Why you should consider a reverse mentorship

Why you should consider a reverse beratershipIf youve been in the workforce for a while, youre more than likely familiar with the concept of internships and how they benefit both the interns and the companies they work for. For many of us, its a tested and time-honored rite of passage when starting out in ur chosen fields, we pay our dues by providing free or low cost assistance to a mentor or team who, in turn, teaches us the job and its responsibilities, as well as the industry were looking to break into. We got free work experience and exposure to the field (and with a little luck a job at the end of the process), and the company got low cost help. Its a win-win setup. googletag.cmd.push(function() googletag.display(div-gpt-ad-1467144145037-0) ) However, something new has been flying under the radar in more progressive companies thats starting to get more widespread attentionreverse mentorships. No, this doesnt entail middle-aged employees returning to the classroom to learn how to be students. Instead, its an intriguing concept that typically involves millennialsyoung adults who are at the beginning of their career pathsworking alongside older individuals to, well, mentor themGet built-in, on-the-job tech training.What could a seasoned and established individual whos farther along in his or her career journey learn from someone whos just starting out? Plenty, it turns out Millennials typically have their fingers on the pulse of the latest and greatest in tech, and can help keep their older, late to the game counterparts up to date. No longer do industry veterans need to secretly pretend that theyre up on all the latest tech and fumble along through it, hoping that no one gets wise to their ineptitudetoday, they can get shame-free coaching from a reverse mentorMillennials also have a great handle on how to use tools like social media, audio, and video to capture the attention of the younger generationa key demographic for a variety of industries, products, and advertiserswhich is something that older adults tend to struggle with. So, if youre clueless about using Twitter or Instagram effectively to promote your business, a reverse mentor can help you see the lightLearn how to reach out to younger demographics.These days, it isnt uncommon for companies to hire younger adults (and individuals even younger) to help them strategize their marketing campaigns targeted at this fickle and easily distracted age group. Sure, older adults can spend their time and effort guessing at what seems young and fresh, but todays younger generation is very good at spotting phonies and pretenders, and turning away when they encounter something that sets off their disingenuous alarms. Who better to provide ideas for grabbing the attention of younger consumers than those closest to the age demographic?Strategize how to attract fresh talent.Reverse mentors can also help companies stay fresh and adopt progressive strategies for attracting and retaining a new g eneration of employees, and can even offer fresh perspectives on the industries theyre focused in. Younger individuals also usually have an abundance of creative new ideas that can help businesses stand out from their static, slower-moving competitiona valuable resource, indeed.Despite the seemingly obvious advantages to having a reverse mentor, the idea does have its critics. Some people feel like reverse mentoring only feeds the egos and sense of entitlement that the younger generation has become infamous for having. They also claim that its an unnecessary and irresponsible way to destroy the standard chain of respect and authority that traditional business are used to operating in.However, there is a growing consensus that both older and younger generations have something to learn from the other side, and that the most effective mentorship arrangement would allow each side to share its perspective, knowledge, and experience with the other, to the benefit of everyone involved. So, regardless of what side of the mentorship coin youre on, consider taking advantage of a reverse mentorship arrangement to help you achieve your goals

Development Programs for Grad Students

Development Programs for Grad Students Share Share via TwitterShare via FacebookShare via Google PlusShare via LinkedInShare via E-mail As Assistant Dean, Program Development,Quentin McAndrew serves as the primary liaison for faculty anddepartments interested in developing new graduate degrees, certificates, and otzu sich graduate programs on campus.Quentin McAndrew earned her Ph.D. from the Department of English at the University of Colorado Boulder in May 2015, where her dissertation garnered multiple awards for outstanding writing and research. She teaches American literature and business writing, and her students consistently rank her as one of the highest performing instructors at CU. Quentin McAndrew holds a B.A. and M.A. from Stanford University. She also brings more than a decade of high-level corporate experience to the program.What does your office do?We are the program development group in the graduate school, through many iterations and evolutions. Our mission is to develop new graduate programs across campus. Theres a goal, on campus, to bring in 3,000 new graduate student enrollments in the next four years. Our job is to erleichterung graduate education and the departments that want to develop new programs that meet their mission and goals, in any way that we can. I love my job.Its fun, its campus-wide andits strategic. I get to meet ansicht amazing human beings who are doing incredible