Two Plus One Principle
I’ve observed and worked with many successful leaders across business, government, and philanthropy. Many of them develop a towering strength over time. But I’ve noticed
Transitioning To A New Industry
One of the toughest challenges for job seekers is transitioning from one industry to another (e.g., from retail to banking), or from one role type
3 Keys for Identifying Entrepreneurs
I recently watched a Warren Buffett YouTube video (LINK), where he shared the list of the 20 largest companies in the world by stock market
3 Keys for Identifying P&L Leaders
Building a strong pipeline of P&L leaders, people who can manage the generation of revenue and profits for the organization, is a constant focus and
Learning from Our High School Cliques
We’re all grown up now. We are responsible, dress professionally and go to work with purpose. But when it comes to career development and progression,
Developing Strategic Skills
In his book, The Unwritten Rules: The 6 Skills You Need to Get Promoted to the Executive Level, John Beeson says demonstrating strategic skills is
Three Phases of Career Progression
A common mistake I have observed clients make is waiting until the last minute to focus on a job change. I am not pointing fingers,
The Accelerator Principle
Getting a job before you are ready is the most common accelerator of long-term career progression. I’ve worked with and advised executives for a long
The Opportunity Principle
There are always job opportunities, the trick is to match your approach with the employer’s motivation. We need to be great salespeople when looking for
3 Keys to Finding the Right Job
Based on more than two decades’ experience managing, advising, and researching career growth, I’ve found there are three keys to finding the right job or
The Belief / Behavior Principle
The Law of Attraction: like attracts like; we attract into our life whatever we focus on. We’ve all had The Experience… You’ve purchased a new
Navigate Barriers Using the In Group / Out Group Principle
A successful career progression strategy is governed by the perception of whether you are part of the “in-group” or “out-group”. I have observed that clients