Comments on: Four Professional Growth Issues For Managers (And How To Address Them)

By: Mark Salinas

Mark Salinas — Tue, 10 Jun 2008 00:03:04 +0000

I think the article hits on some very good points. I believe that one of the most important traits for any successful manager is RESPONSIVENESS. Far to often I have seen the lack of response from a co-worker, boss, vendor etc. turn an issue into a speculation “game.” People will eventually come to their own conclusions and this could have a negative impact on the company. Again Identifying one’s strengths and including responsiveness are important actions to apply.

Mark Salinas
Insights on the World of Business Management

By: Work Happy Now! » Active Managers Win the Race

Work Happy Now! » Active Managers Win the Race — Fri, 30 May 2008 03:14:44 +0000

[...] Bailey wrote Four Professional Growth Issues For Managers (And How To Address Them). My favorite line [...]

By: Chris Bailey

Chris Bailey — Thu, 22 May 2008 23:05:45 +0000

Maddie, I totally agree. This post is influenced by my 10 years in non-profits from both a manager and employee perspective. It’s in associations and other similar organizations that growing staff is even more vital to keeping them engaged.

By: Chris Bailey

Chris Bailey — Thu, 22 May 2008 23:00:02 +0000

Steve, I might argue that the smaller ones don’t practice employee development any better than their larger peers. What’s interesting is that from my observations…the reasons are largely the same as I listed above. And I think that if you asked most managers to tell you what talents are available to them through their team, they’d give you a glassy-eyed stare. Talent goes where it can be appreciated and cultivated…too bad most managers still haven’t discovered this, yet.

By: Maddie Grant

Maddie Grant — Thu, 22 May 2008 16:48:58 +0000

Great post. In the non-profit industry, particularly, there has to be reasons for younger employees to stick around when the pay and perks are better in the for-profit world. Employers need to be aware of ways to attract and keep their best employees.

By: Steve Roesler

Steve Roesler — Thu, 22 May 2008 16:18:02 +0000

Chris,

This is a really good, straightforward, and practical read for any manager. (Make sure it’s part of any book you decide to write or workshop that you deliver).

Here’s what I’m seeing: Many companies, including ones with which I consult, are not emphasizing “manager as developer”; they’re going for results, today.

Even in light of the research and all of those best-selling leadership tomes, there is less development taking place in large organizations than 20 years ago. Small and medium sized firms are paying the most attention.

This is surprising, since the “War for Talent” is partially about satisfying top-notch candidates’ expressed desire for development.

Some of the biggest have decided to enter the battle without any ammunition.

Keep writing…