this article from asktheheadhunter.com points out, looking beyond compensation, stock options, benefits and perquisites in an offer can be essential in determining if a position is the right step in your career path. 

The ultimate question one should ask when considering an offer is: "is this the right place for me to work?"

Employers can be evaluated on this question through three factors: their people, their product and their reputation. Basically, individuals should ensure they like the people they will be working with; that the company produces a superior product or service; and that the company has a good reputation among its key constituents. 

Taking the above issues into account will ultimately help to put the compensation, benefits and learning experience of an offer into perspective.

To read the full article please click on the link below.

http://www.asktheheadhunter.com/hapeeling.htm 


We welcome your feedback on these articles.  Please e-mail us at pointofview@mandrake.ca .

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