Professional Development Archives

Checklist for managing your boss – Navigating work relationships

16/08/2023 By Alexis del Río

A successful relationship with your boss doesn’t happen by accident. It requires intention, understanding, and mutual respect. Here’s a comprehensive checklist to help you manage your relationship with your boss effectively:

Building a harmonious relationship with your boss isn’t a one-time task. It’s an ongoing effort that requires understanding, flexibility, and proactive actions

Deeply understand their goals and objectives

Grasp what motivates them on both professional and personal levels.

Know their strengths and weaknesses

Understand where they shine and where they might need support.
Offer assistance in areas where they might struggle, but do it subtly, without making them feel undermined.

Identify their blind spots

Introduce them to perspectives they might not see.
Collaborate to find solutions that consider these blind spots.

Assess yourself

Recognize your strengths and how they can benefit your role and support your boss.
Address your weaknesses, asking for feedback when needed.
Examine how you typically interact with authority figures to ensure a balanced dynamic.

Develop a mutual relationship

Tailor the relationship to both your styles and needs.
Ensure mutual respect and keep your boss updated about important matters.
Be reliable, honest, and respect their time. This means being prepared for meetings and being concise.

Open and regular communication

Learn how your boss prefers to communicate and how often.
Be upfront about challenges and always suggest potential solutions.

Adaptability and alignment

Adjust to their preferred working and communication styles.
Prioritize tasks that support their main goals.

Anticipate needs and take initiative

Address issues before they become problems.
Showcase your commitment by suggesting initiatives beneficial to the team or company.

Personalize relationship

Bond over shared experiences or interests, but always keep professional boundaries.

Constructive handling of conflicts

Tackle disagreements maturely, focusing on finding solutions instead of pointing fingers.

Continual professional development

Look for growth opportunities regularly, highlighting your dedication to your role and the company.

Understand their pressure

Be compassionate about the challenges they face and offer support when possible.

Building a harmonious relationship with your boss isn’t a one-time task. It’s an ongoing effort that requires understanding, flexibility, and proactive actions. When you understand both your and your boss’s strengths and weaknesses, and consistently communicate and adapt, you lay the foundation for a relationship that benefits both of you.

How to write a winning CV that leads you to an interview

19/07/2023 By Alexis del Río

A well-structured and detailed CV is your ticket to land an interview. It is the first thing employers see and should effectively showcase your skills, experience, and achievements. Here’s how to write a compelling CV:

As you construct your CV, remember that the goal is to make it as easy as possible for the employer to see that you have the qualifications they’re looking for. This often means tailoring your CV for each job you apply for to highlight the most relevant skills and experiences.

About me

This summary gives the hiring manager or HR professional a snapshot of your skills and experiences relevant to the position you’re applying for. Mention your experience, notable projects, and appropriate leadership, communication, and problem-solving skills. This is also a good place to highlight your unique selling proposition (USP), including your behavioral style and top values contributing to your professional identity.

Work experience

Include your role title, company name, and the time you held each position (MM-YYYY to MM-YYYY). Highlight your key responsibilities, achievements, and the impact you made in each role. For instance, as a marketing manager, you might discuss how you developed and executed marketing strategies that boosted brand awareness by 30%. Also, demonstrate your competencies derived from your unique decision-making style, like if you’re an analytical decision-maker, highlight your attention to detail and problem-solving skills.

Achievement

Your experience summary should focus on the impact you made in previous roles. For instance, a software developer might highlight their programming language expertise and contributions to successful software applications. Quantify your successes where possible.

Skills

List the technical skills and abilities you’ve gained throughout your career that align with the job you’re applying for. These could include proficiency in software development languages, web design skills, project management expertise, etc. Showcase both hard and soft skills, and ensure that these align with your professional achievements and decision-making styles.

Education

Detail your degrees, the institutions where you earned them, and the years you attended. Include significant coursework or projects relevant to the job you’re applying for.

