Tim Denning’s Post

There's no such thing as being overqualified. If you have loads of experience or highly advanced skills, how could that possibly be a bad thing? The only person who'd say someone was overqualified is a boss who feels threatened. But high performers can make you look good. They're the basis of a great team and rather than shy them away, you should learn from the success of others. Because being around high performers helps elevate your career too. It's scarcity versus abundance mindset every time. Don't fall for the lie. Being overqualified is a myth. <<<>>> ✍️ Have you ever been told you're overqualified?  ♻️ Reshare if you found this helpful.

There's no such thing as being overqualified. If you have loads of experience or highly advanced skills, how could that possibly be a bad thing? The only person who'd say someone was overqualified is a boss who feels threatened. But high performers can make you look good. They're the basis of a great team and rather than shy them away, you should learn from the success of others. Because being around high performers helps elevate your career too. It's scarcity versus abundance mindset every time. Don't fall for the lie. Being overqualified is a myth.

❄ End of year performance reviews. ❄ This can be an anxiety inducing time for many people, especially those that have never had one previously. So, how can you prepare to make the most of them? 🤔 Step 1 : Reflect Think back on the previous year and objectively evaluate how you performed. What data backs up this assessment? Did you achieve all of your KPIs and goals that you set out at the start of the year? Maybe you missed one or two but over achieved in other areas. Write it out, and get clear on your own story. 👩✈️ Step 2: Action plan Once you know where your strengths and growth areas are, build out a plan on how you can incorporate this feedback into your day-to-day role. Has your manager said you need to work on your communication skills? If so, how do you plan on improving that? 🤝 Step 3: the meeting It's never nice to hear critical feedback, so make sure you block some before and after the meeting to prepare and digest. 🧘♂️ Take notes and ask questions during the meeting, and remember to keep an open mind. Feedback is meant to help you grow, and someone taking the time to give it to you in on your side. If you need some help, we put together this quick guide: https://lnkd.in/emMrwWJY

Why do most people fail to become high performers? (I'll give you a hint. It isn't their intelligence, drive, or background.) The average employee: 1. Is handed a problem 2. Proceeds without a plan 3. Uses their skillset to solve it 4. Becomes the "owner" of the work 5. Gets stuck with a task that can't be taught Sound familiar? Most people aren't working to have their tasks replaced. Here's how high performers do it differently: 1. Find a problem 2. Set specific goals 3. Take immediate action 4. Learn skills along the way 5. Turn the work into a system 6. Transfer the task to a teammate 7. Look for another problem to solve Anyone is capable of becoming a high performer. The secret is all in the approach. Start working ON your job rather than IN it. ——— ♻️ Repost if this resonates.      📌 Follow for daily posts on building a better career.     Thanks for reading and have a magnificent Monday! Stay Excellent.

Some people fail when they join new companies They are great calibers. But, they usually don’t even pass probation, Why? 1/ Cultural Misalignment: Every company has a unique culture, A seasoned executive from a traditional, hierarchical corporation might struggle to adapt to the informal, agile decision-making process. There is no right and wrong culture, It’s always something you can either Accept, Reject, or Adapt to. A useful tip here is to research the company's culture through its website, social media, and news articles, or maybe reach out to current or former employees for insights, also try and ask your interviewer about the company's culture to make sure you know what to expect. After joining, it’s also always important to set expectations with your peers and manager, things you expect are not always what other people expect. this should help you understand things around you and how should you react to them. 2/ Onboarding and Support: Effective onboarding goes beyond mere introductions to policies and procedures. It's about integrating an individual into the company's ecosystem. A good way to overcome this is to seek Information: Don't wait for information to come to you. Actively seek out resources, manuals, or guides that can help you understand your role and the company better. Also, try to ask questions: During meetings or training sessions. This shows your engagement and helps clarify any uncertainties. 3/ Unrealistic Expectations: The Double-Edged Sword: Sometimes, the reputation of high performers precedes them, setting unrealistically high expectations. This can lead to undue pressure and a fear of failure. A top sales performer from one industry might struggle in another due to different customer dynamics and product complexities. To overcome that, you should proactively discuss your role and responsibilities with your manager. Clarify what success looks like in your position and the timeline for achieving these goals, and always seek to start small, make sure you have small achievements before chasing big goals. It's important to gain confidence in your new role as soon as you can to start building credibility. Remember: What is common between all of this is setting the expectations and being proactive. Please let me know your thoughts and if you think there is any other tip that I missed. #careertips #onboarding #tipsandtricks #newjob #newhire

Tech skills shine, but soft skills SIZZLE! Tired of resumes that shine but teams that sputter? Build your future-proof crew – the critical thinkers, team leaders, and problem solvers. This blog unlocks the secrets of hiring for the NOW & the NEXT. https://lnkd.in/g7nkBvWH #SoftSkills #SoftSkillsAssessment

You receive job rejections, stop asking recruiters for feedback and do this instead: Here's a proactive approach: Self-Reflect: Dive into your performance. What went well? What could be improved? Honest self-reflection is your most valuable feedback. Seek Mentorship: Reach out to coaches or industry peers for constructive insights. Their outside perspective can offer valuable guidance. Continuous Learning: Identify areas for improvement and invest in learning opportunities. Upskilling ensures you're always ahead in the game. Networking Insights: Leverage your professional network in your field. Valuable insights often come from those who understand the industry. Feedback from Trusted Colleagues: If comfortable, seek feedback from colleagues who know your work well. Constructive criticism within your inner circle can be enlightening. Remember, your growth journey doesn't depend on external validation.

Unlock Your Career Potential! Ready to take ownership of your performance reviews and level up? Shift from uncertainty and into supported success with our FREE resource: "6 Tips to Make the Most of Your Performance Review." Whether you're aiming for a promotion, a clear development pathway, or simply want to excel in your current role, these strategies will empower you to navigate your performance reviews with confidence and clarity. Don't miss out on this opportunity to supercharge your career growth! Download your FREE copy here: https://lnkd.in/gCHrpqER #CareerSuccess #PerformanceReviewTips #ProfessionalDevelopment

The next step after hiring right to make the person star performer is to “Train Right” We underestimate right training and expect the person to perform from Day 1 since we are paying from Day 1. That’s where we fail as employers and turn one good hire to a bad performer. We are not allowing him/her time to absorb this new place, process, people and work. Every organisation if is different so even if someone with 5 years of experience in the domain may need a proper transition to absorb this new responsibility. So to make our Right Hire a real performer we need to - Plan a proper orientation - Plan a proper training program which includes the information and SOPs of relevant departments if not all - Let the person absorb new information and own your company - Provide mentoring despite the years experience - Consider him human for the initial mistakes - Then delegate with confidence Above all be patient and trust your decision of hiring him/her at the first place. This lets them gain confidence and perform better. It may sound like a lot. A lot of time, money and efforts but believe me this investment would give you great results. After hiring right, Train Right and Delegate Right. #humancapital #hiring #training #leadershiplesson

Whether you're a manager or an executive, receiving criticism can be a stressful experience. But, the truth is that feedback can be a powerful tool for personal and professional growth. Here's how you can use it to your advantage: https://lnkd.in/gmHixJwu Read next: How to Unlock Success by Having a Growth Mindset in Your Career https://lnkd.in/gpvHZQ4X Register your interest to find out more about WSG’s Career Matching Services here: https://lnkd.in/gP75vkKm