Two of the most important things we do at Bright Horizons are taking care of the employees in our own company, and caring for the families we serve outside of it. Nowhere, says Bright Horizons COO Mary Lou Burke Afonso, do those two things intersect more profoundly than in our centers.
A key cornerstone of talent coaching strategy is the belief that employees are resourceful, creative, and ultimately experts in who they are and what they need to do. In many ways, this belief is what differentiates coaching from other forms of support. And it requires curiosity to deliver.
To fully grasp the excitement about education as a powerful strategy, one need only look at some of the facts from this year’s EBN Expo and conference:
Before we write today’s youngest employees off for their shortcomings, let’s consider what we should be learning from our Millennial colleagues.
How can we engage employees and encourage them to drive their careers in a way that’s impactful for them and our organizations? Here are six steps.
When employees show promise, you probably label them as high-potential. But there’s a surprising side effect to the label: it can weigh people down or even push them out the door.
No two adult learners are alike. So programs tied exclusively to one school or learning model have a distinct disadvantage.
No matter what the job, there’s a lot to be said for letting the experts do what they do best. In our work at EdAssist, I hear people say often that they thought running an education assistance program would mean a rubber stamp and a checkbook. Then they tried it out.
Values are the key to fulfillment. When employees’ careers are in line with them, they feel resonance, more balanced, and grounded. And fulfilled employees make business sense because resonance brings energy which brings productivity.
What are your toughest jobs to fill? More importantly, are you looking in the right places to fill them? You might be surprised.