Certifications or linceses

If you hold any relevant professional certifications or licenses for the job, be sure to include them.

Volunteer work or internships

These experiences demonstrate your commitment, and skills and provide additional experiences that may be relevant to the job, especially valuable for recent graduates or people new to a particular field.

Publication or presentations

Include this information if you’ve published work or given professional presentations demonstrating expertise in your field.

Professional affiliations

Mention any membership in professional organizations. If you hold positions of responsibility within these organizations, be sure to include that as well.

References

You don’t need to list references on your CV, but you could note that they’re available upon request.

Hobbies and interests

While not always necessary, sometimes these can give a potential employer insight into your personality and balance out your professional achievements.

Languages

Note any additional languages you speak and your proficiency level in each. This could be an asset in today’s global marketplace.

Lastly, while not a section of the CV, it’s critical to proofread your CV for any grammatical errors or typos. These mistakes could leave a negative impression on potential employers. Using online grammar tools or asking someone else to proofread your CV can help ensure it’s free of errors.

Don’t forget to check out our guide, ‘Comprehensive Interview Tips to Land Your Dream Job,’ for more useful advice on your job search journey.

Cultivating a growth mindset: The power of TRIPA coaching

05/06/2023 By Alexis del Río

Developing a growth mindset is a key focus of TRIPA Coaching. It uses self-assessments, personalized coaching, and self-coaching tools. These tools help individuals understand their beliefs, attitudes, and thought patterns. Recognizing and challenging limiting beliefs is key. TRIPA Coaching guides individuals to a growth-oriented mindset. This mindset embraces challenges, seeks learning opportunities, and persists against obstacles.

TRIPA Coaching is not just a tool, it’s a companion for your journey toward personal and professional growth. It empowers you to embrace challenges, nurture a growth mindset, and ultimately unlock your true potential.

Fostering a growth mindset

Enhancing self-awareness and Emotional Intelligence (EQ)

TRIPA Coaching enhances self-awareness and emotional intelligence. These two components are vital for personal growth. TRIPA delves into behavioral insights and values alignment. This way, individuals understand their strengths, weaknesses, and emotions better. Greater self-awareness helps individuals manage their emotions effectively. In addition, it improves relationships and communication skills. With TRIPA Coaching, individuals develop essential self-awareness. This awareness propels personal growth and successful interactions.

Setting goals and promoting accountability

Setting meaningful goals is critical for personal growth. TRIPA Coaching supports individuals in this aspect. Coaches guide and support individuals in setting ambitious but attainable goals. These goals align with their values and aspirations. Coaches provide guidance, support, and accountability throughout the goal-setting process. Regular check-ins and progress tracking keep individuals focused. TRIPA Coaching empowers individuals to stay motivated. It helps them take ownership of their personal and professional development.

Promoting self-reflection and lifelong learning

TRIPA Coaching encourages self-reflection and continuous learning. Individuals can reflect on their experiences, evaluate progress, and identify growth areas. Access to resources like articles, videos, and recommended readings expands knowledge and skills. It also helps individuals adapt, evolve, and thrive by fostering a habit of self-reflection and continuous learning.

Building resilience and overcoming limiting beliefs

TRIPA Coaching empowers individuals to overcome limiting beliefs. It helps build resilience. Coaches work closely with individuals to challenge self-doubt, fears, and negative thought patterns. TRIPA Coaching provides guidance and support to develop strategies. These strategies overcome obstacles and bounce back from setbacks. They cultivate a mindset of resilience and determination.

By leveraging TRIPA Coaching, individuals unlock their potential. They develop a growth mindset and achieve personal and professional growth. Combining self-awareness, goal-setting, continuous learning, and resilience-building is powerful. It helps individuals embrace challenges, continuous improvement, and achieve their goals. TRIPA Coaching empowers individuals to take control of their growth journey. It allows them to embrace new possibilities and create a fulfilling and successful life.

