Make Your Hopes Visible and Your Talent Tangible

Posted on December 18, 2013 by Don & Jay — No Comments ↓

When you make your hopes for your talent visible, you immediately boost your prospects for success. As we say, if you want to learn how to play the guitar, you’ll be more likely to pick it up and play it if it’s visible in your living room rather than tucked away in your closet. Simple, visual reminders keep our minds in gear to find ways to accomplish what we hope to achieve.

Stanford football coach David Shaw wanted to get his team charged up for the annual rivalry with Notre Dame. The winning team gets possession of the Legends Trophy. As reported in a recent Associated Press news story, Shaw said, “The first team meeting on Monday I showed them a picture of the trophy. The freshmen hadn’t seen it. It was there for three years, and it was gone. I wanted to make sure they looked at it. We talk about it, people can jump on and off our bandwagon, tell us they love us and tell us they hate us, but when there’s trophy on the line, all you do is point to the trophy. There’s no defense, there’s nothing we can say or they can say about us. You win a game and you get a trophy.” Stanford’s rousing 27 to 20 victory provided tangible evidence of the team’s talent and success.

Think about what you can do to make your hopes visible. Here are a few of the many ways that people have told us help them visualize their hopes and realize them:

A collage of all the rewards you’ll get when your hope is realized
A nametag or business card with your desired new job title
A screen saver with phrases or pictures that inspire you

What would you like to do for yourself?

The companion to making your hopes visible is making the use of your talent tangible. What will help others get past the “talk” to see the concreteness of your results? How can you create proof points of your talent in action? These can be systems, checklists, and guides that demonstrate the best practices you’ve learned. Often, people overlook ways to make their talent tangible. Find people who will listen to what you’ve done and what you’ve created and have them reflect back what they hear as the themes. It’s amazing how quickly they can help you identify ways you’ve made your talent tangible and how to present those so that they resonate with others. When your talent is tangible, you can leverage it as an asset for your success.

Tagged with: success, talent, tangible, visible
Posted in Talent in the Workplace

Do You Need To Make A Big Leap?

Posted on December 11, 2013 by Don & Jay — No Comments ↓

Sometimes we can’t get where we want with conveniently spaced steps. Indeed, sometimes a leap forward is worth taking even if we might fall.

Chad learned this at the end of the ropes course he tried in a mid-career challenge workshop. Chad had proudly succeeded in all the other section of the course and felt pretty confident about himself until he came to the section they called the Heebie-Jeebies.” The setup was a single thin steel cable strung sixty feet above hard-packed earth. Several other cables crisscrossed the single cable at sharp angles. He didn’t see how he could get his body to the other end of the hundred-foot stretch without a hitch.

Chad faced a choice: “Will I go forward to finish the ropes course knowing that I will likely fall, or will I turn back?” Chad did step out on the steel cable…and he did fall. He knew though that he was on belay with two people on the ground who agreed to spot him and keep the tension tight on the ropes and pulleys holding his harness so that if he did fall, he might get a few bruises from the cables but wouldn’t crash to the ground.

Chad’s experience of a “big leap” was literal. He and his companions on this career course learned in their bones, and with a few bruises, that no matter how much success you’ve enjoyed, there will be times when you have to take a big leap to move forward. Just be sure you have the support you need to manage the risks.

Photo credit: PSIT

Tagged with: actions, challenges, exercise, growth, talent development
Posted in Overcoming Obstacles, Personal Stories, Talent Exercises

Everyday People Changing the World

Posted on December 4, 2013 by Don & Jay — 1 Comment ↓

Your talent can make a big difference. You don’t need to be famous or have special gifts. What you do need is a hope–an idea with an engine–to get you rolling.

If you’d like some encouragement, consider the CNN Heroes award ceremony this week. Each year the news network honors 10 people from around the globe who have made a huge difference to their communities and the world. It is a ceremony that is filled with humor and moving stories of everyday people who have connected with their personal visions of hope, moved through tremendous obstacles, and created tangible results.

People like:

Chad Pregracke who took his personal passion for cleaning garbage from the banks of the Mississippi River and built an organization that now organizes 70 cleanups per year in 50 riverside communities and has involved 70,000 volunteers. The cleanups are fun and educational with 90% of the seven million pounds of garbage (to date) getting recycled.