things.How were you able to parlay your doctoral degree into the position you currently hold?Theres always a bit of serendipity involved in these sorts of things, and Id be disingenuous to say I wasnt very lucky and that the timing happened to be right. I also had tremendous mentors who supported my effortselendhing would have happened without them. That being said, as I worked my way through the program, I also made sure to let my mentors know that I was interested in non-traditional positions after I earned my degree, and I made sure to talk about my bus iness background. I also kept conversations open across the University and in the private sector, so that when I defended my dissertation, I had three or four promising avenues to pursue. One of those avenues resulted in my learning about and interviewing for the role I took. I should also be clear none of the options I was exploring included a tenure-track position because wed decided as a family that we wouldnt relocate (I have a husband who works in a corporate job and two teen daughters). That clarified my efforts and allowed me a beneficial focus.What kinds of opportunities do you think graduate students should be saying yes to in order to enhance their marketability once they finish their degree?That depends on their goals. Obviously, if a person wants a tenure-track role, they have to go for it full bore. Im not sure you can really afford any distractions. You might explore the trends of your field and look for experience that would be helpful on the job marketfor instance, a lot of assistant English professors are asked to teach composition, so expanding your teaching experience from just literature to include writing courses could be useful. On the other hand, you might tailor your interests to a unique job search say, if youve been teaching online and designing courses, you might parlay that into an instructional design job search. This sounds hokey, but I really believe that whatever you do has to be driven by your true interests or youll end up uninspired and unhappy. So, the real questions become what are you interested in and how can you parlay that interest into an area of expertise that leads to opportunities? What else can you turn that passion and interest to, in a creative way that opens interesting possibilities on the job market?Theres nothing wrong with cruising the job boards at the University or other places. Its useful to know what kinds of jobs are available that might sound interesting. Finally, develop good mentors inside and outsid e your field. Find senior people who are willing to discuss the job market and your career with you. They can be wonderful sources of information and advice.What questions should grad students be asking themselves as they prepare for the job market?Id say the key point here is that you should start thinking about the job market long before youre actually preparing your materials or getting ready to graduate. You should really be asking yourself the primary question from day one in the program, which is what is my goal? The answer can evolve over time, but everything you do should be in service of that answer.CategoriesGraduate StudentsTagsCareer Search - Graduate Students

How To Stop Neglecting Active Job Seekers

How To Stop Neglecting Active Job SeekersWhen it comes to hiring, its best to have a blend of active and passive candidates applying for an open position within your company. Yet, sometimes active candidates dont get the same kind of attention that passive ones do, often inadvertently. Hiring managers are spending so much time recruiting passive candidates that they forget to cater to those who are actively in search of new employment opportunities. If youre trying to balance working with active and passive candidates, here are some essential points to keep in mindActive doesnt necessarily mean undesirableIts easy to make a snap judgment about an active candidate they must be leaving because they know theyre about to be let go. They got fired. Theyre a job hopper and are itching to get out of their current company, despite arriving there only a few months ago. However, its important to remember that active candidates, classified as 25 percent of the workforce, might be searching for a new job for any number of valid reasons, such asA spouse got an employment opportunity in a new city and they need to move with them.Theyve realized they cant grow within their existing company and want a new challenge.Their vorstellung and values arent in alignment with their current employers.Theyre looking to take their career in a new direction.Their current job has them traveling frequently and theyd like to be home mora.Not all active candidates are on the hunt because theyre undesirable employees and have burned bridges at their current or past companies. Because active candidates are valuable applicants, its important to make sure youre elend inadvertently neglecting them during the hiring process. So how do you make life easier for job landseekers who are hoping to find a role within your company?Just because a jobseeker is actively looking for a new job, doesnt mean theyre a bad employee.Click To TweetKeep the hiring process easyWhether the individual desperately wants t he job or is a passive candidate and needs to be recruited, the hiring process theyre part of should be as turnkey as possible. To ensure that is the case, put yourself in the professionals shoes. If you had to go through the steps they go through to get hired at your company, would you bother? If the process seems too time-consuming, take an analytical look at how you can