Unsung Heroes of Our Organizations

20180507_130218-02Companies recognize their C-Suite, VP, Director, Manager and even Supervisor titles with enthusiasm, and… compensation structures aligned to those tributes.  But the unsung heroes of many organizations are the individual contributors that have chosen not to climb a ladder that leans against the people-leader titles.  Instead, many of these critical employees have accumulated vast amounts of understanding, experience, expertise and instinct about how to encourage, influence, execute and measure success in the organization or market where they have put down roots.  People at all levels of the business siphon data, ideas, confirmations and learning from these ‘go-to’ professionals everyday – and yet they often remain below sight-level and are rarely rewarded or recognized for their career of company stewardship.

Thank Them:

Today, find a couple of people that fit this general description and tell them what you’ve seen them do that makes a difference to the business, to the productivity of people around them or to you.  If you haven’t observed closely enough to sincerely describe the details, then find their boss or someone who has, and do some research.  If no one in your company is close enough to observe the specifics of their contributions, that’s a shame and possibly a danger.

Develop Them:

We often neglect to offer foundational learning opportunities to this segment of our professional population.  Providing development in these areas can pay off substantially in their performance: Self-Awareness, Influence, Learning Agility and Effective Communication.  These professionals seem to especially appreciate mentoring relationships and personalized learning customized to their unique and immediate needs.

Know Them:

It may not benefit you to blindly promote your individual contributors to a job that eats up all their time on managing people instead of on producing the results they love to produce.  Far too many individual contributors abandon the companies where they felt most effective within months of being promoted to people-leaders.  Know what motivates your best players; understand what they need, so you can re-recruit them when they get discouraged.  If they feel a people-leader position is their next step, a wise effort would be to let them live in those shoes in a ‘temporary’ capacity for several months to confirm their aptitude for it.

So, sing the praises of these people whose resumes are filled with a kaleidoscope of projects, positions, and partnerships that demonstrate their productivity-based accomplishments and reflect their systemic perspectives of how one silo impacts another inside their organization.  And, yes, they often do consider it ‘their’ organization; they feel a bit of ownership because they know they make a difference.  We can help with effective ways to show you value these unsung heroes.  If you lose them, the betrayal they feel will rarely allow them to return.

Find more of what you need by opening our BOX of BLOGS from 2017

The Magic of Transferable Skills


Transferable skills – those you carry with you and enhance from job to job – look the same as any skill when seen in a list….  But employers and applicants can unleash the power of these skills by seeking and sharing clear evidence of how they have been used effectively.

  • Instead of looking for specific titles or job-responsibilities on applicant resumes, wise managers look for core skills that can be reapplied to amazingly transform a new-hire into a high performing employee.
  • Experienced interviewers are never spellbound by those lists of skills; they use the magic of behavioral questioning to peek behind the curtain.
  • Learning effort is mysteriously enhanced when development plans include skills that are used in the employee’s current work and will also be key in their next, targeted job.
  • Savvy leaders engage employees in developing skills that strengthen current performance and can be transformed into career stepping stones.
  • Job seekers charm recruiters by offering clear descriptions of how transferable skills were used to convert basic tasks & expectations into results & revenue.
  • Training that conjures the vision of career application looks nothing like skill-building required to meet job expectations.


Transferable Skill: Performance Coaching
Enhanced Description: Consistently use applicable coaching methods to ensure employees perform skills accurately and overcome challenges that deter skill-effectiveness needed to meet highest performance expectations.  [Expand on real-life examples and description of methods.]

Transferable Skill: Project Management
Enhanced Description: Lead projects using standard tracking and project practices that ensure critical escalations and completions while inspiring effective communication and buy-in between stakeholders, hand-off partners and end-users.  [Expand on professional terminology and tools and how you have overcome project-obstacles by gaining buy-in.]

Transferable Skill: Work well with difficult people
Enhanced Description: Increased my results by building the trust and confidence of people who are not my direct reports and of those who were, at first, hesitant to accept my responsibility or competence.  [Expand on tactics used to change doubt to support.]

Transferable Skill: Customer Service
Enhanced Description:
Respectfully manage customer emotion and transition consistently to up-selling that meets identified customer needs while balancing requested marketing priorities.  [Expand with an example of when all three needs were met.]

Transferable Skill: Proof Reading
Enhanced Description:
Edit copy that is consistently approved as clear and understandable, with correct grammar, spelling and punctuation, and audience-relevant.  [Expand on your methods.]

Transform transferable skills into your own career magic.  If you need help finding engaging and creative ways to include skill-building in development plans, we can help!

Find more of what you need by opening our BOX of BLOGS from 2017