TRIPA Coaching equips individuals with the tools and support to foster a growth mindset. It helps achieve personal and professional growth. Self-reflection, goal-setting, self-awareness, and resilience-building are vital. They unlock potential, embrace challenges, and help individuals thrive. With TRIPA Coaching as a guide, individuals embark on a transformative journey toward a growth mindset. As a result, they unlock their true potential.

For further insights on fostering a growth mindset within your team, you might find our article ‘Cultivating a culture of growth mindset‘ interesting.

The importance of goal-setting and planning for success

12/05/2023 By Alexis del Río

The journey of personal growth and professional development hinges on well-defined goals and meticulous planning. Setting tangible goals and committing to the path toward them is crucial for realizing your full potential and making a difference in your chosen field. This article explores the vital interplay between goal-setting and planning, showcasing the invaluable ‘Make Goals FAST’ methodology, an innovative approach developed at MIT.

By setting specific, measurable goals and creating a comprehensive plan for achieving them, we can maintain focus, stoke motivation, and stay on course towards achieving our aspirations.

By setting specific, measurable goals and creating a plan for achieving them, we can stay focused, motivated, and on track toward achieving our desired outcomes.

The difference between goals and journey

Goals and journeys, though seemingly similar, exhibit distinct dynamics. A goal is a destination – the final result you wish to accomplish, while the journey represents the path leading to your goal. Consider someone aiming to complete a marathon. The goal is obvious, but the journey involves various components, like developing an extensive training schedule, overcoming physical and mental challenges, and ultimately, reveling in the satisfaction of accomplishing a daunting goal. The journey amplifies the value of the goal and unveils opportunities for personal growth and self-discovery.

Setting precise, attainable goals supported by a robust plan is vital for maintaining focus and motivation. This principle extends to personal aspirations, professional targets, and organizational objectives. A substantial plan should include the following:

Adopting this approach ensures continuous movement towards the goal, fostering motivation and growth.

Introducing the ‘Make Goals FAST’ methodology from MIT, a brainchild of Dr. Donald Sull and his team, this framework underscores four fundamental aspects of effective goal-setting:

The Make Goals FAST framework

The Make Goals FAST framework from MIY, the brainchild of Dr. Donald Dull and his team, emphasises four fundamental aspects of effective goal setting:

An illustration encapsulating the four principles of Make Goals FAST: frequent discussion, ambition, specificity, and transparency, underscores the importance of effective goal-setting and planning for success in all life domains.

Illustration from ‘With Goals, FAST Beats SMART’ from https://sloanreview.mit.edu/article/with-goals-fast-beats-smart: Donald Sull and Charles Sull, June 05, 2018

The ‘Make Goals FAST’ methodology highlights the importance of goal-setting and planning, driving success across various life scenarios.

Practical tips for effective goal-setting and planning

Define your vision: Before setting goals, have a clear vision of what you wish to achieve and why it matters to you.
Be specific and measurable: Goals should be well-defined, with tangible outcomes and timelines.
Break it down: Simplify your goals into smaller, actionable steps and milestones.
Set a timeline: Establish a timeframe for each goal and map out a plan to achieve each step.
Incorporate the Make Goals FAST methodology: Utilize the principles of this proven framework to guide your goal-setting and planning process.

In conclusion, goal-setting, professional and personal life journeys, and planning are essential for success in all aspects of life. By setting specific, measurable goals and creating a plan for achieving them, we can stay focused, motivated, and on track toward achieving our desired outcomes.

The Make Goals FAST methodology provides a proven framework for effective goal-setting and planning, incorporating frequent discussion, ambition, specificity, and transparency principles. By following these principles and incorporating practical tips for effective goal-setting and planning, we can achieve success and fulfillment in all aspects of life.

Why do some high performers fail in managerial roles?

12/01/2023 By Alexis del Río

Whether you work in the private or public sector, you have seen many top performers underperform upon promotion to a managerial position.

Why do these top performers fail as managers?

Frequently, these individuals focus primarily on administrative tasks to provide weekly and monthly reports. This approach sets these top performers on a course of failure.

