Comments on: Build a great career on what you are good at and like to do

By: Eileen Chadnick

Eileen Chadnick — Sun, 24 Dec 2006 03:37:50 +0000

Joe, you are speaking my language! As you already know, as a coach, I live and breath that mantra — both with myself and my clients. In coaching engagements, I always start with the exploration of strengths, core values and passions — and thread it throughout the conversations. A fantastic resource for identifying one’s signature strengths is the the Via Signature Strengths survey by Martin Seligman which can be found at: http://www.authentichappiness.org. I highly recommend it for anyone who wants to deepen their awareness around their strengths/gifts.

By: Leona Hobbs

Leona Hobbs — Mon, 18 Dec 2006 19:48:39 +0000

Hi Joe – It is so refreshing to see the head of an agency take this approach. Too often employers try and fit their employees into defined roles instead of allowing them to focus on their strengths. Have you read “First, Break all the Rules” by Marcus Buckingham and Curt Coffman? It is about how to look past knowledge and skills and find the right fit for each employee by focusing on strengths.

By: Kevin Behringer

Kevin Behringer — Fri, 15 Dec 2006 15:11:16 +0000

Joe:

Great post.

What advice do you have for someone who is in the position of one of the people in the pictures who doesn’t work for an organization as concerned with “what they like to do” or “what they are passionate about?”

I think it’s great for people who are in the position that you are, but not being in that position, how can I use your advice to hopefully work my way into that spot someday?

Thanks!

By: Sean Reid

Sean Reid — Fri, 15 Dec 2006 14:14:07 +0000

Great post Joe! Dead-on. Too many managers either avoid career development discussions altogether or only pay awkward lip service to the topic. There is a fear that career discussions will lead to employees leaving or fan disinterest in what they are currently doing. On the contrary, my experience of positive career development discussions only fosters heightened engagement with the company I work for and the role I play.

Also, liked the plug of David Maister. His book the Trusted Advisor (given to me by my career coach!) has been highly formative for my career thinking and aspirations in recent months.

By: Tamera Kremer

Tamera Kremer — Fri, 15 Dec 2006 07:42:17 +0000

This approach makes perfect sense. It takes the fear equation out of the mix. And too often our responses, and directions, are guided by fear; which rarely makes for a successful business collaboration.

Great post Joe.

By: Ryan Anderson

Ryan Anderson — Fri, 15 Dec 2006 04:51:04 +0000

By the sounds of it, Thornley Fallis a great place to work. In past firms I’ve worked at, there has been some attempts at career development, but most have been trying to fit the employee to a particular mold instead of what the employee really wanted. This approach seems much better for really building a career, and for keeping great talent.

By: Ian Ketcheson

Ian Ketcheson — Fri, 15 Dec 2006 02:36:42 +0000

Hey Joe, You got your blogging groove back. Good post. The title fits with my thinking these days. Have a great holiday if I don’t talk to you again before then. cheers.

By: Peter Scott

Peter Scott — Fri, 15 Dec 2006 02:31:30 +0000

I think your approach is right on the mark. Too many companies (including the one I work for) consider the employee a commodity, something that starts out as a differentiated asset for the first six months or a year, only to slowly erode over time. What you describe is the place where employees can get out of their own way, relax, create, and grow.

Kudos to you and your team!