Tuesday, July 28, 2009

Ten Tips to becoming more personally empowered

With the release of our free online empowerment program only a couple weeks away, I thought I would provide some tips on becoming more personally empowered.

1. Assess your present level of personal empowerment. Honestly evaluate your present level of personal and professional mastery of your job by soliciting input from a broad spectrum of sources.
2. Assess the quality of your performance. Determine whether your performance falls below, meets, or exceeds expectations.
3. Assess your level of commitment. If your performance is below expectations and you are sufficiently skilled for your present job, seriously reexamine if you are committed to meeting the expectations of
your present job. If not, make plans for doing something else.
4. Determine the new skills you require. If you feel you are committed to meeting the expectations of your present job, write, in detail, the new personal and/or professional skills you require, based upon expanded
responsibility and accountability.
5. Acquire a mentor/coach to hold you accountable. Acquire a mentor or a coach to assist you and hold you accountable to your commitment, based upon the consistent results you produce.
6. Overcome your self-limitations. When you encounter a barrier, have your mentor facilitate you in overcoming it. Remember, it is ultimately your responsibility to take charge of overcoming your selflimiting
belief(s) by designing and performing challenging assignments.
7. Define a new challenging area of activity. If you meet or exceed your present job expectations, describe a project or an area of activity that you would enjoy which involves significantly expanded responsibility
in terms of the acquisition of new personal and/or professional skills.
8. Expect new learning opportunities to occur. Begin the project, utilizing and/or learning proven professional methods and knowledge. If difficulties or problems occur, apply steps 5) and 6) above.

I'll have more on Empowerment in the coming days.


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Monday, July 13, 2009

Talent Managent

Ever heard the phrase, “good help is so hard to find these days”? Any HR manager or executive is familiar with the daunting task of trying to find the perfect fit for their company. Today’s workforce is more demanding than ever and every employee must contribute to the overall success of any organization. In response to this, Dr. Guillory released a white paper this week entitled The Age of Human Potential—Talent Management. This paper is the first part in a two part series on the subject. Dr. Guillory describes talent management as, “an initiative designed to source, attract, recruit, develop, advance, and retain highly competent employees.” In his white paper he proves the cost per benefit ratio of each stage of employee recruitment and retention.
The stages are:

* Sourcing – establishing a system and criteria for identifying highly motivated, multicultural individuals for potential employment.

* Attracting – presenting a compelling case to potential recruits that are interested in your organization.

* Recruiting – the collective effort of an organization to show a potential employee that his or her future is best realized by their employment.

* Developing – providing the opportunity and support necessary to an employee for their continual expanding potential.

* Advancing – providing the opportunity for employees to attain higher positions of responsibility, as a result of mentoring, coaching, and visible opportunities, in proportion to performance.

* Retaining - the result of the proactive, professional development of an employee.

Business objectives have continued to evolve over the centuries as technology presents us with more efficient work tools and more challenging tasks. Dr. Guillory shows this progression over time and suggests that every organization develop a talent management support system that continuously monitors the efforts of employee well being.

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