Tawanda Jones, a tough love lady, who created a girls dance/drill team and boys drum line in Camden, NJ where only 49% of children graduate from high school. Through the drill team, Jones aims to teach kids about discipline, dedication and self-respect, things she believes are necessary to survive and thrive in this rough community and beyond. All of the 4,000 kids in her program have graduated and more than 80% have gone on to college or technical schools.

Dr. Georges Bwelle who brings health services to rural Cameroon. There is only one doctor for every 5,000 people in the country and services must be paid for in cash. Bwelle watched his father suffer for more than 20 years because of a lack of accessibility to health services. So, he became a doctor himself and works all week as a vascular surgeon. Still, almost every Friday, he and up to 30 people jam into vans, tie medical supplies to the roofs, and travel across rough terrain to visit villages in need. There they give free medical, dental, and ophthalmological care to those in need…at no charge. In his words, “To make people laugh, to reduce the pain, that’s why I’m doing this.”

Notably, as these stories unfolded, they tracked the three keys from Take Charge of Your Talent. Each was a true hero story built on great hopes, the persistence and creativity to accelerate through obstacles, and the creation of valuable assets that could be shared with the world.

You are no different. You have great hopes. You have success stories about times that you moved through obstacles. You’ve created wonderful assets to share with the world. The purpose of Take Charge of Your Talent is not to create heroes, but rather to wake you up to the hero you already are. It helps you get in touch with and act on what you have to offer. If the everyday heroes on CNN can live out their heroism, so can you.

To nominate a CNN Hero for 2014 fill out the form on the following page: http://www.cnn.com/SPECIALS/cnn.heroes/nom/

Tagged with: actions, CNN, hero, Hope, resolutions, results
Posted in Personal Stories, Resolutions

Will Employees Want to Take Charge of Their Talent?

Posted on November 27, 2013 by Don & Jay — No Comments ↓

If you create opportunities for employees to take charge of their talent, how will they respond? Will they embrace the opportunities? Will their participation lead to benefits for them and for the organization? Some leaders and organizations assume that only highly motivated, “high potential” employees will want to take charge of their talent. Is that so? This blog shares what we’ve learned about the answers to these questions.

The Desire Is Strong

Our surveys of thousands of employees in dozens of well-run organizations confirm that typically even high performers have 30 to 40% of their talent untapped. It’s not that they aren’t working hard. It’s that they have much more that they could be contributing but they haven’t figured out how. However, do they want to figure out how? Again, our surveys show a strong correlation between use of talent and job satisfaction. Interviews exploring this correlation confirm that employees experience using more of their talent as a path to greater satisfaction.

What’s Needed for Employees to Take Charge?

Ah, here’s the critical challenge. Unlocking untapped talent requires a combination of factors. First and foremost, employees need to overcome their belief that they can’t change their situations. Some believe that it’s not possible or the cost will be too high. We hear comments like: “My boss won’t let me.” “We don’t have a budget to support my interests.” “It would require too much of a tradeoff with my other interests and personal time.” As you can see, such persons feel like victims of their circumstances. Indeed, being a victim can be comforting – “It’s out of my control.” They are off the hook for responding.

While the circumstances and limitations that employees face may be real, they can choose to respond differently. But, how? Their ways of thinking about their situations need to change so that they can move from victims of their circumstances to heroes of their talent in action. They need a carefully structured process and a catalyst to spark fresh perspectives and stimulate creative solutions.

What we’ve found works well is a structured set of questions – a Talent Catalyst Conversation — that invites people to engage their hopes about their careers as the engines of self-motivation. Their hopes energize them to explore the obstacles and find the resources within and around themselves to accelerate through the obstacles and blaze new paths. While the structured questions don’t require the persons asking them to have extensive training, such Talent Catalysts need to be committed partners in the discussion. A valuable component is generous listening. This is the willingness to hear and reflect back to the person becoming the hero the gist of what he or she said and supporting the person’s hopes.

The Talent Catalyst also needs to give the hero in progress the freedom to be in charge. This means not superimposing directions. Rather, it’s offering perspectives as requested and keeping the hero in charge of his or her choices and results.

Will People Do the Work and Get Results?

If employees choose to participate and have the support of other employees as Talent Catalysts, the transformation from victim to hero and getting results can occur quickly. For example, Fran, a staff member who wanted to become a supervisor, found a way to target the expertise she needed and created a valuable guide for first-time supervisors in the process. Steve, who led an IT group but felt conflicted about other career paths, gained clarity to commit fully to his leadership role and expand his value to his software company.

