Promotions Are So Yesterday: Redefine Career Development. Help Employees Thrive.
- Downloads：8553
- Type：Epub+TxT+PDF+Mobi
- Create Date：2022-03-10 01:19:35
- Update Date：2025-09-06
- Status：finish
- Author：Julie Winkle Giulioni
- ISBN：1952157730
- Environment：PC/Android/iPhone/iPad/Kindle
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Summary
The time-honored tradition of defining career development exclusively in terms of promotions， moves， and title changes is dead。 Beyond， between， and besides the climb up the positional ladder， there are many other ways that employees can―and want to―grow。 However， many organizations still operate under the notion that promotions are the only option for career development， leaving employees disengaged， managers frustrated， and the business disadvantaged in its efforts to retain talent。
The good news is that career development is so much more than promotions alone， and managers are in a powerful position to redefine career development and create positive results for their employees and their organizations in this area。
In Promotions Are So Yesterday， Julie Winkle Giulioni offers you a new approach for developing your employees' careers and helping them thrive in a company when promotions are not readily available。 Discover an easy-to-apply framework of seven alternative dimensions of development （contribution， competence， confidence， connection， challenge， contentment， and choice） that will engage your employees―dynamic opportunities for growth that are completely within your control as a manager。
Promotions Are So Yesterday is filled with practical advice， nearly 100 questions to spark reflection and productive dialogue， and actionable templates and tools that managers can use with employees。 Help bring your employees and your organization to even greater achievement with a strategy that will increase your employees' job satisfaction， performance， knowledge， and skills， and strengthen your organization's workforce。
The good news is that career development is so much more than promotions alone， and managers are in a powerful position to redefine career development and create positive results for their employees and their organizations in this area。
In Promotions Are So Yesterday， Julie Winkle Giulioni offers you a new approach for developing your employees' careers and helping them thrive in a company when promotions are not readily available。 Discover an easy-to-apply framework of seven alternative dimensions of development （contribution， competence， confidence， connection， challenge， contentment， and choice） that will engage your employees―dynamic opportunities for growth that are completely within your control as a manager。
Promotions Are So Yesterday is filled with practical advice， nearly 100 questions to spark reflection and productive dialogue， and actionable templates and tools that managers can use with employees。 Help bring your employees and your organization to even greater achievement with a strategy that will increase your employees' job satisfaction， performance， knowledge， and skills， and strengthen your organization's workforce。
Reviews
Val Ries
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Julie does a great job reminding leaders that career development can be achieved in many ways。 By tuning into the needs of the employee via her 8 C's model， the manager can keep the employee engaged， loyal and productive for years to come。 Julie does a great job reminding leaders that career development can be achieved in many ways。 By tuning into the needs of the employee via her 8 C's model， the manager can keep the employee engaged， loyal and productive for years to come。 。。。more
Scott J Pearson
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Workers commonly judge their professional selves by their job title， salary， or position on the organization’s hierarchy。 Unfortunately， only so many people can receive promotions。 Thus， managers cannot reward everyone on the team with success。 How should they manage and develop careers then when not everyone is immediately moving towards high placement？ Winkle Giulioni suggests a paradigm shift in management thinking towards alternative dimensions of career development， something she calls the Workers commonly judge their professional selves by their job title， salary， or position on the organization’s hierarchy。 Unfortunately， only so many people can receive promotions。 Thus， managers cannot reward everyone on the team with success。 How should they manage and develop careers then when not everyone is immediately moving towards high placement？ Winkle Giulioni suggests a paradigm shift in management thinking towards alternative dimensions of career development， something she calls the “seven C’s。”Contribution， competence， connection， confidence， challenge， contentment， and choice are all dimensions of career that managers can develop in everyone。 These qualities share a common characteristic of being worker-driven instead of governed “from above。” That makes all work done at all levels inherently valuable。 These traits are not mere add-ons to work but central， defining features of what constitutes a successful career。Winkle Giulioni acknowledges that each employee might hold different aspects of the seven C’s to be more important personally。 She suggests that managers seek to develop those individually identified traits with each direct report。 The focus on the individual will make the work more subjectively gratifying to the employee while often bringing better results to the company。 （At least， that’s how she presents the theory。）At around 150 pages， this book is a short and quick read。 I wish it were filled out more， however， with data that tests the hypotheses。 How does this new paradigm improve a company’s impact or bottom line？ Does it aid employee retention and satisfaction， which also form important gauges？ Winkle Giulioni provides no supporting empirical proof for her contentions， no case studies or numbers to go along with her suggestions。 That would transform her book filled with steady sage advice into an irresistable home run。This book is geared to managers who are in charge of employees， not towards the employees themselves。 It suggests ways to cultivate these traits in other people， not yourself。 That places it in the genre of management and career development， not self-help。 The writing is engaging and inspiring， but the material is fairly one-dimensional and in need of grounding in research。 。。。more
June Kowalewski
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