Think your organisation is nailing career conversations because they’re part of the performance review? You’re not alone. I hear this all the time. A well-meaning question like “What are your career goals?” is often squeezed in at the end of a performance review meeting, tucked between a salary discussion and next quarter’s targets. But here’s
In my last blog post, Impostor Syndrome. Are you letting it damage your career growth? I described the negative impacts that Impostor Syndrome can have on our careers. I also promised to share some ideas to help you overcome it. So, that’s the plan for this blog post, looking at ways to silence the impostor,
Have you ever had the feeling that you’re going to be found out? That you don’t ‘deserve’ this, that you’re not good enough, or you don’t belong? You may be suffering from Impostor Syndrome. Regular readers will realise that a lot of my recent blog posts have related to subjects I am covering in the
Antoinette Oglethorpe Ltd. is a globally operating, world-leading training provider. Through career management and mentoring, we unlock leadership potential so that empowered individuals and ambitious organisations can achieve their goals. We are growing and so are looking for two exceptional Facilitators/Trainers to support our career management and mentoring programmes on a freelance, part-time basis. Purpose
Antoinette Oglethorpe Ltd. is a globally operating, world-leading training provider. Through career management and mentoring, we unlock leadership potential so that empowered individuals and ambitious organisations can achieve their goals. We are growing and more of our clients are international, and there is a demand for our workshops in other languages. We are now looking
In my blog post, Managing Upwards: How to make progress through influencing your supervisor, I introduced the subject of managing upwards. And I emphasised the importance of ‘Seek first to understand; then to be understood.’ In my last blog post, Managing Upwards: First you need to clearly understand your Manager, I shared some ideas on
In my last blog post, Managing Upwards: How to make progress through influencing your supervisor, I introduced the subject of managing upwards. And I emphasised the importance of ‘Seek first to understand; then to be understood.’ In this blog post, I thought I’d share some ideas seeking first to understand. Two important traits and attitudes
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