AFS Consulting

Summary: The role of government in Canada (and the West generally) should be to mediate the ominous trend to a confrontation between uncaring organizations and under-utilized young people. This trend began with the 1991 recession (or even the 1983 recession) and continues today in Europe, America, and in our own

Summary: Careerists can overcome senior management inertia and resistance by showing that they have developed their own successors. Good managers should quietly plan for their own replacement by evaluating their immediate team, examining who is ready and able to fill in for the manager now, who has potential for taking

Management as a True Calling Summary: Management isn’t for everyone. If your talents are better suited to a another career don’t take on a management role for reasons of remuneration, titles, status and promoting self-esteem. To experience career satisfaction in management requires three elements: to see business as an intellectual

Part 2: Drive Theory and Happiness Summary: In this article, part two of my trilogy on career satisfaction, I want to look at the basic question of motivation. It’s a big question. But viewed through the lens of Drive Theory (Driven, Lawrence and Nohria, 2002) we can see that the

Part 1: Talents and Authentic Happiness Summary: This is going to be an article in three parts, building up to the question of how management can be a vehicle for achieving career satisfaction. There are many paths to career satisfaction and management is not for everyone. In this article I

Summary: Anyone whose main function in an organization is to get things done through others must be both a manager and a leader. Management is about how things are to be done, leadership is about how to get others to do it. Not all leaders are managers but all managers