This post on moving up the ladder is a continuation to my last post. So in this post I will provide you with few other ideas through which you can quickly move up the corporate ladder.
Keep learning: This sounds really simple, but it should be very important part of your life, if you want to continuously grow in your career. With organizations, technologies and laws changing every day, you need to keep yourself up-to-date with the current knowledge. I know, it becomes really tedious to handle work, family, and other things at the same time in your busy working life, but it is very important to grow with the world. Thus, you need to always find opportunities to learn new things, it can be learning new stuff to become a subject matter expert at your work, or to diversify your knowledge. If possible, try to get new certifications. If you already have few certification in one subject area, try to diversify (depending on your work needs). Most of the companies pay for tuition reimbursement, so make the best use out of it. Investing in yourself is never going to go to waste. At the least, your manager will get aware of your learning aptitude and your capabilities. I am sure, it will help you in one way or other.
Change your job: Unfortunately, sometimes you might be working in the wrong company. There might not be as many promotion opportunities as you would like. If your primary motivation to get that next promotion is the salary increment, then you might have to change your company, if your company doesn’t have those opportunities available. If you are not one of the person like me, who is looking for challenging opportunities with a minimal pay raise, then this might be your best bet. There is nothing wrong about it. Everyone have their own motivation criteria, so if moving up the ladder is one of your criteria, then go for it. If you can get an opportunity somewhere else that you deserve, then why not? If I were you, I would keep my LinkedIn up-to-date, have my updated resume on job portals, etc. You are not actively applying here, but you are also not invisible to the whole world. So, if people will like you then they will call you. And yeah! Since you are already satisfied with your current job, always apply for the job which you want to have, instead of a replacement job. In this way, if you don’t get any job, no issues. But if you do get one, then you will get the dream job that you have always wanted.
If you have additional suggestions on how you would quickly move up the corporate ladder, then please let me know. I would love to hear your thoughts. All your comments are very welcome and appreciated. Thanks – Bhavin Gandhi
Tags: Be the change, Career growth, Career improvement, Change your job, Continuous learning, Corporate ladder, Grow with the company, Market yourself, Next promotion, Self awareness, Self improvement, Self learning, Self-initiative, Sell yourself, take action
Recently, I have been seeing a lot of news stories about the attack on the US consulate in Benghazi. This issue is definitely older, but how the White House handled this issue can teach us few things about leadership. In this blog, I am going to view this incident through the leadership glasses, and provide you with few tips on “what not to do”.
Don’t act on partial information: Through different news conferences, e-mails, and the number of congress hearings, it had become clear that the White House spoke too soon about the attack on the US consulate in Benghazi. If White House was trying to hide this issue, then its a different story; but let’s assume that the conspiracy about White House lying to the public is wrong. Even then, it is clear that White House had changed its talking points multiple times. If they didn’t have the complete information at that time, then they shouldn’t have spoke anything about that issue at all. Sometimes, its ok to give no answer, if you don’t have the correct information. Though there will be an eagerness to get those answers quickly, by not giving those answers on partial information, you (as a leader) will be avoiding lot of confusion in the future (like Obama administration is dealing with currently).
Take the first hand feedback: I am not a proponent of the theory that Hillary Clinton lied to the american public. But it doesn’t require a rocket scientist to figure out that the communication protocols defined for the disastrous situation like this were poorly implemented. Transparency was definitely missing in the equation. Talking points about the event were made by people, who didn’t have any idea on what was going on. Even if those points were made by administrative people, they should have been reviewed by the people on the ground. Let’s take this for an example……as a leader you implement a completely new process in your organization, and never care to see how it is going. Will that be acceptable? If so, how will you measure your success? Since there was no feedback loop attached to this action, of course the results from this new initiative won’t mean anything to you, since you can’t compare it with any baseline. And hence, there won’t be any mechanism through which you can find out the success/failure of this new process.
Find the root cause first: When Hillary Clinton said “What difference does it make?”, I was stunned by her response. Even if I neglect the fact that no one can do anything about the people who have died in that attack, how they died makes a huge difference in this case. Let’s look at this from a different perspective. Remember the famous example of “iPhone 4 antenna problem”? Initially it was thought to be the network issue with ATT, and then they realized that the issue was due to the new metal cover of iPhone 4. And hence, they produced a workaround on the iPhone side, instead of trying to strengthen the ATT network worldwide or changing the carrier through which iPhone was provided exclusively. What would have happened, if they didn’t identify the real issue, and kept blaming on the ATT network? In that case, the issue wouldn’t have resolved, and future customers would have kept seeing the same issue. Similarly, if we don’t find out the root cause of this Benghazi issue, we can’t secure our US consulate in other countries in the future.
