May 02, 2019

The Power of a Performance Advisor

At HORNE, we don’t have “bosses,” we have Performance Advisors (PA). The PA role is designed to help accelerate our development through ongoing conversations that are timely, honest, constructive and transparent. We also have 2nd PAs, if we so desire, who serve as an additional perspective in the same capacity. Having a 2nd PA willing to invest in my development has always been valuable to me.

In my three years at HORNE, I have been encouraged and empowered by my relationships with my PAs. I use my voice to help shape my career, and we work together to set goals that are measurable and practical. My PAs assess my performance and progress along these goals, and so do I. We discuss and align our perspectives as needed, and I gain a solid view of where I am in my career, where I’d like to be, and where I can improve.

My PAs recently helped me uncover one major area for improvement – that is my need to be more willing to share the workload and delegate effectively.

Knowing that I had a desire to grow in the area of business development, we started by assessing new responsibilities I had assumed in that area. We quickly identified a concern of sustainability – could I keep managing my original responsibilities and the new without becoming overloaded? I admitted my reluctance to ask for help because I don’t like being a burden on others, but we explored the cost of me not choosing to grow in this area. Costs like seeing decreased performance, burning out, denying others a chance to use their talents and strengths or to learn new skills, and the increased frustration they may feel as a result.

My PAs challenged me with candor and compassion to replace my concerns of being a burden with more productive thoughts, to resist the urge to do something myself rather than delegate or teach someone how to do it. They challenged me to keep the bigger picture in mind, continue having conversations, and practice. I have a long way to grow in this area, but I will keep at it.

To all PAs, my challenge to you is to continue renewing your enthusiasm and commitment to bringing HORNE’s Continuous Growth Philosophy to life with your team members. Know them – help identify their strengths and area of passion. Focus them – be clear about performance and expected results. Engage them – build relationships, connect to the Wise Firm culture, help them understand the “how” not just the “what.”

Team members working with a PA, remember both of you are accountable for ensuring development-focused conversations about you take place and take place in the manner they are designed. I challenge you to be honest, transparent and willing to receive feedback. And remember, it’s what YOU do with that feedback that will make the difference in your career.

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Topics: Performance, Relationships, Growth, People Development, Goals

July 26, 2018

What Would You Do If You Knew You Could Not Fail?

Fear is a deep-seated and natural human emotion. Indeed rational fear helps us make sound decisions and even helps keep us alive. But less primal/survival fears are learned as we grow and experience life. It’s these less rational fears that can stall or even derail our professional growth and career trajectory. Fear of failure, of being wrong, of not being good enough, of being taken advantage of and even fear of success can all diminish our capacity for growth, success and happiness.

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Topics: Growth, People Development, Full Potential

May 24, 2018

Questions to Ask to Get the Type of Feedback You Want

Did you know that you can go get the feedback you need to grow and develop? Most people don’t realize how empowered we are to ask for what we need—including the specific type of feedback at any given point of the day or in our careers. Whether it’s appreciation, coaching or evaluation feedback you are seeking, here are some questions to help you go out and get the feedback you want.

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Topics: Growth, Empowered People, People Development

March 29, 2018

It’s Never Too Early To Own Your Career

HORNE describes our Full Potential (FP) Coaching Program as a strategic investment by the firm that reinforces our commitment to our people by empowering team members to reach their Full Potential, in both their personal and professional lives. More specifically, our FP Coaches engage with team members in one-on-one sessions to discuss career aspirations, then assist with targeted goal setting and action steps designed to accelerate development and bring sharper focus to individual growth and potential. While this certainly sounded like something I wanted to sign up for, I wasn’t really sure what I was getting myself into.

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Topics: Empowered People, People Development, Coaching

November 30, 2017

What Do You Want?

I was once asked what it means to “own your career.” My answer at the time was to seek opportunities for growth both personally and professionally. I continued by stating that you won’t always be doing what you “want to do” in order to grow. As I reflect on that answer, I think I got it wrong. Not totally wrong, but I missed an important step. Not just any step, but the first step. 

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Topics: Growth, Empowered People, People Development

November 02, 2017

Own Your Career, Own Your Success

Taking ownership for your career is critical to your success whether you are brand new to the workforce or a seasoned veteran. As Full Potential Coach, I consistently see that people who lean in to embrace the empowerment that comes with taking the initiative to gain clarity, make choices and act on their career are more engaged and happy at work.

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Topics: Feedback, Empowered People, People Development, Full Potential

October 05, 2017

Building Others Up

When I think back to my first time serving as a performance advisor (PA), when it was actually called being a mentor, I always think about what a huge responsibility I was handed. I vividly remember thinking, “Really, my partners are entrusting me to help grow our future leaders? But I'm still growing myself!” I didn’t know how they thought I was going to make an impact on helping others grow when I wasn’t there myself. 

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Topics: Servant Leadership, People Development, Full Potential

July 20, 2017

Want to Grow Your Team? It's All About Growing Engagement

Growing leaders faster is a key need for most companies. With the changing workplace demographics—including the mass exodus of Baby Boomers and inept succession planning—organizations are scrambling to grow high potentials into leaders who can lead faster.

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Topics: Growth, Culture, People Development, Leadership

May 11, 2017

5 Attributes of a Successful Performance Advisor

Despite the light-hearted approach to last week's blog, 5 Foolproof Ways to Fail as a Performance Advisor, I believe the point was still clear—being a good performance advisor actually is hard work. But, it's without a doubt one of my most rewarding and fulfilling responsibilities. Creating a rising tide is something that has always been incredibly important to me and being a performance advisor gives me a fantastic opportunity to do that. I think Seth Godin sums it up in a recent blog by saying, "We get what we invest in. The time we spend comes back, with interest."  

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Topics: Culture, People Development, Leadership

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