Ascent Resources’ Post

"This year, our Employee Success team introduced our PEAK Career Framework, in response to employee feedback seeking more clearly defined career paths." - our CEO Godard Abel for Fast Company Executive Board What is your #1 way to increase equity & transparency in the performance review process? Hear from Godard & other industry leaders - link below!

Did you know the role of a Chief of Staff varies significantly based on the size of the company? Our updated framework reveals that junior levels are more common in smaller companies, while middle management levels are prevalent in larger enterprises. Interestingly, executive levels such as VP and CXO often emerge in mid-sized companies. This variability underscores the importance of tailoring your career strategy to the organizational context you are in or aiming for. Understanding how your role might evolve can help you better navigate your career path and set realistic, strategic goals. Explore more insights and how you can leverage this knowledge for your career advancement in our newly released Chief of Staff Leveling Framework v2 coming July 8. 🚀 https://buff.ly/3W568ud

This framework is a great reference for anyone who is a force multiplier or has a force multiplier. Key areas to identify and improve relational efficiencies. #3 the level of influence is one of the biggest misses I see in scope of work, and is an important thing to highlight and discuss.

January is the month employees are most likely to think about changing jobs, likely resulting from a combination of hiring managers who have refreshed their budgets and job applicants reconsidering where they want to take their careers in the new year. 🚀 💡 #careers #teamperformance

Check out the latest interview episode of Leadership & Life Chat with Mark Curtis and guest, Steve Jacobs🎙️ In a world of quiet quitting and the ‘Great Resignation’, what should employers be doing to keep their best people?🤔 👉🏼Listen here: https://bit.ly/3vm2DF0

Do you think moving “up” is the only way to find satisfaction in your career path? Might you find fulfillment if you went in a career direction other than vertical? These questions are as relevant today as they were 40 years ago. Join host Adam Weber as he chats with Dr. Bev Kaye, who shares deep wisdom from a six-decade experience in HR. Together, they explore other career advancement directions outside the traditional manager path, emphasizing that career mobility goes beyond the vertical. The conversation illuminates timeless concepts, including the importance of manager-employee conversations and how HR leaders can empower managers to foster healthy, engaging work environments. This episode of #HR Superstars is a reminder to reflect on what truly sparks joy and fulfillment in your career. Click the link below for more of Bev’s insights.

Y'all! I expected my first full summer of consulting to be slow as molasses given that our industry tends to slow down at this time of year. Color me shocked and fortunate that I have had more opportunities to do incredible things than I ever could have anticipated! And, while a lot of the work I'm doing continues to build on things I've done over many, many years in my career, I'm thrilled that I still get to do new things all the time! Last week I had the opportunity to facilitate a peer group of HR executives through my work with the Mahoney Performance Institute. If you've ever worked with me, you know that I love the opportunity to engage in rich conversation - whether it's hosting a talk show, delivering a training, convening a panel of experts, or just sitting around a campfire. Facilitating a peer group was no exception and I can't wait to see what great things this group and I can learn from each other and accomplish together! #everupward #lifelonglearner #learninganddevelopment #talentdevelopment

Will, Values, Results, and Skills There are four attributes of valuable employees around which the book is structured. We also recommend you use these four as a basis for hiring as well: Will – Habits of Desire Values – Habits of Character Results – Habits of Performance Skills – Habits of Influence The Table of Contents shows the three habits for each of the four attributes – a simple framework you and your people can use, reviewing one per month, to raise the energy and outcomes within the organization. One valuable step at a time in scaling the company and careers. There is also “The Employer’s Guide” to help the senior leadership support employees in developing these habits. 12 Habits Of Valuable Employees: Your Roadmap to an Amazing Career  📙 https://lnkd.in/d--za2Rq

There were so many highlights from our flagship summit that it's impossible to pick favorites, but Harvard Business School professor Joe Fuller sharing the latest insights from his American Opportunity Index research certainly stands out—and goes down in Gloat Live history as our first research spotlight 💡 He explained that employees at top-performing companies have remarkably different career trajectories 📈 as evidenced by the following eye-opening statistics: ⚡ Employees at top-performing companies are 2.5X more likely to receive an internal promotion ⚡ Top-performing companies are 1.6X more likely to retain talent over 3 years ⚡ Employees at top-performing companies make 68% higher wages on average Want more insights like this delivered straight to your inbox? Subscribe to our newsletter today 👇

Today's best organizations and leaders know that career development is of top priority, and mutually beneficial for employees and the company for which they work. The challenge, however, is that many companies are falling short when it comes to providing the experience, resources, and opportunities employees need to grow, evolve, and move within the workplace. Learn more: https://bit.ly/47TOEnp