Mike W. Triplett, Sr. |  Regional Segment President, Cigna Corporation

Mike W. Triplett, Sr. | Regional Segment President, Cigna Corporation


Our guest today is Mike Triplett, who oversees 7.2 million customers, $9.8 billion in revenue and 1,300 employees as the Regional Segment President at Cigna Corporation. 

We spoke with Mike about how by focusing on the career growth of others and encouraging employees at all levels to hold one another accountable, teams can help one another reach their career goals.

Key Takeaway: 

"When you cross the bridge, you want to make sure others are right there with you. If you're constantly leaving everyone else behind –that's a problem."


Show Notes

By asking yourself, "How will my career impact the company?" it shows you are thinking of how your goals will fit into the larger context of your organization. We think that's important.

However there is a bigger opportunity for executives and managers by focusing on others' careers first. By listening to the goals of those around you, and creating opportunities to help others succeed, you accelerate your own growth within the company.


Progression in one's career is often not about where you can do the job, but rather whether you have been given the opportunity to the do the job. That's why it is essential that executives and managers help others find success – and take an active role in removing any barriers in their way. Focus on showing up to grow the organization, not to earn the next promotion.

Mike references a quote from Rick Patino, the Basketball Coach of the Louisville Cardinals:  


"When you build bridges you can keep crossing them." 


It's great that you get there, but when you look back over the bridges you've crossed, who is there with you? Make sure that your bridges are full of great people who cross the bridges with you.

Managers can pull their teams up the ladder by setting clear expectations, pushing performance and encouraging feedback.


Game Plan

Mike suggests implementing these actions in your organization:

  • Actively manage your employees' careers along with them. Give them the opportunity to have time with you to discuss anything they want, at least twice per year. 
  • Put structures into place to reach all people within your organization. Mike has a system for calling every employee, which 1,500 people, once per year. 
  • Introduce your employees to other leaders. Help them align with the right people.
  • Make some bold choices about the employees you offer positions. It's ok to take risks when hiring and promoting.



Grappling with Whether to Leave Your Company?

If you are grappling with whether to pursue opportunities at other organizations, or to stay with your current company, consider taking these steps with your current supervisor before making any decisions. 

  1. If you haven't yet done so, openly communicate your career goals to your supervisor
  2. Give your supervisor a clear set of To-Do's so they take an active role in your career growth
  3. Speak up. Make sure multiple levels of management know what you want for your career.
  4. If you don't have a relationship with your manager's manager, build on. You don't want to be stuck in the dust if your boss moves on.


Bottom Line

Make career decisions for your organization through the lens of

  • Candid Communication - Be clear with your expectations of others, and expect others to do that same for you
  • Big picture - Align the needs of the company over the needs of an individual department (don't hog all the top talent if they can better serve the organization elsewhere)


What did you think of this episode? Inspired? Tired? Give us a piece of your mind here.