Well……there are various other leadership “not to do” lessons that you can learn from this incident, but I would like to stop here for this particular blog. If you think that you have few other examples/points that you would like to share here, then feel free to drop your comments.
Thanks – Bhavin Gandhi
Tags: Attack on Benghazi Consulate, Hillary Clinton, Impact of partial information, Leadership Don'ts, Leadership Failures, Learn from your mistakes, Obama Administration, Positive impacts of transparency, What difference does it make, White House Leadership
I had a conversation a few days ago with somebody about how to get that next promotion. Her company had a huge hierarchical structure, and it seemed almost impossible for her to grab that next promotion. So, what does it take to get that next promotion or getting to the next level? I am not an expert on the subject, but I have had some insight through my personal experience and few internal promotions, which I would like to share with you here.
Communicate: By communicate, I am not recommending you to butter-up your Boss. I am rather suggesting you to display your work to your team members and your Superior. I might be doing an excellent job of coding (programming), but if I am poor in communicating my achievements to my team, my work won’t get the credit it deserves. Communication is not that difficult as you see. Consider these simpler techniques……..schedule a bi-weekly meeting with your manager to discuss about your progress and what you can do to improve myself. This meeting will not only serve the purpose of your achievements advertisement, but it will also give you an opportunity to get some quality counselling session with your manager. If you don’t get anything out of it, you will at least be able to develop some personal relationships. If you find communicating with your manager is intimidating in-person, then you can also send an e-mail to your manager, and your team members about your bi-weekly accomplishments. You don’t want to spam them with e-mails every day, but you need to shoot them couple of e-mails by showing what you have finished in past 2 weeks, what you are going to do in next 2 weeks, and any concerns (if you have any). This practice will definitely help you a lot in keeping your team informed about your work, and letting them know about your potential.
Be helpful: We are all passionate about helping others. But most of the times our juniors are not the one who will have our promotion done, so many people don’t help their juniors that often. If you think that, then you are completely wrong. If you are helping your juniors then you need to make sure that your effort of leading (helping) your juniors is visible to your manager through your one-on-one meetings or bi-weekly e-mails. Don’t treat your juniors any differently, consider them same as you. You never know, someday someone can become your manager, and they might be the reason for your next promotion. The key here is…….always be positive, and demonstrate your helping nature to your everyone. Whenever you have a discussion with your team, try to add some value to the conversation, instead of being a silent listener all the time. Be friendly, it will take you a long way. You will not only earn respect from your team members, but you will also demonstrate your leadership qualities to your superiors as well.
See my next post for the rest of the advice….
Thanks – Bhavin Gandhi.
Tags: Be the change, Career growth, Career improvement, Corporate ladder, Grow with the company, Market yourself, Next promotion, Self awareness, Self improvement, Self learning, Self-initiative, Sell yourself, take action
In order to change your employee’s behavior, your behavior should change as the manager. I am a strong believer of “Lead by example”. And hence, in this blog post, I will provide you with few tips on modifying your behavior to encourage innovation in your team.
Listen to your employees: Listening intently to your people is sometimes the most sincere compliment you can give to them. By listening to them, you are signaling them that their feedback is very important to you, and you are willing to experiment with their ideas. This behavior will not only accelerate innovation in your team, but it will also give you some insights that you might otherwise miss. I know, it is very difficult to listen to someone, when you don’t agree with them. I would suggest you to note down those disagreements in your notepad or OneNote, while having these conversations. By doing this, you can clearly understand their viewpoint, and still be able to address your disagreements after they are done talking.
Withhold judgment: You can’t cultivate a team of innovators without cultivating your trust relationship with them. Your employees will stop coming to you with their ideas, if you hold their poor performance in their past projects against this new idea. Listening with an open mind will encourage your people to generate and evaluate their own solutions. So, next time when you hear a new idea from a poor performer, keep an open mind. First listen to his/her idea before neglecting it. Even if you don’t agree with their idea, disagree respectfully by clearly laying out your concerns. In this way, they can understand the clear reasoning behind your decision, instead of making up some story of their own regarding this rejection.