The reasons may vary from person to person and from organization to organization; one can lack organizational succession preparedness and individual self-awareness, or a combination of multiple factors may apply.

Many organizations and managers promote their best employees without equipping them to take on new roles. Some organizations, by default, and based on the skills demonstrated in the previous position, assume that top performers have the competencies to manage and provide little management training. Frequently, these individuals focus primarily on administrative tasks to provide weekly and monthly reports. Unfortunately, this approach sets these top performers on a course of failure.

A couple of years ago, I spoke with a former colleague whose company enrolled him in a succession plan to shadow a top executive. His succession preparation took one-plus years of leadership and management training while performing his day-to-day functions/role. In addition, the company required him to develop the competencies and skills needed for the position. Recently, he was promoted to a senior leadership role.

An organization without a succession plan may suffer irreparable damage if it fails to foresee or adequately fill a gap left by emerging business needs and the departure of a key player. A well-crafted succession plan helps ensure your organization is prepared and ready to deploy the right leaders and managers. Leaders and HR organizations should anticipate and implement methodologies and tools to identify and assess internal competencies and employees’ potential to assume new leadership roles. Yet, we see many being more reactive than proactive.

Effective team development

Managers in all fields and levels must be agile in developing and acquiring the complementary competencies and skills needed to lead team members.

Most new managers join teams and inherit skills available by the existing workforce. Some prefer to develop their team from the ground up, and others must assimilate into the current workforce and strengthen skills that are from their team. While the managerial toolkit includes problem-solving, decision-making, technical skills, functional expertise, interpersonal skills, and self-awareness, incoming managers must simultaneously and quickly identify, assess, develop, and incorporate these skills within their teams.

New managers self-awareness

Individuals who assume managerial functions should understand themselves and the immediate work environment, including external driving forces, as this will help them coach and efficiently and effectively lead their team.

Managers must be fully able to identify, interpret, and regulate their behavior and understand their impact on others. Therefore, self-awareness is a prerequisite competency for successful performance in a managerial role. For this reason, individuals who assume managerial functions should understand themselves and the immediate work environment, including external driving forces, as this will help them coach and efficiently and effectively lead their team.

Low productivity, a frustrated workforce, and a high turnover rate are a few problems that arise due to poor management and leadership. Therefore, leaders and organizations must generally develop an environment conducive to self-awareness and invest in resources to help managers strengthen a growth mindset that pays forward to increase the pool of high performers.

Setting up yourself for success in a management role

The below points are recommendations and not a prescription.

1. Encourage your organization’s leadership to cultivate principles, values, and competencies that maximize the productivity of its workforce in performed roles. Principles, values, and competencies should be a fundamental part of an organization’s culture to achieve greatness at the individual and byproduct at the organizational level.

2. Align candidates’ and employees’ innate talents to corresponding responsibilities. It is the simplest way to increase peak performance in any employee as friction with the role and individual inborn talents are minimum to no existing.

3. Motivate new managers to enhance their performance through self-awareness. People with a high level of self-awareness can seize opportunities to be more effective while being aware of their blind spots.

4. Emphasize the importance of specific soft and hard skills to succeed in the new role and provide training where gaps exist. Hard skills such as technical knowledge to perform a particular task is less effective in an environment where collaboration is paramount. The individual needing more soft skills such as communication, time management, and critical thinking, to mention a few, can create unnecessary conflict and reduce productivity. Conversely, individuals with strong soft and hard skills increase their chances of succeeding as managers.

5. Be aware of ADD (Attention Deficit Disorder), which could affect top performers. People with ADD display patterns such as losing track of time, inattention, and distractibility, and sometimes display difficulty regulating their emotions.

6. Encourage new managers to value two-way communication (i.e., listening vs. talking). While some people are inclined to interact with others and share their opinions, new managers should provide an environment where team members can express themselves and be heard.

7. Pay attention to the new manager’s administrative overload. It may be an indication of ineffective delegation.