Cultivating Mid Career Leaders
28.02.2018
Michael Malone’s op-ed in the Wall Street Journal, highlights an avenue for sustained team success.
The hiring process is critical to building a successful strong team.
Our Team Strength tools help companies maintain the focus on developing the most successful teams. When there is a need for an infusion of talent we use a Team approach in the selection process for those new employees.
By enlisting the help of existing team members, we efficiently identify qualified candidates while also determining their values and fit to the culture of the organization. As a result, in 60% of our engagements our clients have identified and hired two candidates for each available position.
The continued strength of a team depends on communication and leadership.
Here’s some highlights from the article that you may find useful to building your Team Strength.
ILLUSTRATION: ISTOCK/GETTY IMAGES
The Secret to Midcareer Success
By
Michael S. Malone
Feb. 11, 2018 2:38 p.m. ET
Star employees can rise only so far unless they develop social, or ‘secondary,’ skills.
Why are some top professionals able to maintain peak performance throughout long careers, while others who may be even more talented quickly fade and fall behind? And why do some lesser performers suddenly take off in midcareer and accomplish astonishing things? Two successful tech leaders offer remarkably similar answers to these questions.
Anil Singhal was born in India but emigrated to the U.S. before co-founding NetScout Systems in 1984. Based in Massachusetts, NetScout helps companies and government agencies manage their information-technology networks. A key part of Mr. Singhal’s management strategy has involved helping top young employees make the transition to midcareer success. In particular, he believes that employees’ “primary skills” can take them only so far.
“Those talents by which you earned your college degrees and first made your professional reputation,” writes Mr. Singhal in his upcoming book, can drive success for the first 10 years of a career. After that, “secondary skills”—social qualities like the ability to interact well with colleagues—become the key to continued success.
Mr. Singhal believes that most employers mistakenly nurture primary skills at the expense of secondary ones. This is especially true for employees who are highly productive right off the bat. Unless they move into management or mentorship roles, these increasingly expensive employees can become a drag on employers as their productivity naturally falls off.
That’s where leadership comes in. Facing a career plateau is hard, especially for star employees. But developing the ability to lead creates an avenue for sustained success.
Link to article:The Secret to Midcareer Success
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Tim is a Consultant to Business, Government and Not-for-Profits Organizations specializing in innovative and challenging ways for organizations to survive, to thrive and to build their teams.
