Who do you turn to when looking for career advice? Do you rely on books, friends or the internet? All of those are good places, however the best advice comes directly from our mentors. This week's podcast is with Debi Rosati C.A. ICD.D. who is a Corporate Director on a number of boards including, Sears Canada. A former Venture Capitalist and CFO, she shares the benefit of getting an external, objective and professional mentoring when it comes to managing a company. I love the saying "don't believe everything you think" We are too close to many of the big decisions to see them objectively, that is why most companies have people like Debi on their board. When it comes to managing your career, who's on your personal Board of Directors? According to a recent study conducted by the Chartered Institute of Personnel and Development, a full 96 per cent of HR professionals agree that hiring a career coach delivers tangible benefits to individuals and organizations alike. So whether you need help drafting a professional resume, securing a promotion, switching jobs, or any other career-related move, I am here to help. Sit back, relax and learn! 24 mins
Your career is the greatest investment you can make in yourself. When you are happy in your job, you see positive results in everything around you, from finances to relationships to personal health. So why stay stuck in the current situation if it doesn't completely suit who you are inside? Get started
I liked that there was never the feeling that you were just another client who would complete the program and be gone. Rather, I was made to feel that we were building a professional relationship that would extend beyond the completion of the program.
Easy to use to identify your key strengths and find the right career for you!
Mentor ??
I listened to the podcast....and I think it is probably good advice for someone near the beginning of their work period...but it does not neccessarily apply to thise near the end of the working career which are the people with the experience and broader perspective that someone on a board of directors needs.
The board needs people of varried experience and those with a longer term broader perspective. It seems to me people with a history of varried experience and many industry contacts probably are in a position to ask questions and make suggestions to provide guidance in a strastegic way.
One of my own biasses is that of longer term contengiency planning especially for succession of senior management.
I am refering to the mentoring or development of people to replace retiring executives. If key people leave abruptly then the continuity of longer term objectives is compromised. A way to avoid this is to phase people out by gradually reducing their time and responsibilities for direct responsibilities in favor of an advisory role to those who are filling the void they are leaving in the management team. When people change the organization and function will evolve but it needs to be done in a transition mode not an abrupt disruption.
This aspect is particularily important at this point in time as many "baby boomers" are going to retire in the next decade and the organizations they have created and opperate will have to be transitioned to the next generation of managers.
The job of a board of directors includes providing guidance during this transition. This means changing not only who is doing everyday functions but also how those functions are done and redefining what the organization is trying to accomplish.
There are many positions which will be vacated by retiring personnel where qualified people are available but who lack enough experience to fit in with the changing organization.