Would you like to take charge of your talent and see what’s possible? The perfect moment to explore the possibilities and enjoy the results is now.

Tagged with: actions, exercise, listening, talent catalyst, talent development
Posted in Overcoming Obstacles, Support, Talent Exercises, Talent in the Workplace

Being Labeled vs. Creating a Personal Brand

Posted on November 20, 2013 by Don & Jay — No Comments ↓

What is the difference between a label and a brand? An attendee in a teleseminar asked that question just last week. It was a great question that gave us the opportunity to make an important distinction.

First of all, the subject of labels is a fairly complex issue. In an article in Psychology Today Adam Alter notes: “Categorical labeling is a tool that humans use to resolve the impossible complexity of the environments we grapple to perceive. Like so many human faculties, it’s adaptive and miraculous, but it also contributes to some of the deepest problems that face our species.”

Labels are shorthand descriptors, given to us by others, that are used to define some aspect or aspects of who we are. They may originate in a social context from a physical or behavioral trait (i.e. “she’s so cute” or “he’s so flaky”) or derive from a diagnosis or assessment (i.e. “he’s got ADHD” or “she’s an ENTJ”). In some cases labels can be demeaning and in other cases freeing, but they are always limiting.

If a label described the limits of our talent, it would mean that nobody with ADHD could be a highly successful entrepreneur or a Fortune 100 Corporate President. (There are a number of both.) It would mean that all CEOs would be the same Meyers-Briggs type and have the same DISC profile. (Which they don’t.)

Our talent is unique; it defies limits. We want to express it and use it to realize our deepest hopes. We want it to be appreciated and useful in the world. And to do this, we need to have a way to communicate its value to others.

That’s where branding comes in. A brand is something that you create that is designed to create a strong impression of what you are able to deliver. It is a promise you make and live into. It’s something you want to be known for, not something that was put on you.

A favorite label/brand story has to do with Ingvar Kamprad, the founder of IKEA. He was labeled as a dyslexic, and in his early years in the furniture business he struggled with the order numbers and codes used to “label” his inventory. His solution was to name everything after Swedish places and things that he could easily remember. In fact the acronym for the well-known brand IKEA is made up of the initials of his name, the family farm where he was born (Elmtaryd), and the nearby village of Agunnaryd.

We’ve all been labeled by well-intentioned people. And we can choose to accept the limitations of those labels or to brand ourselves in ways that allow us to express our talent freely.

Here’s how you can break free of limiting labels with a powerful personal brand. First, such a brand needs to be a promise you want to keep that creates a preference for you. In order to be credible, you need proof points—concrete examples of how you have delivered on that promise.

Consider the case of Tony, a police chief who wanted a general management role in local government. He couldn’t shake the label of police chief. So, he launched an effort to create a fresh brand for himself. He positioned himself as a “leader guiding innovation in tough budget times.” He demonstrated his promise with examples of collaboration among police departments in his region to share services, improve response, and reduce costs. What’s more, he wrote up the case study to share with city managers and elected officials. Tony took charge of his brand to have it work for him.

What opportunities do you want? What promise will send a strong signal about what you have to offer? What proof will convince others that you can deliver? You can take charge of how others view you and open doors that old labels had sealed shut.

Photo credit: Allspire

Tagged with: brand, IKEA, Ingvar Kamprad, labels, Meyers-Briggs, take charge, talent
Posted in Overcoming Obstacles, Personal Stories

Putting the Keys to Talent Development in Your Hands

Posted on November 13, 2013 by Don & Jay — No Comments ↓

It’s time for a revolution in talent development. For generations, organizations have managed talent development. They’ve figured out who the HiPo’s (high potentials) are and focused resources on them. “Trickle down” talent development has shortchanged the rest and created a huge class of PoPo’s (passed over and pissed off). In short, scarcity thinking has limited what people and organizations imagine is possible.

Further, we hear leaders talk about driving down corporate objectives through talent development as if people were cattle. Well, hello! Most people don’t want to be told what to do. Even those who say they do often resist direction.

It’s little surprise that over 71% of American workers responding to a Gallup poll report that they are “not engaged” in work or “actively disengaged.” What’s worse is that high levels of disengagement have persisted for more than decade, in both good economies and bad. In short, there’s a systemic problem with how organizations engage their talent. Our own surveys of thousands of people reveal that even high performers in excellent organizations have 30% to 40% of their talent untapped. It’s time for a change.