make some adjustments. Its no secret that attention spans are more limited these days, so cutting down on the amount of time required to submit materials for an open position is important.Candidates should be able to apply for an open job within your company online. If youre still asking for resumes via snail mail, even the most engaged candidates will probably lose interest in your available position. The online portal you use should be low maintenance too. If you make interested individuals set up a profile, then enter all of the information found on their resume and retype their cover letter, youll lose them de spite the fact that the application can be done electronically. Regardless of a persons employment status, people are more crunched for time than ever before. They dont want to waste hours trying to apply to a job at your company. Make it easy for them in order to increase the swimmingpool of desirable candidates that you get.Once you collect resumes, you should sort and store them in a database. Even if a particular candidate isnt chosen for that specific opening, the fact that they applied indicates that theyre interested in your brand. Keep their file on hand and you can contact them when future openings become available. The best new hires are those who are truly excited about what your company offers. If theyve applied once before, then they probably agree with what your business stands for and would like to be part of the team in the future too. Break away from the traditional cut and dry interviewThe interview is the perfect opportunity to find out a candidates real story. Wh y are they seeking work right now? What do they have to say about current or former employers? If youve got questions about a job seeker, now is the time to get them answered, so make sure you use the interview process to your advantage. If you look at an applicants resume and see that they typically only stay at a job for 6 months before moving on, dont let this fact linger as the elephant in the room. Be upfront and ask a question about why this has been the case. The job hopping may have stemmed from a series of events that were out of the individuals control, including layoffs, illness in the family, or other logical reasons. It doesnt always point to character flaws on the part of the employee.Make your job descriptions countWhen someone is actively looking for work, its likely that theyre using a number of different strategies to find openings. One of these techniques is doing a Google search using keywords that apply to their particular skillset. Make sure that your job posti ng shows up in the search results. If, for example, youre hiring for an account rep with experience selling pharmaceuticals, sprinkle this phrase and others that anyone looking for this kind of position might search for into your job description. You want to increase the likelihood that they stumble across your posting while scoping out what Google has to say. The rest of the description itself should give the candidate a clear picture about what youre looking for. Provide real examples of day-to-day tasks that the person would need to accomplish. What are the short and long-term goals for the position? What kinds of people would the new hire work with regularly? What sort of office environment will they encounter? What personality types have done well in this position in the past? Crafting a vivid description helps to weed out candidates who may not actually be interested in the available job. Plus, it allows those who are applying to customize their cover letters and resumes more carefully in order to illustrate why theyd be a great match.Post on multiple platformsThose who are actively seeking new employment are searching for opportunities on multiple platforms, including social media. Make it easy for them to find you as they browse. Post your openings on sites like Indeed, but also tweet about the position, post it on your companys website and Facebook page, and include a listing on LinkedIn. This increases the mglichkeit that someone whos interested in your business will be able to find you and submit their materials for consideration. Dont forget to include specific instructions about how someone should go about applying for the job, including what kinds of documents youd like them to submit.Dont rely on one job board when hiring. Post on a variety of platforms, including socialmedia.Click To TweetPump your companys site with informationHelp active candidates put their best foot forward during an interview by allowing them to do plenty of research about your business beforehand. One way to make it easy for them is by paying close attention to your companys website. Is it up to date? Does it properly describe what your business is all about? Does it contain information about relevant news pertaining to your brand? When active candidates look to study up on your business before the interview, help them find the most relevant, current content to ensure that theyre able to speak intelligently about why theyd be a good fit for your company. If your site hasnt been touched in two years, youre leaving candidates to talk about outdated projects and news, unless theyre able to find more recent information during a Google search.Ask for referralsWhen you have an opening to fill, use your employees as a resource. They probably know someone whos in the market for a new job, whether its a friend, family member, or even a former co-worker. Taking recommendations from your team helps in the job hunt process because you have the real life endorse ment of people you trust backing this