MacPhie’s Post

While high performers excel in their current duties, truly promising individuals have the potential to shine even brighter in more demanding future roles. These talented individuals can be the driving force behind your organization's long-term growth.  But the question is, how can you spot them within your team or among job applicants?  Read more about them here on our new blog post: https://lnkd.in/dvwuFDmz 

Don’t assume that every employee wants the next job on a perceived career ladder. Newer generations are increasingly changing the trajectory of career paths, and I don’t think straight-up career ladders ever made sense for all professionals. “Lattice careers” and lateral moves can be very appealing for employees of all generations. Don’t make assumptions about what direction people want their careers to take. Next time you’re talking to an employee of any age about career development, be sure to discuss more than one option for the next step in their development. - Interested in more advice on thriving in a multigenerational workplace? Join other leaders who read my monthly insights here: https://lnkd.in/e-ij66vi

Skills>Pedigree It’s time to challenge the conventional wisdom that elite academic credentials and prestigious job titles are the best predictors of success. The reality is, these factors offer little insight into an individual’s future job performance. Today’s hiring practices need to evolve. The most effective criteria for identifying top talent are not found on a resume’s education or experience section but in the less tangible yet critical attributes of learning agility and resilience. These are the real drivers of success in our dynamic business world, as Adam Grant points out in his work on uncovering hidden potential. As hiring managers, we must pivot our evaluation from past achievements to future possibilities. By focusing on a candidate’s ability to learn, adapt, and persevere, we not only find the best fit for our teams but also foster a more inclusive hiring process.

As September begins, everyone is talking about fresh starts and new beginnings. With the energy of a “second New Year” in the air, it's a time when many professionals feel a renewed sense of focus and purpose. It’s also one of the busiest times of the year for recruitment. With quarter four on the horizon, it's a strategic moment for organisations to reflect on team structures and consider new opportunities for growth. This period is not only a prime time for attracting top talent but also an excellent time for professionals to reassess their career paths and consider new opportunities. In our latest blog Sandra Quinn, Founder with Quinn & Associates, reflects on the above and shares some fundamental tips and questions to help guide you as you reflect. https://lnkd.in/e3ZSvb3v #habits #goals #careers #reflect

Can you articulate your transferable skills? It may surprise you that 90% of my clients struggle to name more than 3. I’ve noticed that my female identifying clients go straight to the soft skills (I prefer to call them human or power skills) whilst most of my male identifying clients dive right into the hard or strategic skills. Want to be more confident in articulating your strengths and transferable skills? I invite you to read the article for some very useful and maybe surprising information that my co-authors and I have shared with Fast Company and Featured. Which one will you no longer forget to mention? Comment below 👇 and feel free to share it with those you think may benefit. #executivecoach #leadershipdevelopment #careercoach #womenempoweringwomen #transferableskills

This is the key to attract and retain the best talent: Invest in your team’s professional growth. Your team needs progression plans, career advancements and a chance to climb the ladder. Most employers promise this but fail to deliver. This usually leads to high turnover due to employees feeling demotivated and neglected. Not really surprising, is it? As a manager, having a clear pathway in place for your people is essential. You should be passionate about contributing to their success 🙌 Use AMB’s internal structure as an example. We have Grades 1-6, with clear instructions on how to progress to the next role: Grade 1: Junior Grade 2: Consultant Grade 3: Senior Grade 4: Principal Grade 5: Divisional Manager Grade 6: Director High-performers often seek environments where they can continually develop their skills and work towards their ultimate goals. If your team can’t see a tangible future within your company, you risk losing them. When you show employees they’re valued and supported personally and professionally, everyone reaps the rewards.

Employees want leadership to invest in their careers, help them make informed career decisions, and demand individual accountability for career growth. But for many organizations developing initiatives to meet these expectations is a challenge. Discover how you can empower employees and enhance retention through the strategic use of verifiable credentials in our blog: https://hubs.ly/Q02Ld5nP0 #digitalcredentials #learninganddevelopment #talentdevelopment

Companies spend huge money hiring talented young professionals from top Business schools. They hope and expect that these young talented minds will exceed their expectations. But the truth is : Talent alone doesn't guarantee success. Only a few of these professionals truly shine. And do you know what separates them? It's discipline. You can be brilliant, but without discipline, you won't reach your full potential. The problem with gifted young minds is that they often think talent is all they need. They downplay hard work. But the truth is, disciplined, less-talented individuals often outperform them in the long run. So, sure, hiring top talent is important. But companies also need to create an environment that values discipline, clear systems, and strong processes. This is the recipe for building high-performing teams, not just throwing money at the flashiest resumes. What are your views here?

Does your career feel stuck in neutral? Excelling at your job is just the first step to securing that promotion. From showcasing your impact to seeking mentors, learn six strategic career moves from an HR executive: https://bit.ly/3Ut3hsX #careerdevelopment

There's a thread that binds every success, every business breakthrough – trust. It’s not just a word in our vocabulary; it's the soul of RevUp Advisory and what we do everyday. Because without it, our purpose dims, our mission falters. Picture this: a client entrusts us with their dreams, their aspirations. 📈 It’s more than just numbers on a balance sheet; they're people with hopes, fears, and a vision for their future. And it's our responsibility, our privilege, to be their guiding light to win. 🌊 But here's the crux: without trust, we're stranded in a sea of uncertainty. Without it, our words hold no weight, our actions lack impact. Without it, we're just another face in the crowd. Trust isn't just a value we preach. It's part of the late-night brainstorming sessions and the early morning strategy meetings. It's in the unwavering commitment to our clients' success, no matter the obstacles. Because when trust thrives, business miracles happen, founder dreams flourish, and together, we soar to heights we never thought possible. Check out my quote in Fast Company on trust and why it’s an important value here at RevUp Advisory.