Captive Insurance Companies Association 的动态

I just received my copy of Vern's new book, 12 Habits Of Valuable Employees: Your Roadmap to an Amazing Career! Check out the table of contents below. Do you know the difference between an adequate and a valuable employee? Once you truly know the difference, you can use this book as a textbook that will help you create the latter. Order your copy today and start building these valuable habits!

Will, Values, Results, and Skills There are four attributes of valuable employees around which the book is structured. We also recommend you use these four as a basis for hiring as well: Will?– Habits of Desire Values?– Habits of Character Results?– Habits of Performance Skills?– Habits of Influence The Table of Contents shows the three habits for each of the four attributes – a simple framework you and your people can use, reviewing one per month, to raise the energy and outcomes within the organization. One valuable step at a time in scaling the company and careers. There is also “The Employer’s Guide” to help the senior leadership support employees in developing these habits. 12 Habits Of Valuable Employees: Your Roadmap to an Amazing Career? ?? https://lnkd.in/d--za2Rq

Unlock talent, skills, and growth for your employees. Check out this article from the Harvard Business Review!

How these 15 first-generation leaders broke barriers in their careers #FirstGenerationLeaders #CareerBreakthroughs #DiverseLeadership #CareerSuccessStories #BarrierBreakers

I met with some amazing senior leaders at a few Fortune 500 companies. They shared with me some talent management strategies for career advancement.?? ?? Watch this "50 sec video" to learn what you need to do to help your team advance their careers. https://lnkd.in/ecqUa_AJ ??If you don't lead a team, you can still watch to learn 5 ways to advance your career. ?? Let's chat about how I can speak to your team in 2024. Book a consultation for January 2024 at this link: https://lnkd.in/eZKecX76 ?? Burke, K. C. (2022). Talent Management Strategies for Managing Employee Career Advancement at Fortune 500 Companies (Doctoral dissertation, Walden University). #letsgrow #goalgetters #goalsetting #growthmindset #careersuccess

Career chessboard… I love this idea: get on the bus, then find your seat. Why does your career need to look like your mentor’s? What are those things that only you can do? Who can do that better than you? How do those answers better align your personal and professional goals? Solutions 21

Have your career advancements been truly earned, or could hidden privileges be tipping the scales in your favour? How much of your position and income might be attributed to unearned advantages? In "Acknowledging Privilege," I explore what privilege is and how it manifests in the workplace. While the benefits of "privilege awareness" for an organisation are substantial, educating on it often encounters obstacles like denial, defensiveness, and institutional resistance. I look at some practical measures a company can adopt to cultivate a more inclusive and equitable environment. https://lnkd.in/eTDhMcyB #dei #learninganddevelopment #leadership ______________________________________ Fusion Associates - Executive Search with Purpose, Sustainability and Influence

When I read that 94% of employees would stick around longer if their companies invested in their career development, it spoke volumes about the importance of nurturing talent within an organization. Throughout my own journey, I've witnessed firsthand the transformative power of investing in people. It goes beyond just hosting training sessions or organizing skill-building workshops. It's about creating an environment where continuous learning, growth, and development are woven into the very fabric of the company. When employees feel that their career aspirations are embraced and that they have opportunities to evolve and advance, something magical happens. It fosters a sense of loyalty and commitment that goes far beyond the allure of a paycheck. It creates a deep sense of belonging and fulfillment. As leaders, we carry a tremendous responsibility to recognize and cultivate the potential in our teams. It starts with identifying areas for growth, but it doesn't stop there. We must also provide the necessary resources and opportunities for our employees to pursue that growth. It's about being mentors, coaches, advocates, and sometimes just giving someone that chance to step up and show the world what they're truly capable of. Investing in career development is a win-win. Not only does it drive innovation and boost morale, but it also leads to a more skilled and engaged workforce. And as that striking statistic demonstrates, it's a pivotal factor in retaining top talent. So, let me challenge you. Take a moment this week to reflect on how you're fostering career development within your organizations. Are you truly doing enough to unlock the full potential of your teams? It's a question worth pondering and acting upon. How has investing in career development impacted your organization or your personal journey? I'd love to hear your thoughts and experiences. Let's learn from each other and continue making strides in our shared pursuit of growth and excellence.

When I read that 94% of employees would stick around longer if their companies invested in their career development, it spoke volumes about the importance of nurturing talent within an organization. Throughout my own journey, I've witnessed firsthand the transformative power of investing in people. It goes beyond just hosting training sessions or organizing skill-building workshops. It's about creating an environment where continuous learning, growth, and development are woven into the very fabric of the company. When employees feel that their career aspirations are embraced and that they have opportunities to evolve and advance, something magical happens. It fosters a sense of loyalty and commitment that goes far beyond the allure of a paycheck. It creates a deep sense of belonging and fulfillment. As leaders, we carry a tremendous responsibility to recognize and cultivate the potential in our teams. It starts with identifying areas for growth, but it doesn't stop there. We must also provide the necessary resources and opportunities for our employees to pursue that growth. It's about being mentors, coaches, advocates, and sometimes just giving someone that chance to step up and show the world what they're truly capable of. Investing in career development is a win-win. Not only does it drive innovation and boost morale, but it also leads to a more skilled and engaged workforce. And as that striking statistic demonstrates, it's a pivotal factor in retaining top talent. So, let me challenge you. Take a moment this week to reflect on how you're fostering career development within your organizations. Are you truly doing enough to unlock the full potential of your teams? It's a question worth pondering and acting upon. How has investing in career development impacted your organization or your personal journey? I'd love to hear your thoughts and experiences. Let's learn from each other and continue making strides in our shared pursuit of growth and excellence.

Given the critical importance of Talent Acquisition in the Collision industry, I'd like to share the foundational insights I gained from attending a Recruiting and Retention College. For those who don’t yet have a talent acquisition program in place and are struggling, these basics provide a solid starting point to understand the key elements of effective recruiting. For those of you with an existing talent acquisition program and team, advancing your knowledge and mastering the 'art of the science and the science of the art' is the next step to 10X your current results and truly elevate The Finding, Training, and Retaining the best https://lnkd.in/eZN7Q32k