Let talent bubble up. Shift from “trickle down” to “bubble up” talent development. That’s right; it’s putting the keys to talent development in the hands of the people who have the talent. This tracks a fundamental cultural shift of people taking charge of many aspects of their lives, from booking their own airplane reservations to buying and selling stocks. People want to be in charge of what’s important to them, when they have the tools to do it. So, how can “bubble up” talent development work for both employees and their organizations?

Catalyze employee self-motivation. The first key engages the fundamental source of motivation: employee self-motivation. Instead of viewing managers as “cattle drivers,” think of them as “catalysts” who act to accelerate thinking and precipitate results without taking initiative and responsibility away from team members. This shifts from a command-control culture to a take-charge culture. The latest insights from neuroscience and psychology provide guidance on how to accomplish this successfully. We’ve found that a carefully structured conversation that keeps the participant in his or better thinking and in charge of the choices proves useful for 90% or more of the participants and “very useful” and even “major breakthroughs” in 20% to 30% of the situations. The great benefit is that employees don’t have to wait for a supervisor or manager. They can follow the steps and enjoy the value of a 45-minute Talent Catalyst Conversation with one another. Thus, all team members with an interest in their talent and a willingness to be generous listeners for one another can participate. This breaks down the barriers to access.

Accelerate through obstacles. The second key transforms how team members think about obstacles. Indeed, as with sailboats that head up into the wind and travel faster than the wind itself, team members can leverage tools to turn obstacles into springboards for success. Such tools include accessing inner qualities (for example, curiosity, generosity, and assertiveness), mashing up the untapped resources before them to create more out of what’s available, and “speed planning” that sketches out talent action plans in less than 15 minutes to gain results quickly.

Multiply the payoffs for yourself and others. The third key invites team members to translate their knowledge and skills into enduring career assets. They transform the ideas in their heads into tangible value. For example, a staff member who wanted to become a supervisor documented guidelines for giving performance feedback. She showed concretely what she learned from best practices as well as her own experience in both mock situations and project settings. These became the proof points for her brand: “candid, constructive feedback that brings out the best in you.” As a result, she landed the supervisory job and provided a valuable, tangible asset to the organization for first-time supervisors.

Opportunities abound to unlock the talent within today’s workforce. The keys are at hand. The perfect moment is now.

This special piece was originally shared a few weeks back by Mark Carrington – Cycle Tourist. We encourage you to visit the original post as Mark shares of his amazing talent story!

Tagged with: actions, exercise, growth, talent development
Posted in Talent in the Workplace

Can Talent Create World Peace?

Posted on November 6, 2013 by Don & Jay — No Comments ↓

As we’ve led Take Charge of Your Talent workshops over the years, we’ve compiled several thousand Talent Opportunity Profiles. These profiles are simple charts that look like this:

The first step is to ask yourself “What % of my talent am I currently using?’ Go ahead. Give it a try!

Next ask yourself, “What’s my current level of personal satisfaction?” That’s right; give it a number from 0 to 100.

What do you notice? Are the numbers similar or even the same?

The vast majority of responders report that their talent usage and personal satisfaction numbers are very close. We’re not asserting cause and effect; we simply don’t have the science to prove that. You probably know from your personal experience, however, that when you use more of your talent you enjoy greater personal satisfaction.

Now, we would like to raise this inquiry to a higher level. What would be different in our world if human beings were using their talent more fully and feeling a deeper sense of personal satisfaction? Would there be less violence, fewer addictions, and a drop in racism, sexism, and hate?

The 2002 Movie Max is an historical fiction that explores the question of what might have happened if Adolph Hitler had been successful in expressing himself as a painter. It tells the story of Hitler’s post WWI’s challenge to find himself as he is torn between a supportive Jewish art dealer and those who want him to declare his allegiance to an anti-Semitic cause. We know the choice that was made and, to state the obvious, it did not turn out well.

And yet, the question remains. Could greater use of our talent and an increase in personal satisfaction be useful ingredients in the creation of better, more harmonious relationships at a personal, cultural, and global level?

Imagine if people coming out of prison used their well-honed talent in ways that are more constructive. Consider how people using their talent to create greater opportunities for all could reduce divisive politics and conflicts based on fighting over the distribution of limited opportunities.