candidate. They can speak to their strengths, personality type, and goals. Since they know what it takes to succeed in your company, they can reflect on whether this person would blend in well with the existing team.Employee referrals let you know a jobseeker is a good fit for the role and the company.Click To TweetWhile they might not come with the thrill of the chase allure that passive candidates possess, there are a number of reasons why an active candidate can be a valuable asset to your business. For exampleThey probably want the hiring process to move quickly, too A slow hiring process drains a companys resources and its employees energy. Just as you want to move along and find the right individual for the job as soon as possible, those who are actively seeking work want to move through the process quickly too. This way they can either begin their new position or know that its time to continue their search. Being in job hunt limbo is high ly undesirable.Their materials are up-to-date so youre able to get a better sense of whether this individual might be a good fit A person whos satisfied with their current job probably isnt thinking about updating their resume and LinkedIn profile as carefully as someone whos looking to make a move. Therefore, when you go after a passive candidate, youre not totally sure whether the materials youre reading are updated. With active job seekers, you know that they probably update their resume and profiles regularly. Therefore, what youre reading is a good reflection of the kind of person who would actually come work for you if they got the job.Active candidates are ready to get to work as soon as possible When you extend a job offer to an active candidate, you can feel fairly certain that theyll be able to start work within a few weeks. Give them time to notify their current company (if theyre still working), and then they can begin getting acclimated with your business. Passive cand idates are on a different timetable. You might have to wait several months for them to finish up a project at their current job, or until they can get another person in to replace them. Since theyre not trying to leave, they wont feel as inclined to speed up the process. This puts a strain on you as you have to go longer with an open position in your company.Passive candidates are not necessarily more talented Some hiring managers and recruiters automatically assume passive candidates are more desirable or more talented, simply because they arent actively looking for a job. In reality, active candidates can be equally as skilled and enthusiastic. Sometimes professionals with strong skill sets and great personalities get into a job situation that just isnt the right fit for them, so they look to move on. This doesnt make them any less qualified for future work.When youre seeking out new talent, its also important to pay attention to those who fall in the gray area between active and passive candidates. These individuals arent hopping on job posting sites each night and constantly revamping their resume, but theyre are actively priming the pump for a new job. Theyre talking with people in their network about possible opportunities and are making it a point to learn about potential leads. distribution policy value on these types of job seekers as well, and understand that catering to applicants with a range of current employment situations helps you to broaden the pool and ensure that youre getting the best applicants for the job. You never know who your next star employee will be, so keep an open mind as you sort through resumes and conduct interviews.

A quarter of tech workers think their current job is a big mistake

A quarter of tech workers think their current job is a big mistakeA quarter of tech workers think their current job is a big mistakeAre you having regrets about your most recent career move? Whether its caused by bad coworkers or management or because of company scandals or dropping stocks, many tech employees regret taking their job acceptance.We asked them to respond with either TRUE or FALSE to this statementI regret accepting my job at my current company.Heres what we found23.4%responded that this statement is TRUE, and that they regret accepting their current job.76.63% responded that this statement is FALSEWe also took a look at the results broken down by companies with at least 100 employee responses. Heres what we foundSnapchatled the way with39.2%of employees answering with TRUE.Rounding out the top three were Oracle (with 34.13%) and Intel (with 32.04%).Facebookhad the lowest percentage of employees answering with12%.The two other companies with the lowest percentage of emp loyees answering with TRUE are Google (with 14%) and LinkedIn (with 15.8%).So, why do nearly a quarter of tech workers regret taking their current job? We cant be sure, but one factor could be job burnout. In another recent survey,57% of tech workersresponded that they currently suffer from job burnout. The four companies with the highest percentage of employees who say they regret their current job (Oracle, Snapchat, eBay, and Intel) are also companies with higher than average responded employee burnout. Conversely, the percentage of employees at Facebook, Google, LinkedIn, and Uber (companies with the lowest percentage of employees saying they regret their current job) said they suffer from job burnout was lower than the overall survey average.More survey detailsThe survey ran from Oct 25 through Nov 1, 2018, and was answered by 10,396 users of the Blind app. Users could only answer once.This article was originally published on TeamBlind.

