As you are thinking about setting personal goals for the year, it is a great time to consider your career and development goals as well. It is easy to get into our routine and focus on the here and now, forgetting that we need to “own” our career. Yet, to really “own” our career, we need to be intentional in planning our career by creating and executing a development plan.

By now, your team has likely moved to a completely remote environment. Gone are the days when teams and projects overlapped and bled into each other. You can no longer assume you’ll have the opportunity to discuss the project’s next steps when bumping into someone at the water cooler or lunch room. Being successful will require you to define projects, roles, responsibilities, timelines, and so on even more clearly.

Does your job inspire your passion – or merely occupy your attention? Our culture is wired to view work negatively (TGIF!) while paradoxically defining an individual’s success through his or her job. Here’s the mixed message: You are what you do – but don’t expect to like it!

This time of the year, attention shifts to making resolutions, taking personal inventories, or charting paths to greater self-awareness. While such contemplation can be healthy and motivating, it can also lead to paralysis, evidenced by inaction and non-productive navel-gazing. How can you move beyond self-awareness to the hard – yet satisfying and necessary – work of making changes? Here are four keys:

You enjoy powering through projects, obstacles and challenges – persevering is one of your core strengths – and one of the four core Adaptability Quotient (AQ) drivers.

A DRiV workshop at an IT consulting company helped employees explore and embrace their similarities and differences, contributing to increased self-awareness, engagement, and motivation.

For most of us, it’s easy to notice the things that other people could be doing differently, but harder to objectively look at ourselves in the mirror.

Each of us has unique personality traits that can make delegation easier or harder. Knowing yourself makes it easier to share your strengths while managing your downsides. Here are four common drivers that can affect your delegation approach, with a coaching tip for each. Where do you fit?

Individuals vary in what energizes and motivates them. As leaders, you can engage others and make them want to do well for you by learning to recognize and leverage what motivates members of your team.

Around St. Patrick’s Day, the Irish get credited with embodying and enjoying an extra measure of luck. Even if you’re not a wee bit Irish, your attitude about luck could influence your career. How can you best leverage it for success?