Summary of Help Them Grow or Watch Them Go

Looking for the book?
We have the summary! Get the key insights in just 10 minutes.

Help Them Grow or Watch Them Go book summary
Start getting smarter:
or see our plans

Rating

7 Overall

9 Applicability

7 Innovation

5 Style


Recommendation

Today’s employees expect continuous learning and career growth. If they don’t receive the training they seek, they leave and their firms suffer. Organizational development consultants Beverly Kaye and Julie Winkle Giulioni show managers how to prioritize their staff members’ career development. The authors provide useful insights and offer lists of potential questions managers can ask to lead their employees through conversations based on “hindsight, foresight and insight.” Even though the book’s structure is choppy and the text relies on bulleted lists that hinder the flow, getAbstract recommends this concise manual. Managers and human resources professionals will find it helpful, as will those who are nurturing their own careers.

In this summary, you will learn

  • Why career development matters,
  • How to talk about career development with your employees and
  • How to make nurturing employee growth part of your daily corporate life.
 

About the Authors

Beverly Kaye, co-founder of Career Systems International, wrote several books on career development and employee retention. Julie Winkle Giulioni, co-founder of the DesignArounds consultancy, has been a trainer, author and speaker for 25 years.

 

Summary

Taking Time for Career Development

Employees want to build their careers, so managers must find time for staff career development. Engaged employees help your company shorten production cycles and increase productivity, profitability and customer loyalty. When you don’t give your employees the training and opportunities they want, they leave or, even worse, they become disillusioned and disengaged; that is, they stay but just slog through their work. The solution is having the right conversations.


More on this topic

By the same authors

Up Is Not the Only Way
Up Is Not the Only Way
9
Hello Stay Interviews, Goodbye Talent Loss
Hello Stay Interviews, Goodbye Talent Loss
8
Learn Like a Leader
Learn Like a Leader
6
Love It, Don't Leave It
Love It, Don't Leave It
7
Love 'Em or Lose 'Em
Love 'Em or Lose 'Em
6

Customers who read this summary also read

Hiring & Firing
Hiring & Firing
7
Winning Well
Winning Well
7
How Performance Management Is Killing Performance – and What to Do About It
How Performance Management Is Killing Performance – and What to Do About It
9
The Confidence Effect
The Confidence Effect
7
Good People, Bad Managers
Good People, Bad Managers
8
The Millennial Myth
The Millennial Myth
7

Related Channels

Comment on this summary

  • Avatar
  • Avatar
    Aaron Mensinger 4 years ago
    This summary does give leaders ideas in engaging their employees to show they do care about the devleopment of their staff. These conversations are critical to the retention of high performers.
  • Avatar
    Julie Smith 5 years ago
    aligns perfectly to our approach to Driving Performance - in the moment conversations which give feedback and build capability. I like the hindsight, foresight and the outcome of insight. Increasingly I think career development is like rock climbing so I will be using this analogy - a good read