Why leadership development fails
The authors argue that companies must take a more scientific approach to turning their raw talent into leaders. They must identify the critical leadership competencies, assess employees’ potential, and map people’s potential to role requirements to see how far they can go. Last, to help them get there, provide the right coaching and development opportunities.
Your own worst enemy?
Most people display at least three of traits which, taken to extremes, can put them severely limit your career opportunities. Diligence, for example, can morph into procrastination or obsessive perfectionism. The author discusses the individual traits and suggests how to manage them, which involves identifying the ones that trip you up, modifying some of your behaviors, and continuing to adjust in response to critical feedback. In the process, you can greatly enhance your reputation and your career path.
Wiping the slate clean
The UK faces major challenges in dealing with nuclear waste and decommissioning plants, which means an abundance of career opportunities in the industry. Evelyn Adams reports on the training routes available.
Succeed at succession
How to design succession planning and grow the bench strength from within. The article argues that firms need to create a culture of leadership development; they should be clear about why they are doing succession planning. Other tips include having career-development discussions separate from the performance review, and minimising the paperwork burden on managers.
The Talent Delusion
The article explores the best methods in attracting, motivating and retaining top employees. Noted are the critical questions to determine whether individuals possess talent, including vital part of a competitor's workforce, motivation, and performance. Also mentioned is the conversations about talent that often end up shifting from productivity and career success to personal wellbeing and happiness..
Who falls, who thrives, who tells your story?
A scandal in your company can have a lasting effect on your career opportunities even if you had nothing to do with it. Because the scandal effect is lasting, a company you left long ago could have an impact on your current and future job mobility. Although you can’t control this risk, you can and should plan for it.
Building effective leaders
Mark Morgan investigates three principal traits that make a successful leader: accountability, vision and the ability to transform. The article includes a Leadership Pyramid diagram and checklists which can provide a useful tool for career planning and tracking your personal development.
Tips and advice from the Chartered Accountants' Benevolent Association on dealing with work-related issues.
Mentoring and executive coaching
ICAEW mentors and coaches offer finance professionals at all stages in their careers with practical and personal guidance, support, knowledge and access to business leaders with specialist expertise or industry experience.
One-to-one career consultation
Identify the steps you need to move forward in your career by exploring your aspirations and current skill set. The consultation gives you personalised guidance and a specific action plan.
Network, blog and forum for accountants and finance professionals.