Ask questions: While listening to your employee’s ideas, make sure to ask lot of questions. Asking appropriate and effective questions will typically result in less defensiveness and resistance from them. These questions will not only give you an opportunity to understand their idea better, but it will also provide them an opportunity to reassess their idea from a different perspective. And make sure to take longer pause, while asking this questions. This behavior will provide your employee with some time to respond, and it will help you to show them you are listening to their input.
Embrace failures: Obviously, with highly innovative projects, your frequency of failures will increase. After all, not every innovation will work out, and give you positive results. Right? During these situations, you need to embrace your failures. I would recommend you to have a post project meeting to address these concerns for the future projects. During this meeting, you need to ask your employees some questions like……”What have you tried?”, “What worked?”, “What have you learned so far?”, “What would they do differently next time?”, etc. These questions will not only give you the perspective for the failure, but it will force your employees to rethink their strategies for the future innovations. I am sure, this self-realization will help them in the future. And hopefully, they won’t come to you with their ideas, unless they find out a way to deal with these concerns in their future projects.
By encompassing above changes in your behavior, you won’t be just improving the trust relationship with your employees, but you will be encouraging them to think on their own to become better innovators. So……..what else would you modify in your behavior to encourage innovation in your team?
Thanks. – Bhavin Gandhi.
Tags: 21st century, Change from within, Change your management style, Change yourself, Leaders of Tomorrow, listen to your employees, Management, Receptive manager, Value your employees
In my last blog, I have mentioned few methods through which you can measure your leadership perception through your team’s feedback. What if you don’t want to ask your team directly? What if you don’t feel comfortable asking your team about your leadership style, and how they perceive it? Are there any other ways through which you can get the same information without confronting them? The answer is YES. Yeah! You can find out what others think about your leadership without directly asking them, but it is slightly tricky. And hence, I will provide you with few pointers in this blog through which you can look for those passive signs, which can help you to measure your leadership’s success without confronting your team directly.
Look for signs: You need to identify the intrinsic indicators that measure how others respond to your leadership style and approach. For example: How often do you get commitments and buy-ins of your ideas and work assignments from your teammates? What can these indicators tell you about your leadership? Do your employees seem truly interested or are they just going through the motions? Do people show up for your meetings? Do people complete their assigned tasks? Do people offer suggestions to improve the methods or processes in place? Are people willing to take on new challenges or do you need to coax them? Does their vision align with your vision?
Measure turnover rate: Another effective way to gauge your leadership perception is to look for ways to measure job satisfaction in your direct reports. If you have turnover, then you need to assess the turnover rate. You should look into the exit interview data very carefully. It can reveal the crucial data, which can help you to assess your leadership style. The exit interview can answer lot of important questions for you. For example: Do you develop talent by providing career growth opportunities for your team members? Do you direct your employees to training and development programs to harness their skills and competencies?
Look for understanding: Third and very effective method of measuring your leadership perception is – understanding between you and your team members. You need to continuously look out for signs of understanding from team members. Some of the questions that you might want to ask yourselves are……..Do your teammates agree to do one thing but deliver another? Do your employees look for or often need clarification from you? How much rework is required for most tasks? Do others see you as a clear and strong communicator?
I, personally, have only used these methods to gauge my leadership perception, but if you have used any other methods to find the same information, then I would love to hear them. So……..what other signs have you looked for while measuring your leadership style?
Thanks – Bhavin Gandhi
Tags: 21st century, Customer feedback, Employee feedback, Know your leadership style, Know yourself, Leadership of tomorrow, Leadership perception, Learn from your mistakes, Management, Manager's feedback, Passive feedback, Self awareness, Understand hints
Leadership’s perception is the key in deciding how effective is your leadership. If your team has the wrong perception of your leadership style, and if they do not consider all of the external factors that shape your leadership style, then they might cause few negative consequences for the organization and yourself. Thus, it is very essential to look at your leadership style from your team member’s perspective. And hence, I will provide you with few methods through which you can measure your leadership perception in the eyes of your team.
360-degree review: In order to get an unbiased feedback from your team about your leadership style, you need to find appropriate methods for soliciting that feedback. And the best way to get that feedback is by initiating a 360-degree review of your leadership performance and ability. I would advise you to coordinate with your manager or Human Resource representative to ensure that the process is carried out professionally and in a manner suitable to your workplace. Be sure to solicit and include multiple peers from a variety of sources to get as many perspectives as possible. If you have a small HR department in your company, or if you don’t have enough resources to do a 360-review, then you might want to try creating a free survey on a website like SurveyMonkey with specific questions related to your leadership style.