Would more use of your talent help you be a greater and more satisfied contributor in your work, family, and community? You’ll have to answer that for yourself. But from where we sit, it couldn’t hurt.

Tagged with: actions, personal accomplishment, satisfaction, talent
Posted in Talent in the Workplace

Get Engaged with Your Talent

Posted on October 30, 2013 by Don & Jay — No Comments ↓

We recently overheard an HR professional say, “This year we’re going to do a better job of engaging our talent.” And given the chronically low statistics of employee engagement, that is probably a common sentiment. So how exactly do you do that?

It’s interesting that an engagement, in the English language, means both a betrothal and a battle: two vastly different and momentous human events that require an investment of heart and soul to achieve a successful outcome.

Then what does it mean to be engaged with your talent?

In an organizational context, talent engagement is usually measured by how much extra time and effort employees are willing to give beyond the minimum requirements of the job. As convenient as this measurement may be, it really doesn’t get at the “heart and soul” investment that defines true engagement.

Consider this assertion made by a leading HR consulting firm: Disengaged talent produces negative financial value because the revenue the disengaged produce rarely covers their total employment cost.

If this is true, and as long as true engagement is missing, organizations must resort to fear tactics and external motivators just to meet employment costs. But there is a choice. Rather than staying married to the strategies of the past, you can get engaged to the talent in your organization.

When organizations give employees opportunities to explore their talent as their self-expression, they tap their employees’ self-motivation to develop and deliver their skills. And, amazing things happen. For example,

• An overworked senior finance manager found both new ways to document what she knew by offloading routine tasks and to pursue her hopes for working on more rewarding, high-impact projects.

• An administrative assistant who wanted to become a manager didn’t buy into the “Catch 22” that she couldn’t manage people without management experience. Instead, she demonstrated her competence by doing research and writing a guide on how first-time managers can give effective performance feedback.

• A tech specialist figured out a path to become a “guru” in his organization. Now, he’s helping many others solve their toughest problems.

The power of true engagement may be easier to see in this equation:

Talent Opportunity + Engagement + Competence = Return on Total Talent

In this model Talent Opportunity is the space for full self-expression: the encouragement of each individual to make their own unique contributions to the success of the organization as well as for their own benefit. It requires a loosening of rigid organization machine models to allow for more creative individual contributions.

Engagement is a connection to your hopes and vision, being really “into” what you are doing, an authentic willingness to give your best, to put your heart and soul into something.

Competence is a ready skill set built on knowledge and experience.

Although each piece of this equation is critical, you can use them effectively in any order. You may give highly competent people opportunities to take on projects that are dear to their hearts or invite people to create their own projects that lead to the development of new competencies. Perhaps the ideal scenario for engagement is to find the place where the world’s great need and an individual’s great joy intersect. Imagine what that powerful combination will deliver.

These components — Talent Opportunity, Engagement, and Competence – define what we describe in the book “Take Charge of Your Talent” as your organization’s Return on Total Talent.

So, do you want to stay married to the past or get engaged with the talent in your organization?

Tagged with: actions, engagement, talent, talent development
Posted in Personal Stories, Talent Exercises, Talent in the Workplace

Encourage Generosity: Let Others Contribute To You

Posted on October 23, 2013 by Don & Jay — No Comments ↓

Entrepreneurs often start businesses because they are eager to share their ideas, gifts, and talent with the world. This is a good thing. And yet that generous instinct can become a distinct drawback if it’s not accompanied by an openness to receive.

We know what it’s like to create something that we think is precious, and take it out into the world; only to find that not everyone sees our baby as the winner of the adorable baby contest. When that happens it stings a little. When it happens repeatedly we can start to lose self-confidence.

So we try harder and harder to give more value, perhaps not realizing that the missing skill is not giving more, but being open to receiving more.

Our talent thrives in a flow of generosity. But generosity isn’t sustainable in a world of selfless giving. Imagine a world in which we all want to give, but there is nobody willing to receive? “No thanks, I don’t need anything.” “I don’t want to bother anybody.” “I’d rather do it myself.” Talk about a trade imbalance. For generosity to work, it must find a flow: give, receive; give, receive…

If you could only do one thing to help your business prosper, stimulate the flow of generosity in your world. Tell people what you need, be open to their gift, and be gracious when receiving it. It is this ability to receive, as well as to give, which promotes the flow of generosity.