Take that shot Youll miss 100% of the ones you dont take

Take that shot Youll miss 100% of the ones you dont takeTake that shot Youll miss 100% of the ones you dont takeWith great power, comes great responsibility. - Stan Lee, SpidermanAt the beginning of basketball season, during my senior year of high school, my long-time friend and I were named captains of our team. It welches a tremendous honor. My coach and teammates thought enough of us to make us leaders. Now, we had to act like them. Which meant, being fearless in the face of big decisions and opportunities.Despite naming us as captains, my coach also knew we each had our shortcomings. I had to overcome a fiery attitude. I played angry, I played emotional - and my coach knew it. So we addressed it and figured out how to use it to my advantage.My co-captain welches the ultimate team player. In fact, at times, he was a little too unselfish. During one of our toughest losses of the season, on the road against a rival, my friend missed a layup (a close shot) at a big moment in the ga me. He felt terrible about it, realizing it was a missed opportunity that could have helped us win the game.So, my coach made sure he knew that making mistakes were OK. He gave him a gift - one Ive always remembered and reminded myself of at pivotal moments in my life. It was a statuette of a basketball and inscribed on the bottom it read,Youll never make 100% of the shots you dont take.The words are a double-negative take on the famous Wayne Gretzky quote that is the title of this article. Wayne Gretzky is known universally as the greatest hockey player to ever live. He said these words, as both a great goal scorer and passer, because he recognized what it meant to go for it. Gretzky understood hed make mistakes.He recognized hed fail, fall down and have to get back up again.Most significantly, The Great One knew if he never gave things a shot, hed have to live with that awful feeling of regret. You know the feeling - where youre suspended in a dreary thought purgatory, wondering , What could have been?Go for itGretzky was talented beyond measure, and early on in his career, he was encouraged to become the young leader of the Edmonton Oilers and elevate his game to help make the players around him better. It paid off. Gretzky would go on to win four Stanley Cup (NHL hockey championships) with the Oilers during the 1980s.Ive took this lesson with me everywhere Ive gone. That simple gift meant so much to my friend and it meant a lot to me, as well. It did so much to dash fear, hesitancy and indecisiveness. Three things that can destroy us and halt progress. Indecision and fear, in particular, will stop us from ever achieving the biggest dreams and goals in our lives.If you play with the mindset that making mistakes is OK, that giving things a shot is the right way to go, then youll always live with greater confidence. Youll see positive results. While it helps having a coach, teacher or friend there to help you, that person wont always be there. Once youve mat ured into the young woman or man you are, youll know that making that decision, versus not making one at all, is what its all about.We went on to have a very successful season that year. We learned that mistakes were OK. That wed always fail, always miss out if we never gave things a shot. Its always better to give things a shot.Where are you?Maybe youre on the fence right now about something. Is it fear of asking out the woman of your dreams? Indecision around whether to accept or decline a job? Could be you fear public speaking - or putting your design, writing or art out there for public consumption. Trust me when I tell you, you have to be willing to give it a shot.Theres an odd comfort in fear. Fear leaves us trapped, but it oddly squashes future fear about giving things a shot. So we sometimes stay there. Stuck in a vicious cycle. When we look at things objectively, its foolish to live in fear. The reason we often do - why we dont give things a shot - is because we often fe ar success. We fear the unknown - of becoming something bigger, greater and more amazing than we could ever imagine.Dont be that person who sits on the sidelines and never gets to know. Give it a shot. Shoot for the stars. Let this be your call to action to move forward with that big decision in your life thats waiting for you.Get startedJoin my newsletter and check out my bestselling book, The Value of You. This will give you inspiration to start planning for success on your journey. If youre interested in working with me try me here.This article first appeared on Medium.

