July 20, 2020

Professional Development – 2020 – Week 29

Image Credit: https://www.flickr.com/photos/54585499@N04/

Business

What Would It Take to Reskill Entire Industries? (via Harvard Business Review)

  • What does reskilling really mean? Content, format, and financial investment.
  • How long does reskilling take? Some say around 480 hours.
  • How can we make reskilling a reality for all? Create and empower tripartite sector skills councils, support small businesses, and make reskilling more accessible to individual employees.

Culture

Why WFH Isn’t Necessarily Good for Women (via Harvard Business Review)

  • Tripwires: work/family conflict, access to informal networks and critical assignments, and a new form of “presenteeism”
  • Instead of making assumptions, collect and analyze data
  • Change with rather than against your culture
  • Understand that remote working does not occur in a vacuum
  • Avoid the development of two tiers of employees
  • Educate managers about the new rules
  • Focus on output

Leadership

Radical Candor (Part 4)

Our book club finished chapter 3, talking about performance and growth trajectories.

Excerpt from “One from Many” by Dee Hock (via Software Lead Weekly)

“How can you manage bosses, peers, regulator, associates, customers? The answer is equally obvious. You cannot. But can you understand them? Can you persuade them? Can you motivate them? Can you disturb them, influence them, forgive them? Can you set them an example? Of course you can, provided only that you have properly managed yourself.”

Process

Why Your Mentorship Program Isn’t Working (via Harvard Business Review)

“People who have strong mentors accrue host of professional benefits including more rapid advancement, higher salaries, greater organizational commitment, stronger professional identity, and higher satisfaction with both job and career. But marginal or mediocre mentoring plagues organizations. Prospective mentors often are randomly selected or told to participate with little or no training and leaders fail to reward mentoring, so it is seen as an onerous add-on duty. Organizations that want to improve their mentoring programs should start with who they select to be mentors.”