One thing that helps is to point out strengths and abilities that you see in them. Many young, entry-level leaders are unsure of themselves and what they have to offer. Kate Peters, Bright Voyage Leadershipġ2. Figure out how employees want to be recognized. Some employees are motivated by money, others by prestige, others by work and others by being seen and highly visible. The key here is to understand what type of recognition the employee wants and will respond to. Understand What Type Of Recognition They WantĮmployee recognition is a common tool utilized to increase or maintain engagement. Rebecca Lea Ray, The Conference Boardġ1. Never underestimate your power to inspire others. Most people are capable of doing and becoming what you tell them they can. That will give them the confidence to do the next big thing, which is so critical for those early in their career. ![]() Give them guidance and support to accomplish something important-something that has an impact. Erica McCurdy, McCurdy Solutions Group LLCġ0. Respond with care, making sure to acknowledge the effort as much as you do the output. When a young professional engages, expect them to attach a lot of emotional capital to how you respond to their input. Jim Vaselopulos, Rafti Advisors, LLCĪsk for input wisely. People of all ages prefer to be led rather than managed. Those who are only managing take others’ credit. Good leaders recognize the work of others and raise them up. Few things disengage young workers more than seeing someone else claim their ideas or work product as their own. Too many leaders take credit for the good work of their subordinates. The mentors should also be proactive by doing regular check-ins and asking questions such as, “How are things going?” “What is challenging for you right now?” and “Where do you feel you could use some help?” - Cha Tekeli, Chalamode, Inc. Ruchi Motial-Suri, Success CultureĬreate mentorships within your organization assign a seasoned professional to mentor a younger one so that they have a go-to person within the organization they can ask questions of or discuss challenges with. Their fresh ideas can challenge the established ways of working in a good way and become the start of something very valuable. ![]() Do not judge them for being fresh out of university with no experience. Encourage them to have an opinion, and teach them to express it in a collaborative and constructive way. Give them opportunities and make them part of the team. Make them feel heard and seen and provide opportunities for them to stretch themselves to develop and strengthen their skills. Acknowledge their ideas and value their opinions. Give them the opportunity to make mistakes without fear of reprimand. If the email was not correct at the time you completed the Pathway, please contact customer support.Forbes Coaches Council is an invitation-only community for leading business and career coaches. ![]() If you still cannot find the email, please check your Unity ID account settings to ensure that your email address is up-to-date. If you accidentally deleted the email, a follow-up will be sent automatically in a few days. If you completed the Pathway but did not receive the email from Credly, please check your spam folder in case it was accidentally marked as spam. ![]() You will also be able to see the Pathways badge in your badge list on the “My Learning” dashboard, but claiming your badge through Credly will enable you to add it to the “Licenses and Certifications” section of a LinkedIn profile, and to other professional networks. When you complete a Pathway, Credly will issue the Pathway badge to the email address associated with your Unity ID, and will send you an email inviting you to create an Credly account (if you don't already have one) to claim your badge. This is the same platform that hosts Unity's Certification badges. Pathway badges are issued through Unity's professional badging partner, Credly.
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