I used to lead daylong business planning workshops with groups of people: men and women of all ages. Near the end of the day each individual would step to the front of the room and ask to be acknowledged for something. We made it clear that it could be for anything: an idea, an accomplishment, a challenge they’d met…anything. And then the rest of the people in the room would give them a sustained round of applause.

It never failed. When the applause began, you would see recipients standing with arms and legs crossed, gazing at the ceiling, performing some cutesy act, or racing from the platform; anything to deflect the response. Sadly, they cut themselves off from the flow of generosity.

Over the years, working with thousands of people individually and in groups, this “truth” seems to be born out. It is easier to give than receive. And yet, from a business perspective, this “receiving muscle” is well worth developing. When you allow others to contribute to you, you are encouraging their investment, their investment in the success of your enterprise, their investment in you.

Consider another possible “truth.” Human beings are not built as stand alones. When you allow someone to contribute to you, you are aligning yourself with the natural order of things. When you encourage the flow of generosity in the world, you are participating in a virtuous cycle.

Encourage generosity. Let others contribute to you.

Tagged with: career resources, Generosity, resources, support
Posted in Talent Exercises

Slice through Overwhelming Workloads

Posted on October 16, 2013 by Don & Jay — No Comments ↓

If you’ve ever played Tetris, you know how quickly things can spiral out of control. Tiles begin to pile up, and soon you’re working feverishly—even though you know that you’re past the point where you can even keep up with everything that’s coming at you, let alone reverse the trend to actually win.

Sometimes workloads and personal responsibilities can feel much the same, but with much more serious effects. Deadlines are missed, projects completed poorly, teammates disappointed, obligations unfulfilled. The toll extends to ourselves, as well, with stress, burnout, and negative effects on our overall health.

The ability to effectively manage personal and professional workloads has always been valuable, but in our current age of fast-moving processes and 24/7 connection, it has become a critically important skill.

The most commonly discussed aspects of workload management are setting priorities and learning to delegate. A third element gets much less attention—attention management.

Most of us find countless things tugging at our sleeve throughout the day. Here’s an e-mail, with a link to an interesting article, which in turn links to another website. The e-mail dings and you see there are still 37 unread items in your inbox. Now the phone rings, and that conversation leads you to walk down the hall for a discussion with a colleague. She’s not in, but someone else flags you down on the way back to ask if you’re free for a meeting.

The details may be different, depending on your situation, but the effect is the same. Half the day is gone and you haven’t even looked at the first item on your prioritized to-do list.

Attention management can help you prevent that loss of productivity. Here’s how to get started:

Identify your most productive time. When are your energy, creativity, and focus at their peak?
Block out time for your most important projects. If your best time is in the morning, schedule a block of time each morning for focused work that addresses your top priorities. Shift tasks like meetings and responding to routine e-mail to other times.
Eliminate unnecessary demands and distractions during these times. Block the time as unavailable on your calendar. Turn off your phone and e-mail notifications, and use voice mail and autoreply if needed. Close your office door. Shut off your web browser unless you need it for research. If it’s helpful and you have the flexibility, take a laptop and go offsite.
Train others to honor your schedule. Tell your coworkers and assistants what you want to accomplish. Have them screen phone calls and other requests so that only critical demands interrupt our project time. Indicate that you will be available to answer all calls before the day is over or at defined intervals during the business day. Informing other people about your schedule also prompts them to organize their work rather than assume that they can tap you whenever they wish. Bottom line: you can focus and be responsive to the needs of others.
Sustain the practice for at least three weeks. Many people report a huge boost in productivity and personal satisfaction with their first few project times. When you practice a new habit like this for three weeks or more, you’ll shift from adrenaline-driven behavior to focused performance.
Enjoy the results. Reflect on what you accomplish and thank the people who help you secure the time for productive use of your talent.

We live in a world where distractions are growing almost daily. Developing a habit of attention management will keep you ahead of the game.

For more information about this and other tools to boost use of your talent, see www.TakeChargeofYourTalent.com and the book “Take Charge of Your Talent: Three Keys to Thriving in Your Career, Organization, and Life” by Don Maruska and Jay Perry with Foreword by Jim Kouzes (Berrett-Koehler, 2013).

Photo credit: Jared Cherup

Tagged with: productivity, resources, workload management
Posted in Overcoming Obstacles

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