This month, we sat down with Leadership Training Skills Ltd, Managing Director Tara Fennessy, to learn about what makes her tick, and have created the superb business model, culture and reputation, as well as juggling launching in a digital market.
We all know that an organisation is only as strong as its leaders.
Investing in those leaders is the only true way to ensure growth, innovation and retention.
The theme of leadership has been studied scientifically for more than a century, across numerous studies identifying the critical leadership competencies that can make leaders successful.
There are three key steps to jumping the ‘ladder gap’ to promotion, according to leadership coach Tara Fennessy. In 'Don’t get overlooked for promotion', I spoke about the ‘ladder gap’ that finance professionals can face when seeking internal promotion: the situation where, despite your hard work, you’re overlooked in favour of less experienced peers or external hires. The good news is it’s within everyone’s capability to jump the gap; it just requires a little time out to consider and put into practice opportunities for career ‘recalibration’.
Today the communication demand on leaders is greater than ever. Not only do they need to communicate how they are building a sustainable business, they must personally create leaders who will build an even better business in the future. What’s more, they need to address a wider array of audiences and use an even wider range of channels than in the past. In this environment, the need for trust, transparency and credibility is critical.
Feel you’ve been passed over for promotion? You may need to jump the ‘ladder gap’ and recalibrate, says leadership coach Tara Fennessy. If you’ve successfully risen through the ranks in an organisation, there can come a time when the promotions start to dry up and you see less experienced, even less talented, peers and external hires being promoted above you. In this situation, it may be tempting to look elsewhere to chase that more challenging, and lucrative, ‘top echelon’ financial role.