Moving from a top-performing individual contributor into a first-time people manager role can be a treacherous journey that often requires different skills than those used to achieve success up to that point. Based on the example and lessons of many good mentors and role models, we offer 10 commandments for successful first-time managers.
Nurturing professional development and creating a meaningful career path for team members can be daunting for first-time managers. Here we present the top ways companies can leverage the tru™ Strength Realization platform to help managers have a positive organizational impact.
Hiring, developing and retaining employees with today’s skills while bridging to future skills needed to succeed is one of the biggest challenges businesses face today. Leaders who make it a priority to provide fulfilling work can gain a competitive advantage that has broad-reaching positive impact on their companies.
Finding, developing, and retaining top talent is a top-priority challenge for companies. Successful leaders recognize that people bring a diverse range of talents and experiences to the table which can contribute to the overall success of a company, and they seek out hidden sources of talent within their organization to address emerging needs.
Winning organizations need qualified, motivated employees to turn their vision into reality. As much as leaders may intend to build an employee-centric culture, there are several pitfalls that can impede realizing that vision. These five culture killers are worth your focus to prevent them from interrupting your success.
Companies have been applying a wide range of solutions to overcome chronic disengagement. Understanding the sources of discontent is the first step for companies to take toward providing more fulfilling work, and realizing greater creativity and improved productivity among employees.
The LaSalle Network 2023 Talent Index offers several recommendations for companies to improve employee retention. We've added six enhancements from tru Strength Realization that help companies offer meaningful work and build a people-centric culture.
In an age where the Great Resignation, quiet quitting, and loud layoffs capture headlines, companies may want to consider using an ipsative (vs. normative) approach to uncover employees' unique strengths and increase engagement.
Attitudes may have soured recently on DEI, but companies still believe their best future lies in having a diverse, equitable, and inclusive workplace. An authentic and effective DEI program helps underrepresented employees understand their unique ability to contribute and thrive.
Companies find themselves managing the tension between inflationary pressures that could result in staff reductions and the desire to retain their best employees in the face of The Great Resignation. Leadership consultants and innovative new solutions can be important keys to unlocking winning strategies in the war for talent.
Despite achieving success in a highly visible sales role, I was miserable. Understanding my Achievement DNA allowed me to articulate my unique strengths and preferred environment, resulting in a shift to marketing. Strength Realization helped me unlock whole new levels of satisfaction and fulfillment in my career.
"I was doing well but not as well as I thought that I could do. I decided it was time to make a change. I could never have made the shift from advertising to technology without Strength Realization." Learn how the insights from the process empowered him to be in control of his career and more satisfied with his work life as a result.
Can your employees relate to Bill’s struggle to find the right career path to be most fulfilled? Does your company understand employees well enough to create space for them to express their truSelf? We have a key to help unlock satisfaction and purpose in your company and for your team members. Learn more about Bill's story and what caused us to launch tru Strength Realization.
In today’s ultra-competitive business environment, winning companies focus on talent as the single biggest factor in their ongoing success. To stay ahead, companies need to revamp traditional talent methods with a more holistic, high-performing ecosystem that addresses each stage of the employee life cycle.
Over the course of our lives, we each have a variety of experiences – in our families, at school, in our neighborhoods, through our hobbies and in the workplace. Each life experience can have an impact (small or great) on our thoughts and feelings, which leads us to some form of response or action.
People have been leaving their jobs in record numbers, and companies are desperate to fill important roles to maintain business continuity. Money is a primary driver that causes people to walk out the door, but is that enough to increase satisfaction?
![Dear [employer], It’s me, not you. It is never easy getting a breakup note – and in today’s workplace, companies are receiving them in record numbers. Employees exit for greener pastures, and managers and peers try to keep things moving forward with a hole in the staff, creating massive business disruption. What can you do to prevent them from breaking up with you?](https://assets-global.website-files.com/62c0adcac46ace6ed5edaecf/62fa498dfd20bfe902b4962c_thumbnail2.png)
Dear [employer], It’s me, not you. It is never easy getting a breakup note – and in today’s workplace, companies are receiving them in record numbers. Employees exit for greener pastures, and managers and peers try to keep things moving forward with a hole in the staff, creating massive business disruption. What can you do to prevent them from breaking up with you?
The Great Resignation has gotten a lot of coverage, with record numbers of people leaving their jobs and of open jobs posted. As inflationary pressures weigh on everyone, retaining and attracting top talent is as competitive as it has ever been. Read more about how to engage employees before they leave.