Month of the Man: 3 Steps to Prepare for Your Career Advancement
Byron Spruell, central region and Chicago managing principal at Deloitte shares his career journey and how young professionals can lead.
management
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Quiet Power
Halley is far from the typical image or behavior of what many might expect of a hip-hop music executive. He’s not at the clubs. He doesn’t have an entourage. He’s rarely in the gossip blogs—well, except once when Keyshia Cole, his client of eight years, tweeted that they were parting ways. “There’s nothing you can do when you get that call that they don’t want to work with you anymore,†he offers. “I leave it in God’s hands. It’s part of my growth. We both helped each other out.â€
Be Promotable
But simply delivering good work won’t be enough, she warns: “Professionals will have to do more, be more, and look better to move up in their organizations.†The former vice president and general manager of HP OpenView at Hewlett-Packard contends that employees with the greatest career mobility are those who manage several factors connected to work, but extend beyond any particular job, such as adding value to the business, and winning the attention and trust of senior managers.
In A Debt Crisis?
When April Washington, CEO of Baltimore-based Threefold Music Group, was a young, single parent, her poor credit made homeownership seem like an impossible goal. “I wasn’t fiscally responsible or educated...
How to Close the Savings Gap
When it comes to retirement savings plans, African Americans and Hispanics participate less often, contribute less money, and take out more loans and early withdrawals than our white and Asian counterparts. Those are among the most eye-opening findings from a study by my company’s nonprofit affiliate, Ariel Education Initiative, and Hewitt Associates. We recently partnered with several leading minority organizations to release 401(k) Plans in Living Color: A Study of 401(k) Savings Disparities Across Racial and Ethnic Groups. The study examined the saving and investing behaviors of 3 million eligible African American, Asian, Hispanic, and white workers in 57 of the largest U.S. companies across a variety of industries and sectors. The findings reveal that race and ethnicity play a significant role in investing, showing up in 401(k) positioning, contributions, and ultimately individual balances.