Maybe you’re like me?
Whether I’m at 1407 Fleet Street, driving, running errands, or trying to fall asleep at night - ultimately my mind turns to work. While thinking about projects, I start to focus on deadlines, ways to alleviate the stress creep, and stay at the top of my game. There are a few helpful quick-hitting resources that I often turn to. HBR deserves a major shout out.
I realize I'm exposing my little secret, but why not? Their Management Tip of the Day is gold.
Better yet, the one to three paragraph advice column runs the gamut of how to engage your employees who work remotely (a real life routine event that adds a layer of complexity when working with colleagues) to how to leverage project management tools with links to resources like Basecamp (an eQ favorite). The best part of their newsletters is the affirmation I receive when I open the email. So often I remark that it's as if the writer read my mind. The content is not only relevant – it’s useful. Not to mention, there’s a certain specialness that comes with receiving exclusive messages not found on the organization’s website.
So what exactly does this have to with management consulting and talent acquisition?
Well, eQ is a hub for ongoing learning. We don’t call one of our regular meetings an Incubator Session for nothing. To me, the learning journey materializes as drops of knowledge that dependably appear in my inbox, the online PM tools I use to support smooth operations and timeline adherence, and (my favorite) the conversations that evolve from colleagues sharing what we use, what we read, and how we learn best.
Your Leadership Legacy
There are numerous examples that indicate whether a place of work is performing at a high level. One indicator of high performance comes in the form of individuals making deliberate strides to collaborate cross-divisionally and within assigned teams. Recently, a friend recommended a stellar read- Your Leadership Legacy, which makes the argument that if you're not sharing what you know with others and for the betterment of the organization, you're missing the point. The point of legacy is to leave a lasting (positive) impression on the people you work with, and if you’re not sharing your wealth of knowledge and experience – your leadership legacy is poor.
The goal of a career is growth – yes? If you believe that statement then you’ll agree with the next one. Those who are committed to growing choose one of two directions: they either move up or out (of their organization) and very often it takes legacy vision. What do I mean by this? A knowledge transfer with sights set on establishing lasting impact, and a genuine interest in a person’s development to help them land the spot they are meant for next.
Make your legacy today
Your legacy is constantly evolving, so recognizing mobility and learning is part of who you are – even if it means giving nature a little push in the right direction. This won’t only help your company; it will help YOU. The fruits of this labor will land your talents where they are destined to go. Just ask yourself: what does your leadership legacy look like?
