How to Succeed When Your Manager Recognizes Your Efforts Being acknowledged by your manager for your hard work is a significant moment in your career journey. It opens doors for growth and advancement. Here's some advice for thriving in such situations: - Consistently perform well - Communicate effectively - Seek opportunities for growth - Show initiative - Be a team player - Act on feedback - Set clear goals - Network strategically Embrace these strategies to leverage the recognition from your manager into further success. #CareerDevelopment #ProfessionalGrowth

Whether you're a founder, executive, or individual contributor, if you're looking to take your work performance to new heights, this course provides the tools and strategies to help you get clear on what your performance areas of opportunity and areas of strength and build a plan to elevate the opportunities for 2024. https://lnkd.in/g29bfx3x Founders: This course is your key to unlocking untapped potential within yourself as a Founder. If you want to lead with clarity, cultivate a high-performing team, reduce micro-management and master the art of strategic self-leadership, this is for you. Executives: This course is for you if you're driven to enhance your strategic decision-making, foster a culture of innovation, and model to your team, what self-driven performance management is all about, this is for you. Individual Contributors: This course is for you if you're hungry for personal growth, eager to maximize your impact within your team, and determined to stand out in your professional journey. No matter what your role is, achieving greatness in the workplace requires strategic planning. This Performance Upgrade course guides you through the process of devising a plan for your professional journey. Let this be your catalyst. #FounderSuccess #LeadershipDevelopment #PerformanceUpgrade #CareerGrowth #ProfessionalDevelopment #ExecutiveLeadership #LeadershipExcellence

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Wishful thinking: I'll be rewarded for doing my job well. Harsh reality: No one ever gets promoted for being reliable on expected responsibilities. If you're trying to get promoted and take on more responsibility, then reliability is necessary but insufficient. Once you're reliably doing quality work -- take initiative. Taking initiative means doing things you're not asked to. It means acting, not reacting. However, let's be clear. It doesn’t mean doing more arbitrary admin work, or delivering some esoteric value. That kind of initiative is helpful, but won't get rewarded. What you want is to run toward the big opportunities that drive business outcomes. This type of initiative requires: 1️⃣ Context to identify impactful problems. 2️⃣ Courage to take risk on unproven solutions. 3️⃣ Competence to lead and execute. Without these factors, your initiative will be misdirected, and ultimately set you up for disappointing results. Doing as you’re told gets you the reward everyone else does. Taking the right type of initiative can get you rewarded (and noticed) as an owner and leader. And yes, this does mean you have to do more work without a guaranteed reward. That's not for everyone, but that's what it means to take initiative. What has helped you to take initiative in your own career?

Work Ethic ! What is good Work Ethic compared to Leadership? Do the younger Generations have a good work ethic! ⭐️Personally a high work ethic is important if you want to succeed in your role. This will also be seen as a positive characteristic for any growth and career development. But should it! 💥A good ethic is a personal set of values that determines how any employee approaches their work. ⚡️Employees with a higher work ethic are highly motivated and produce consistently high quality results. 💜As a highly motivated leader who strives on Operational Excellence Purple Story (The Home of Operational Excellence) is it the leader not the generation who is creating a positive work ethic environment. 💚Team members may start their working career (Gen Z) with a lower or poor work ethic as this is a new working environment and requires coaching, training and clear instructions. With this support and guidance their work ethic should improve and increase to become a high performer. Or do some people just have a poor work ethic? 🧠I don’t think people come to work to do a bad job, I think they may just require guidance, support, direction and empathy. Hence the requirement to train your leaders to lead with emotion and empathy. They need to understand how important their role is and the wider impact poor leadership can have! I would really be interested in your thoughts on this subject?

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The practice of offering new job titles without a raise and contract can be contentious. While it might provide employees with a sense of progression and recognition, it can also be perceived as a hollow gesture if it doesn't come with corresponding increases in salary or job security. Some companies may use this tactic to motivate employees without increasing costs, but it can lead to dissatisfaction and morale issues among staff. It's essential for companies to communicate transparently about compensation and expectations when introducing employees to new job titles to avoid misunderstandings and resentment. Grow personally •》 Advance professionally •》Lead effectively

Misconceptions about transitioning from manager to director: You will have more control. In reality, you will have less control because you are part of a bigger leadership team. You will be able to fix all the problems you see. As a director, you will need to focus on setting the vision and solving roadblocks that prevent your team from being productive. Skills required to be a successful director: Recognize that it's a new job and stop trying to do the things you did as a manager. Manage yourself effectively. This includes being able to delegate tasks and stay informed without micromanaging. Additional takeaways: Becoming a director can be a rewarding career move that allows you to have a bigger impact on the organization. It is a challenging transition that requires self-discovery and learning.

40% of surveyed managers believe that delivering negative feedback is the hardest part of their job. ⛔ Yet, the growth of your team lies in this uncomfortable zone. Delivering constructive criticism is a delicate act. It doesn't mean highlighting failures, rather it's showing your team a path to improvement. 🌱 Invest in their development, guide them with sincerity, not superiority. Teach by taking examples from your own journey. Remember, your success is a reflection of their growth.🪞 🗣️ So, next time encourage your subordinates to broaden their horizons and seek advice beyond the office walls. 💪 Shibin Arshak

I would like to touch upon a very sensitive topic today. Appraisal! Suppose there are two team members in the team. One is very hard working and involved in multiple initiatives. One is taking ownership of one's work. One is always ahead in achieving one's goals. Another one is average but plays sympathy card saying some personal issues and all, and emotionally tries to showcase to one's manager that how bad one is on financial status. Should manager give better appraisal to the one who had done so much hard work and put efforts? or should a manager give better appraisal to the one who puts less efforts but plays victim game? Any thoughts? #LinkedIn #Resource #Management #Appraisal #Performance #Management