Having troubles moving up the corporate ladder?

If moving up the corporate ladder is important and no matter how much you try you seem to get nowhere. Or, you ask yourself, when is it my turn to grab the golden ring? Or, when will my executive managers give me the opportunity to go to the next level? Then you may be ready to make your move. You need to develop a strategy to get results; a strategy where you pursue your goals in a more aggressive manner.

“If your career is moving too slowly, stop and look around. Talk to others in your organization. Compare your progress to that of people who have moved along as you would like to,” said Marge Rossman, author of When the Headhunter Calls.

Are your on-the-job experiences similar to those who have made the next corporate leap? If not, then you need to broaden your job credentials and qualifications. Start by asking questions about what experiences they have that you need. This could come down to either work experience or education. Or it could simply be a matter of attitude and willingness to work harder to get the recognition you need from your superiors.

If you discover that you do have problems climbing the corporate ladder, then take action. “The longer you drift along without taking a careful look at your career progress, the harder it will become to make the corrections and changes necessary to get back on the right track,” Rossman stated.

Do not sit and complain about those who have received promotions and not you. Start doing research: What is your manager looking for? Do you fit the mold they are looking for? Again, take action. If you are truly determined to climb up the corporate ladder look around (starting with yourself) and see what it takes to get to the next level. Don’t wait for someone else to do this for you or you will sit and watch others climb to the next rung before you.

If your credentials, determination, and willingness to work are all in place and you still don’t get the recognition of promotion within your current company then it may be time to seek a management position with a new employer. Even in tough economic times companies are seeking top-notch executives. If you feel your management skills are honed and you are ready to make a move then a good headhunter may be exactly what you need.

Rossman, M. (1981). When the Headhunter Calls –A Guide for Women in Management. Chicago, Ill: Contemporary Books pg.49

Russell Scott – Strategic Business Partners – Craig Lindell and Associates – craiglindell.com/

Older Employees are Untapped Resources

The economy may be at its lowest point, but in the near future, when the economy begins to strengthen, employers need help to make the organization grow. Today, most management prefers the younger crowd for their stamina and possible employment longevity, but organizations should consider taking on older employees, the ‘Baby Boomers’. They have grown up during major wars which give them a greater sense of patriotism. They hold a more traditional belief about authority of respect and trust as-well-as the importance leadership. They also have more training and expertise that organizations need to lift from this bad economy to higher profitability.

Does age lead to low productivity? No. “With their extensive knowledge and experiences, mature workers can compensate, often by filtering out ‘noise’ and focusing on essential decisions or actions” (Dychtwald, 2006). Older employees can focus more on the tasks that are given to them and accomplish more because of that focus. Coupled with their large stores of knowledge and experiences, they can be more capable of thinking out side of the box more efficiently than the younger employees. Also, older employees have a greater job satisfaction and respect to their managers. Most likely their pride comes from their work and career. They put more emphasis on building efficient for teams and team cooperation.

Though younger employees have energy and stamina for the work, older employees can act as performance coaches to help younger employees have a greater ability to ‘think outside the box’. These younger employees would become more valuable to the organization because of their new ability to focus. Together both young and older would then make up a more productive team.

Russell Scott – Strategic Business Partners – Craig Lindell and Associates – craiglindell.com/

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Dychtwald, K., Erickson, E. J., Morison, R. (2006). Workforce Crisis. Boston, MA: Harvard Business School Press