Writing a Cover Letter When Youre Overqualified

Writing a Cover Letter When Youre OverqualifiedWriting a Cover Letter When Youre OverqualifiedWhat can you do if youre overqualified for a job, but totenstill want to apply? When the job market is slow, there may be a shortage of jobs for which you are qualified, and it can make sense to expand your job search. Even when unemployment is low, you might have personal reasons that make a lateral or downward move seem appealing. For example, you might be starting a family or want a shorter commute. But regardless of why you want the position, if you appear overqualified for a job, youll need tocarefully craft a cover letterso that your application will be considered. Employers are notorious for discarding overqualified candidates. Thats because theyre afraid that the person will be bored or unmotivated and might move on to another job in short order. Employers are most eager to hire people who will stay with the company for a while, since its expensive to hire, train, and onboard new emp loyees. If your work experience or education could make you appear overqualified, its important to construct your cover letter and resume to counteract the perception that youll be unhappy in the position and only in it for a short period. Explain How You Enjoyed Similar Jobs A key factor ingetting your cover letter noticedis to highlight any similar jobs you have held even if the position welches not your most recent. You will need to point out why those comparable jobs were satisfying and successful experiences for you. This will show potential employers that despite being overqualified, you dont necessarily plan to move on to a more challenging role in the near future. For example, take the case of someone who is applying for asales assistant job, but has worked most recently as an account manager or salesperson. If they have had enjoyable jobs as an assistant in the past and excelled in that role, it will be critical to highlight those experiences. You can also consider ackn owledging that you are overqualified for the position, and explaining why youre still interested. Being honest, and not letting your qualifications become the elephant in the interview room, can be helpful. In the example above, the candidate might point out that she prefers organization and detail to persuasion, and then focus on her successes as a sales assistant. As much as possible in your letter, seek to assuage potential employer concerns about how long youd be with the company. If youve always been at jobs for several years, for instance, you can mention your loyalty and that you are eager for a long-term relationship with your next employer. Write a Targeted Letter A one-size-fits-all cover letter will not do in this instance. If you appear overqualified in your resume, use your cover letter to make it clear why you are actually a good match for the position. For example, maybe your experience at some high-level positions will still help and inform your day-to-day work i n the current position (or can be an add-on that you provide). It will be critical to analyze the skills, interests, and assets that an individual would need to possess in order to excel in the target role. Then, in your cover letter, use concrete examples to show how you possess these assets and have achieved success in past jobs, volunteer work, or course projects. Finding the right job will require you to knowhow to write a targeted cover letterand how tomatch your qualifications for a job. If youre unsure of where to start writing a cover letter, using anexample cover letterfrom your industry or based on your level of experience is a great place to start. Follow Up During your interview, be prepared toanswer questions about being overqualified- as in your cover letter, use this as an opportunity to tell a story that shows youre a candidate who plans to stick around in the position long-term. Follow-up communications after the interview should show enthusiasm for the actual content of the job. If possible, ask a former colleague who supervised you in a similar role to make an unsolicited recommendation call (or send an email) to decision-makers. Having a clear strategy abouthow to follow upafter your interviews is important, so plan one out before you walk into the meeting. When possible, adjust your follow-up to include details from your interview itself. Showing your enthusiasm for the role will help convince the interviewer that this isnt a desperate measure and that you really do want the job. The unsolicited recommendation call or email will also demonstrate your interest in the role. Its easy to be overlooked when youre overqualified for a position but by putting a little extra effort into your application, you can show the interviewer that your interest is sincere and not fleeting or desperate. Sample Cover Letter When Youre Overqualified for a Position Jonathan Smith1 Chestnut StreetMiddle City, CA 98765555-212-1234memywebsite.comNovember 2, 20 19Rosemarie JohnsonRecruiter, Human ResourcesBrainy Toys, Inc.7 Main StreetMiddle City, CA 98765Dear Ms. Johnson,I was excited to see your advertisement for the position of