Description: As an independent actuarial recruiter for the past 15 years, I've observed how some actuarial careers reflect steep trajectories, whereas others plateau or stagnate. The single biggest factor I’ve observed to determine this trajectory is an actuary’s ability to communicate in a way where he or she is perceived not merely as a technical resource, but as a strategic business partner whose insight, knowledge and opinion carry influence with decision-makers. We'll walk through Three Keys to help you create this transformation so that decision-makers no longer perceive you as a technical resource, but will see you as a strategic business partner.

Description: Suggestions for building a plan to develop your leadership during the year

Description: This is the first installment of a two-part series that aims to provide valuable insights on how a new (re)insurance company can become an attractive destination for actuaries (Part I) and then how to retain them (Part II), thereby facilitating the company’s long-term growth.

Description: The article describes principles for optimal sub-tasking of a project goal. Two experiments each one comparing different approaches are presented. A summary of principles for optimal goal setting presents seven key points: i)levels of outcome goals should be recognizable and lack ambiguity; ii) each subtask should be atomic, i.e. not be capable of being broken up into further subtasks, iii) the subtasks should be uniform, lacking ambiguity, so that any new trainee could master it without the need for further guidance; iv) each subtask should be attainable in a reasonable amount of time; v) mentor feedback should be provided during the initial stages of learning or training; vi) upon mastery of each subtask trainees should be encouraged to maximize their overall score; vii) after mastery of individual subtasks, while attempting to maximize scores, trainees should be provided with a mixture of easy, intermediate, and difficult tasks.

Description: It is well established that empowerment of staff is a critical leadership trait. But what are the metrics to recognize that you have achieved it? What steps enable this achievement? Which psychological attributes explain its efficacy?This article proposes to answer these questions through a multi-disciplinary examination of empowerment in the context of three leadership domains.

Description: Applying Agile Methodologies to Manage Work and Drive Value is intended as an overview of the SCRUM, Kanban, and Lean methods of managing work in constantly changing environments. The value it provides is to draw awareness to the various methods that exist when the goal is to perform work with agility. There are three main sources of information within this version: scrumalligance.org, kanban.university, and lean.org for reference.

Description: Latest installment of a series applying lessons from Buddhist philosophy to the working world of actuaries. This installment focuses on practicing the yogic principle of "ahimsa" or non-harming with ourselves, and the importance of respecting and caring for oneself in order to better serve the needs of others.

Description: Pat Renzi shared her career trajectory and lessons learned in life and work.

Description: To Be A Consultant by Jeffrey M. Robinson from The Stepping Stone Newsletter, April 2004, Issue No. 14.

Description: Leadership Through Mastery of Soft Skills by Jim Blair from The Stepping Stone Newsletter, July 2004, Issue No. 15.