I graduated from graduate school in 1982. I thought the key to my future was about keeping my head down and working hard.
It was. But, in retrospect, it was about much more, too. (more…)
I consider myself a pretty good mentor. I like to work with people coming up in the field – in my case that would be the culinary arts.
So when the National Restaurant Association Education Foundation asked me to be part of a CEO panel to discuss career trajectories at the recent Armed Forces Culinary Forum, I was excited. (more…)
My belief is that leadership is all about giving back. By giving, I am granted the gifts of life that nothing else ever could. In the last 10 years of my career, I have mentored over 30 people and currently mentor three colleagues. (more…)
A strong company requires core values, exceptional leaders and dedicated employees, among other attributes. Unfortunately professional development for employees is often overlooked despite its highly beneficial impact on company performance. Industry leaders know that professional development is necessary to help employees achieve their full potential. However, many don’t realize the benefits of professional development also include keeping talent engaged and excited about their careers. “Investing time in your employees and giving them the tools they need to develop is incredibly important for output quality, morale and retention,” Entrepreneur reports.
Your team’s professional development can be strengthened in a number of ways. For instance, mentorship is a great gateway for passing down wisdom and helping to build confidence. The best mentorships create mutually beneficial relationships: the mentee learns to deliver quality work and strengthen their talent, while the mentor strengthens his or her leadership skills. A great mentor experience is one where “you have the chance to reflect on and articulate your own expertise and experience—something you probably don’t take time to do otherwise,” Forbes says “Along the way, you may see patterns you didn’t spot before.”
Another great way to foster professional development is to encourage employees to attend conferences and lectures. Conferences, while great for personal development, also benefit the entire team, Inc.com reports – besides, there’s no better way to utilize the information learned than to share it with others.
Another way to help your team continue growing professionally is to encourage them to join professional organizations and/or employee resource groups. Great for networking, employee resource groups provide team members with the connections needed to make an impact in the workplace. Designed to promote diversity, ERGs make for a more inclusive workplace. However, ERGs need members to be engaged: “ERGs are only as effective as the overall commitment of their members and the incremental benefits they receive for their participation,” Forbes says.
Encouraging professional development is limitless considering all the creative ways we’re able to influence our employees. Recently, Sodexo implemented the Certified Executive Chef Training Program at Georgia Tech where 16 Sodexo chefs trained for the official American Culinary Federation Certified Executive Chef examination. Designed to enhance our students’ dining experiences, the Certified Executive Chef Training Program acts as a great form of professional development for our employees. A wonderful way to encourage employees to reach their highest potential, professional development let’s your team know you care about them.
For those looking to remain at their highest potential, it’s necessary for senior employees to actively seek professional development to keep up with industry trends. Encouraging our employees to join employee resource groups, continue their education and attend conferences helps them to advance and grow as professionals no matter what stage of their career. An exceptional employee is one that never stops learning!
How do you challenge yourself and your team to keep learning on the job? Share your ideas in the comments section.
For over 100 years, International Women’s Day has been a reminder to recognize women’s contributions to the American workforce and economy. Women in the workplace have come a long way, but there is still a long way to go before women are treated equally to men when it comes to financial compensation and social acknowledgment at work. For example, men still receive more recognition at work for their successes than women according to a recent survey by Bamboo HR.
With this mind, consider these three Quality of Lifehacks for supporting women’s success in your organization in celebration of International Women’s Day and every other day of the year. (more…)
As I near retirement, I’m reflecting more on my career and the learnings that shaped my rise into senior leadership. I didn’t climb straight up the proverbial corporate ladder – but I looked at every new job as an opportunity to expand who I was as a leader. It seems only fitting to pass along a few of my most valued experiences to the next generation of senior leaders.
A corporation is nothing without its people. They are the heart and soul of any company and can be the factor that sets an organization apart from its competitors. Developing that workforce in a way that helps maintain a competitive edge in the marketplace has become more critical than ever.
I am a product of impactful mentoring. Throughout my career formal and informal mentors have guided me, challenged me and helped me evolve into the person I am today. Mentoring takes so many forms and whether they coached me, role modeled for me, listened to me, advised me, supported me, counseled me or just acted as a trusted resource, they all contributed to my success. In turn, I have a passion for sharing my experience and mentoring others, particularly young women.
In the 21st century jobs-driven economy, companies are demanding a workforce armed with STEM (science, technology, engineering and math) skills, along with effective team building, communication and problem-solving ability. Business leaders, industry experts and academics must collaborate to develop a strategy that ensures the next generation of STEM-educated leaders is prepared for the jobs of tomorrow. Just like an Olympic athlete who invests years of training to prepare for an event, our talent development strategy must reach future employees long before they enter the workforce.