Leadership

The 70-20-10 framework is a widely recognized model for professional development, originally introduced by researchers at the Center for Creative Leadership (CCL). Many professionals see formal education—courses, certifications, and training programs—as the foundation of career growth. And they’re right—education plays a critical role in building knowledge and providing structure. But to truly excel, learning must […]

Many people use the words “job,” “career,” and “vocation” interchangeably, but they are fundamentally different concepts that shape how we spend our time and energy. Misunderstanding these distinctions often leads to frustration—people expect deep fulfillment from a job when it’s merely a paycheck, or they chase a career without realizing they lack passion for it.

In today’s fast-paced and competitive business landscape, motivated employees are essential to success. An engaged and energized workforce can be a powerful driving force behind a company’s growth and innovation. Organizations of all sizes and industries must prioritize employee motivation as a crucial aspect of their operations. Workplace motivation shapes productivity, engagement, and company success.

This is Part Two of a two-part series exploring the dynamics of learning and performing zones for career growth. If you haven’t read Part One, click here to learn more about the foundational concepts. Understanding the Cycle of Growth  Invariably, during our careers, we will feel stuck or stagnant and feel we have reached a

Have you ever felt like you’re not achieving your full potential or progressing in your career as quickly as you desire? If so, you can utilize the Learning and Performing Zones to enhance and develop your career. The key to growth lies in understanding when to develop new skills and when to apply them effectively.

Imagine I ask you right now if you are happy with your job. How would you respond? You might immediately think of a single scale, placing yourself somewhere between completely satisfied and completely dissatisfied. This continuum oversimplifies how we evaluate job happiness. What if we think about satisfaction and dissatisfaction not as opposites but as

In the first part of this series, we explored the differences between a growth mindset and a fixed mindset, laying the groundwork for understanding how our beliefs shape our potential. Now, it’s time to go deeper and focus on practical ways to cultivate a growth mindset in your daily life. Whether you aim to excel

Imagine being assigned a challenging new project at work and thinking, “I’m just not cut out for this.” This belief might hold you back from improving—unless you embrace a growth mindset. Have you ever hesitated to take on a challenge because you feared failure? This common reaction stems from a fixed mindset, but embracing a

What if the key to a motivated, engaged workforce isn’t just better salaries or perks—but a deeper understanding of human needs? Maslow’s Hierarchy of Needs, a psychological framework developed over 80 years ago, offers powerful insights into what drives employee motivation, job satisfaction, and organizational success. By applying this model to the workplace, leaders can