One-on-one: Another method through which you can get an unbiased feedback from your team regarding your leadership style is through one-on-one meetings with your team members. I would advise you to coordinate a series of one-on-one candid discussions with the people you respect as leaders and your team. From the feedback of those leaders, who have a vested interest in developing you as a leader in your organization, you can get some advice or experience that may be valuable to help you grow as a leader. While the feedback from your team members will help you to understand what works and what doesn’t work in your existing leadership style, so that you can tweak your current style to become a better leader.
Customer feedback: Customers are the reason why we are here. And hence, it is very critical to obtain your customer’s feedback to get an outside perspective of how you lead your team. What does the customer feedback say about you as a leader? Are customers willing and eager to work with your team? Are the objectives clearly defined to achieve the desired end results? Does the customer see you as an advocate for your team and your organization? How do you perform in crisis management situations? If you don’t directly interact with the end consumer of your end product, then get the feedback from the team that you support.
Have you ever found the need to measure your leadership perception? If so, what other methods have you used to gauge your leadership perception in the eyes of your team?
Thanks – Bhavin Gandhi
Tags: 21st century, 360 degree, Become the best manager, Customer feedback, Employee feedback, Know your leadership style, Know yourself, Leadership, Leadership of tomorrow, Learn from your mistakes, Management, Manager's feedback, Self awareness
One of my friend headed the quality function at a medium-sized durable goods company. And once he got a job offer as a general manager in one of its largest plant, he jumped on the opportunity. After briefly examining the new plant, he declared it outdated and went on to rebuild it from ground up. But while doing this, he neglected the importance of understanding the current processes, and interpreted employee’s silence as agreement. No wonder, his idea was not accepted positively. And soon after the new plan was put in place, productivity plummeted and quality suffered.
In order for you to not repeat this mistake, you need to first try to learn the existing operations of the team, strengthen your relationships with the team members, and then try to make changes to the process. In this blog, I will provide you with few tips through which you can accelerate your learning process about the current processes/procedure of your team.
Ask your people: The simplest method to learn the workings of your new team is to ask your people. You would be surprised by knowing how much of the knowledge your new team has to share. Don’t be afraid of looking foolish, while asking very basic questions to your team. I would recommend you to ask these questions during your one-on-one session with your employees. In this way, you will still get the information that you need, without getting embarrassed in front of many people (if you ask any foolish questions).
Train yourself: Another method to quickly familiarize yourself with the existing processes of your new team is to treat yourself like a new employee. I would recommend you to have few days allocated solely to train yourself. During these days, you should work with your team as if you were a new employee joining the team, and tell them to run the show. By doing this, you will not only learn the existing processes of your team but you will also earn the trust of your team by showing them you care about them. Worst come worst, you will be in the position to define the training guide for the new employee joining your team.
Learn from documents: If I were you, I would invest some good amount of time going through all the documentation of the team before I ask someone. In this way, you can learn about the workings of your team without looking foolish in front of someone. This will also give you an opportunity to familiarize yourself with the document standards of your new team, so that you can follow these standards while changing the documentation, if you choose to change the existing process.
I hope, this blog helps you to accelerate your learning process while understanding the workings of your newly acquired team. If you were in the similar situation like my friend, what would you have done?
Thanks. – Bhavin Gandhi.
Tags: 21st century, Change Management, First time manager, Leaders of Tomorrow, Leadership, learn from documents, learn from people, learn from your employees, Manage Change, Management, Management Style, Manager Training, Manager's Guide, Manager's Note, Self improve, Self learning, The best leader, Train yourself
Marissa Mayer might be under scrutiny by many of her employees due to her recent decision of ending ‘work from home’ culture in Yahoo, Inc. Though I am not aware of those extreme circumstances under which she needed to take this drastic step, I can say this for sure….’work for home’ culture is not for every organization. Don’t get me wrong, I am all for workplace mobility, when required. But some of the organizations are just not made to support ‘work from home’ culture. Thus, in this blog I will provide you few reasons for NOT having ‘work from home’ policy in your organization.
