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I Am Shocked By This Employee Satisfaction Metric

We recently released our Professional Development Research Report (free download here), and with any professional development, there is a component that is driven by the employee, and there is a component that is the employer supporting the professional growth of that employee.  I was truly saddened when I saw the results of this question:  Do you feel your company is sufficiently preparing you to advance to the next stage in your career?

Ready?  The percent that said that “Yes” their company was preparing them to advance in their career:

18%

This is a dreadful statistic, and even worse, it has real ramifications.  This isn’t a situation where the employee just shrugs his or her shoulders and continues on in their job.  We also asked, “How highly do you factor your company's support of your professional development in your decision to stay at the company?” 

So that lack of support from their company has a direct impact on employee turnover at the company.  People want to feel that they are progressing in their careers – they want to see their company support their goals, providing opportunities to learn new skills, acquire new knowledge, and advance.  And if they don’t feel their company is supporting them in those ways, they are ready to leave to a company that will.  So the question is:  Is your company supporting the goals of its team members in education and career growth, or are they risking losing their stars by not preparing them for advancement?

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Huge Opportunities for Mentorship Programs in Multifamily

I remember back when I first entered the industry, I was participating on an Yahoo newsgroup for the multifamily industry, possibly run by Lisa Trosien, and I got into an online discussion with Doug Miller.  I was being brash and probably arrogant with my opinions, and Lisa took the time to share with me how Doug was a respected leader in the industry and I might want to tone it down a bit.  I always look back at that moment as a time where someone mentored me by helping me realize how the way I was coming across to others was not the way I would want to be perceived.  What I found most important about that story was that I can’t imagine an alternative way I would have learned that critical lesson.  Was I going to learn it by reading a book, attending a class, or paying for a seminar?  I don’t recall seeing a class called, “Brent, you are being a jackass - stop it.”  And this is why mentoring is so very valuable.  Mentoring creates a relationship that fits with the custom needs of the mentoree, guiding them through their specific challenges in their career, and sometimes even beyond their career.  A mentor can assess issues that the mentoree might not even know about.  Or maybe the mentoree has questions but doesn’t feel comfortable asking a superior or trainer.  There are several scenarios where traditional training can never replicate what a mentor can provide. So why am I talking ......
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Developing a Leadership Culture | Part Four "Pass the Torch"

Developing a Leadership Culture | Part Four "Pass the Torch"
Not too long ago I was invited to attend an education committee meeting of a regional apartment association. Also invited to the meeting was a woman named Annie, who is a well-respected multifamily executive and someone I consider to be one of my mentors. Needless to say, it was a treat to be there at the same time with her.    As I was speaking to Annie, one of the committee members (Carrie) approached Annie and gave her a huge hug. This person is a director at her company and she also speaks at many multifamily events. Then another person came up to say hello, at which point Annie pointed to Carrie and then to me, and said proudly, “These are my babies! I was with them at the beginning of their careers and now they’re out speaking and presenting nationwide."   Let Your People Loose!   At some point developing a leadership culture has to include passing the torch on to the next generation of leaders. When this happens you have a constant pipeline of leaders ready, willing and able to assume leadership positions within your organization when they become available. What I love about this is that you don’t have to train these people on your culture, expectations, or way of doing things-it’s what they’ve lived and breathed every day!    Expand Your Influence   Developing leaders during her career has enabled Annie to greatly expand her influence. She is an amazing executive, speaker, coach and person, but she is still onl......
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