administrative assistant and would like to apply for the job. Ive been a big fan of Brainy Toys ever since my favorite uncle bought me my first Junior Chemistry Set for my 10thbirthday. (He was my favorite uncle for a reason)Even today, in my current job as Executive Assistant to the Director at ABC Corp, I have a Pocket Herb Garden and an Abracadabra Abacus on my desk. Id love to come to work every day and know that I was using my skills and experience in support of products I love.In terms of the requirements outlined in your ad, I haveExcellent phone and interpersonal skillsExtensive experience maintaining filing systems, organizing and scheduling meetings, booking travel arrangements, and ordering schreibstube suppliesAttention to detail and organizational skillsFacility with most popular office and project m anagement software programs, including Microsoft Office, Trello, and Asana plus a high level of comfort with new platforms and a willingness to learnA commitment to working as a team and achieving our goalsIm confident that my skills and passion for your products and company make me a good choice for this role. Im happy to provide you with references or any additional materials that might be useful. Ive included my resume and hope to hear from you soon to discuss the job in more detail.Sincerely,Signature (hard copy letter)Jonathan Smith Expand

Beware the cult of the leader

Beware the cult of the leaderBeware the cult of the leaderWhen Steve Jobs passed away, many pontificators predicted that Apples best days were gone.Jobs cult of personality loomed large over Apple. His death only made it more prominent. Analysts and fans alike worried that the company would flounder without him.And yet, the company has thrived since Jobs stepped down. Moreover, Leander Kahney makes the case that Tim Cook is a better CEO than Steve Jobs ever welches.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreInTim Cook The Genius Who Took Apple to the Next Level, the biographer argues that Steve Jobs was never a great CEO. At least, notlage in the traditional way.He was fired from Apple for sowing terror. When Jobs returned, he did an amazing job of saving Apple. Once the ship was heading in the right direction, he turned over the day-to-day to Cook.As Kahney explains, Cook became the de fa cto CEO for many years before he officially took over.This point is not who deserves the credit for Apples success. Both Jobs and Cook contributed to it. But so did the other 132,000 Apple employees. We must stop worshiping leaders. Lets movebeyond the myth.The cult of the leader is not doing leadership a favor.Myth 1 leadership is only for afewReality everyone can?- ?and should?- ?leadThe cult of the leader has turned leadership into something scarce.Our society worships the individual. Our obsession with business leaders, politicians, athletes or celebrities, hinders organizational progress.By idealizing one person, we inhibit the development of the rest.Im not aleader.This mindset paralyzes most people. When working with larger organizations, I hear it all the time. People dont feel they have what it takes?- ?or the authority?- ?to make change happens.Anyone who wants and can make a difference is a leader.Many people believe that leadership comes with a formal role or title. As a gruppe coach, I think everyone can be a leader. You dont need to be the CEO of Apple to become one.Leading is a behavior, not a title.You dont need to change the world. Every small act can improve a meeting, project, team, or organization. To lead is being an agent ofpositive change.In anage of disruption, every employee should act as a leader.Employees are sensors that detect threats and opportunities that are invisible to managers. Frontline employees have the best understanding of customers. Organizations should be developing their ability and autonomy to make more decisions.Instead, companies just want people to fit into their system.Being a leader starts with how you see yourself.What do you have to offer? How can you help improve the world around you? Why should others pay attention to what you have to say?You can make a difference. It doesnt matter how big or small. Start somewhere. Start now. Dont let others define what you are capable of.Myth 2 Leaders are great, managerss uckReality We need both leadership and managementFew ideas have more sticking power than the distinction between leadership and management.The cult of leadership creates a polarizing view. Managers are something of the past?- ?leaders rule.We use the word leader to distinguish the hero from the villain, the charismatic from the control-freak, the good from the bad. The cult of the leader creates a love/hate relationship?- ?It divides people.We manage projects and resources. And lead people and organizations. Management and leadership cannot be separated?- ?we need both.General Robert Barrow said, Amateurs talk strategy but generals study logistics.Leadership and management are not opposites but complement each other.The differencebetween bothlies in the conceptions they hold of chaos and order.According to Abraham Zaleznick, managers embrace process, seek stability, and control. They try to solve problems quickly. Leaders tolerate chaos and lack of structure. They are willing to del ay closure to understand things more fully.Leading and management are two roles that anyone can?