Depends on your business needs: Not every organization can afford to have the popular culture of telecommuting. Sometimes the business need, itself, won’t allow you to implement this culture in your company. Let’s say, you own an Apple Store. Are you going to be able to make your “Genius” employees work from home? Though these technicians can resolve people’s technical issues over the network, it is a strategic disadvantage for them to do so. Apple Store is widely known for its best customer support. And hence, the business need requires their employees to have some face time with their customers and develop that strong customer relationship to promote their brand.
It’s not for every company: Some people just can’t communicate well over the messenger, email or phone. There can be various reasons for this situation including lack of training, stagnant workforce, availability of appropriate tools, etc. Nonetheless, if your current workforce and your current company culture can’t support the initiative of working from home, then it might not be for your company. If some of your employees are not self-starters, and if they need someone to hold them accountable, and can’t be motivated themselves at home, then they need to work in the office. OR If you have some of those employees in your team for whom ‘work from home’ is the other name for a ‘vacation’, then this is definitely not for your company.
You lose the human touch: While communicating over a phone or a video conference provides your team the flexibility to join the meeting from anywhere, it comes with the dual edge sword. With the virtual nature of the communication for a ‘work from home’ team, it becomes challenging to schedule a meeting, since your team member have to wait for other people to come back to their IM client so that they can communicate. Also, written communication over e-mail or the verbal communication over the phone can create many inter-personal conflicts due to misunderstanding, which taking long time to resolve them. With written communication being so inefficient and passive, it might not be a good idea to go with the ‘work from home’ culture, if your employees are not ready for it yet.
Can create security concerns: I know, we have the latest technology today with the VPN connection and the secured channel communication. But as the technology advances and becomes complex, it becomes very difficult to address these security concerns remotely. No matter how strong is your office network, if your employees are working from home, your company can be exposed to various security loopholes. If you don’t have adequate IT support to address these security concerns for the people who work at home, then you might want to wait before implementing a ‘work from home’ policy in your company. Internet security is not the only problem. When your employees work from home they are exposed to various other security issues like their laptop getting stolen, having their password getting hacked due to lose WiFi network key, etc. Obviously, these issues will be less frequent if all of your employees work in the office, instead of their less secured home environment.
So, what do you think about my argument? Do you know any other situations in which you should not allow your employees to work from home?
Thanks – Bhavin Gandhi
Tags: 21st century, Cultural Change, internet, Leadership, Leadership Failures, Management, Marissa Mayer, Micromanagement, Remote Teams, technology, Virtual Team, Work culture, Work from home, Work remotely, Yahoo
If you are a Director or a Sr. Manager, who is involved in managing the front line managers, then this blog is for you. I agree that senior management’s role is very crucial and busy, and maybe that’s the reason why you can’t allocate enough time to coach your front line managers. But avoiding coaching/mentoring your front line mangers will create disastrous situations in the future. Your front line managers require more coaching than any other employees in the organization, since they define the culture of your company. In this blog, I will provide you with few pointers to coach your frontline managers effectively.
- Provide them training: If you are super busy with your day-to-day activities, and if you are unable to provide coaching to your managers, then please take the benefit of some external trainings. Most of the bigger companies (employees 1000+) have these kind training classes established in-house for their front line managers. So, make sure that your managers go through these training opportunities. While internal training is crucial for every company, not every company can afford to have internal training programs. In this case, you can partner up with few consulting companies to provide similar training opportunities to your front line managers. While selecting those external training programs, make sure that those programs match your company’s culture and working style.
- Help them build a network: In a senior management role, you should always encourage your front line managers to network with the key people from your company. By doing this, their area of influence will increase and they will become more independent to do their work. Thus, you should always help them to broaden their exposure within the company by visiting different areas of the company with them, or by introducing them to the new people within your organization. Your work doesn’t get done after an introduction, you need to help them to find opportunities to represent their part of the organization to others. In this way, they can be encouraged to discuss strategic issues and share the information with other management personnel.
- Reinforce your culture: Line managers are the one, who will define the culture of your organization. After all, they work at the root level. And hence, it becomes very important to ensure that they are embedded in your organizational culture. In order to reinforce your values, you need to teach them to respect and promote diversity in all areas and jobs in the company (if your company is diverse). You might want to have the discussion during your one-on-one session on how their behavior makes a difference in the organization. Sometimes, it is very important for you to provide them with ongoing information about the people, culture, and history of the organization. Reinforcing these values frequently through your one-on-one sessions or your interactions with them will ensure their growth with the company.
