It’s widely accepted in organizations that experience gained from job assignments and formal training helps managers develop their skills in such areas as implementing agendas, working through relationships, creating change, and increasing personal awareness. If you are a manager who has set developmental goals for yourself, you will be able to achieve those goals through skills you learn and practice both on and off the job. This guidebook shows you how experiences from family relationships, friendships, volunteer work, and personal avocations can enhance your professional growth and effectiveness. This guidebook is for both women and men, to help them achieve a richer and more fruitful interaction between work and personal life.
表中的内容
7 The Pull of Work and Life8 What You Can Learn from Nonwork Experiences15 How Private Life Promotes Leadership Development22 What Work Experience Can Teach About Life Skills24 Make It All Work Together26 Serving as a Role Model28 From Life to Work and Back Again28 Suggested Readings29 Background30 Key Point Summary
关于作者
This series of guidebooks draws on the practical knowledge that the Center for Creative Leadership (CCL) has generated, sinceits inception in 1970, through its research and educationalactivity conducted in partnership with hundreds of thousands ofmanagers and executives. Much of this knowledge is shared-in a waythat is distinct from the typical university department, professional association, or consultancy. CCL is not simply acollection of individual experts, although the individualcredentials of its staff are impressive; rather it is a community, with its members holding certain principles in common and workingtogether to understand and generate practical responses to today’sleadership and organizational challenges.The purpose of the series is to provide managers with specificadvice on how to complete a developmental task or solve aleadership challenge. In doing that, the series carries out CCL’smission to advance the understanding, practice, and development ofleadership for the benefit of society worldwide.Marian N. Ruderman is a research scientist at CCL. Herresearch focuses on the career development of women and the impactof diversity on management development processes. Marian iscurrently project manager of a major study of the choices andtradeoffs of high-achieving women. An associate member of the Consortium for Research on Emotional Intelligence at Work, sheholds a B.A. from Cornell University and an M.A. and Ph.D. inorganizational psychology from the University of Michigan.Patricia J. Ohlott is a research associate at CCL. She iscurrently project manager for CCL’s study of the choices andtradeoffs of high-achieving women. Her research interests includethe career development of women managers, the developmental impactof job assignments, and issues relating to the management ofdiversity in organizations. She has a B.A. in psychology from Yale University and is pursuing a Ph.D. at Duke University’s Fuqua School of Business.
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