- ?and everyone should?- ?practice.Myth 3 Leaders are superheroesReality Leading is a human, vulnerable actInvestors are willing to pay a premium for shares of a company with a celebrated CEO. Thats the key finding of research by Burson Marsteller.Business journalists and academia think the same. They worship high-profile, charismatic, leaders.Thats the problem with the myth of the heroic leader. Great leaders arent heroes but inspire others. They empower people to go beyond their perceived limits.We tend to choose leaders who are stoic, determined and look in control. Yet, research indicates that we need the opposite.Great leaders areself-aware?- ?you must learn to lead yourself before leading others.As Shane Snow explains in thisHBR article, we need leaders who can be like Benjamin Franklin. People who are smart and strong-willed enough to persuade others to do great things. But, also f lexible enough to think differently. They can admit when theyre wrong, and adapt to dynamic conditions.Leading requires having strong relationships. Without trust, theres noo collaboration. Being trustworthy ismore importantthan being competent.Trustis an act of vulnerability. We must acknowledge and accept our flaws.As researchshows, when we try to look perfect or in charge, people can perceive us as unauthentic.Vulnerability doesnt mean being weak but that you trust yourself, despite your weaknesses.Lolly Daskal said, To be human is to discover we can be vulnerable and still be strong.The perception that vulnerability hinders wertmiger zuwachs is a myth. Its an asset for leaders, asresearchshows.Vulnerable leaders are more self-aware. They inspire others, are more authentic, and trustworthy. Building strong bonds leads to increased performance.Myth 4 Leaders succeedaloneReality Successful leaders thrive induosBehind every great leader, theres a great partner.We usually associate A pple successful story with Steve Jobs. But, that dream wouldnt have been possible without the other Steve Wozniak.Jobs was a dreamer and idealist. He envisioned new products and redefined our relationship with technology. Wozniak was the pragmatic, feet on the ground engineer. He made Jobs vision a reality.Successful duos build successful companies. Bill Hewlett Dave Packard. Ben Jerrys. Larry Page Sergey Brin. The power of the duos is one of the most underrated concepts in leadership theory.The greatest duos do their best work together. Your sidekickamplifies your superpowersand neutralizes your kryptonite.Your partner does more than complement your skills. Its your go-to person. Your duo increases your accountability. It uncovers your blind spots, and keep you focused and honest.No one changes the world alone.Whos your duo?Accept your limitations, and find someone to fill the gaps.Myth 5 Leadership is about the individualReality Leadership is about building communityIndividuali sm is a fine idea but doesnt create the right outcomes.Organizations pay lip service to the importance of collaboration. But then rewardindividual behavior, not teamwork. If bonuses are based on individual goals, you cant expect people to work as a team.To focus on leadership as an individual trait diminishes the organizational factors. Corporate performance is not the result of the CEOs actions alone.Companies like Intel do not pay much attention to individual leadership development. Instead, they ask, What qualities do we need to develop in our organization?To transform the organization, you need more than a leader. Create asense of mission.Henry Mintzberg explains we need to rebuild companiesas communities. Effective transformations happen from the middle-out, not top-down, as the professor explains.In his own wordsWe have this obsession with leadership. Its intention may to be to empower people, but its effect is often to disempower them. By focusing on a single person, even in the context of others, leadership becomes part of the syndrome of individuality that is sweeping the world and undermining organizations.Innovation and creativity are byproducts of a leadership culture?- ?not a leader.Ed Catmull attributes Pixars success to its vibrant culture. Hedescribesit asa community where talented people are treu ergeben to one another and their collective work. Everyone feels that they are part of something extraordinary.The passion and accomplishments make the Pixar community a magnet for talented people.We are social animals. A community is a social glue?- ?it binds us together to drive positive change. We do our best work within a social system thats larger than ourselves.Leading is building a community. Great leaders focus on developing a culture, not their fame.Leading is good. The cult of leadership is not.Think of leadership as an action (leading), not a role (leader).Everyone can?- ?and should?- ?lead. No matter how small or significant your contribut ion, the world needs you. Stop admiring leaders. Start leading.This article first appeared on Medium.