- Encourage them: I know, this sounds very simple, but this is very crucial part of the coaching. You need to help your line managers to learn how to deal with and manage ambiguity. Being in the senior leadership role, we always expect our line managers to get everything right. But that may not be the case always. And hence, you need to embrace their failure and provide them encouragement during those situations. I am not telling you to agree with their failures all the time, but have the behavior where they can come to you if they failed. You should also encourage them in their efforts to sponsor and develop potential leaders in the organization. After all, it will help your organization to become better. And yeah! When appropriate, offer feedback, support, and “push back”.
I hope, these tips will help you to better coach your front line managers in your team. So, what would you do to coach your front line managers in your team?
Thanks. – Bhavin Gandhi.
Tags: 21st century, Coa, Coaching managers, Communication with employees, employee development, Employee engagement, Employee growth, Empowerment, Leaders of Tomorrow, Leadership, learning and development, Management, Management Style, Manager, Manager Training, Manager's Note, Mentor your managers, Mentoring, Performance Management, Supporting your managers, Train your employees
Most of the managers think that their experienced employees, who are in their team from a long time, doesn’t require any coaching. If you are one of those managers, then let me stop you right there. You are completely wrong. In fact….your experienced employee will require more coaching than your new employee, since he is the one who will be defining the normal of your team, and maybe, become a mentor to your new employee. Right? Obviously, you will require a different coaching style to coach your experienced employee as compared to your new employee (as I have indicated in my last blog). Thus, in this blog I will provide you with few pointers to coach your experienced employees.
Before I provide you with any strategies to coach your experienced employee (Mr. Y), let’s define what we expect from our experienced employees………We expect our experienced personnel to work on special projects and expand their circle of influence outside of your team, so that they can resolve few mission critical issues without your intervention. We also expect them to take ownership of few projects, and solve mission critical issues on their own. Some of the other expectations would be……training a new hire, defining new processes to improve efficiency, etc. Am I right?
Since we depend on our experienced employees to get the job done and improve the productivity of our team, their coaching style needs to be very personalized and effective. Following are few strategies that I use with my experienced employees…….
- Provide exposure: Since you already depend on Mr. Y; wouldn’t it be nice, if he can communicate directly with the cross functional team members, so that you can get the expected results? In order for Mr. Y to communicate with appropriate members from other teams, you need to provide him with various opportunities to work on cross-functional team. You can also provide company-wide exposure by introducing him to persons and areas beyond his current expertise. Sharing your larger network with him would be even better.
- Provide time: Let’s say, you give Mr. Y with the responsibility to lead a project from development to implementation, or provide him with the opportunity to coach others. In both of these cases, you need to be slightly patient to see the outcomes from those efforts. Since, these responsibilities are very new for him, he will take some time to learn and adjust to these responsibilities. Hence, don’t be frustrated, if you don’t see quick results. Provide him with some time to adjust to these new responsibilities, while closely monitoring his progress and providing needed help along the way.
- Teach them to delegate: Since Mr. Y is an experienced employee, you might be using him for very special projects, and hence, his knowledge might be very specialized and rare. In order to coach him effectively, you need to teach him how he can delegate his tasks and transfer his knowledge. You need to encourage him to “let go” his activities and expertise to give others the opportunity to be an “expert”.
- Provide training: You should involve your experienced employee in the selection, development and planning efforts, so that he can learn your style of decision making, and hopefully, use that knowledge to make future decisions on his own. His involvement in decision making will not only help you to get better informed with the day-to-day issues on the line, but it will also give him the opportunity to learn how mission critical decisions are taken. If your employee is inexperienced in coaching others, co-coach your new employees with him. This will give him the confidence in coaching others, while improving your trust relationship with him.
I hope, these tips will help you to better coach your experienced employee in your team. Stay tuned for my next blog, where I will provide you with some pointers on how to coach your managers. In the meanwhile, if you have any other ideas through which you can provide effective coaching to your experienced employees, then please feel free to share it here.
Thanks. – Bhavin Gandhi.
Tags: Coach experienced employees, Coaching, Communication with employees, employee development, Employee growth, Leaders of Tomorrow, Leadership, Management, Manager Training, Manager's Guide, Mentor your go-to employees, Performance Management, The best leader
This post on moving up the ladder is a continuation to my last post. So in this post I will provide you with few other ideas through which you can quickly move up the corporate ladder.
Bhavin Gandhi's Blog 