1 Working Mother Media 2016 Leadership Summit for Women in National Security Careers May 13, 2016 Design Flexible And Customizable Career Opportunities Copyright 2015 Suntiva. All Rights Reserved.
2 Design Flexible and Customizable Career Opportunities Agenda For Today Defining Career Development and Opportunities Creating the Foundation for Your Career Development Values Strengths Career Goals Personal Development Plan Creating Your Employee Brand Communicating Your Value Communicating What You Want Being Your Own Best Career Manager
3 Understanding Career Opportunities A career is a progression of intentional learning, experience, and positions toward your personal, work, and life goals. Career development is an iterative plan to achieve your goals. It is an on-going process of planning and directed action. Development means growth, continuous acquisition, and application of your skills. A career opportunity is an experience or position that advances your goals. Role Enhancement Promotion Lateral Move Changing Field or Function Changing Responsibilities Skill Building
4 Be Your Own Best Career Manager: Making Your Values Explicit Values are traits or qualities that represent your highest priorities and deeply held driving forces. Once defined, values impact every aspect of your life. Effective employees identify and develop a clear, concise, and meaningful set of values, beliefs, and priorities. When you are part of an organization, you bring your deeply held values and beliefs to the organization. You demonstrate and model your values in action in your personal and work behaviors, leadership and team dynamics, decision-making, contributions, and interpersonal interactions. You use your values to make decisions about priorities in your daily work and home life. Your personal and professional goals are grounded in your values.
5 Be Your Own Best Career Manager: Determining Your Top Five Values Choose words that resonate with you from the attached list of value words. You may add any values that are not on the list. Narrow your selection by grouping the values according to the words that have similar meaning to you. Repeat the process until you have just five groupings. Choose one value or word that best encompasses the meaning of each of the groupings. These are your core values. Create a one sentence value statement about each one of the core values that you identified above. Make explicit what the value means to you and how it shows up in your professional life. Example Value Statement What does this tell you about the person who wrote this? One of my favorite quotes that grounds me professionally is from Harry Truman: It is amazing what you can accomplish if you do not care who gets the credit.
7 Be Your Own Best Career Manager: Identifying Your Strengths I was at my best when My three greatest accomplishments were I loved it when My top three most impactful professional experiences were when My top three greatest professional experiences were when My favorite job was when. I was on top of the world when... Think of 3-5 Examples for Each Question: Life, Work, Family, Church Always Answer: What, When, Who, Why, Where, and How Look For: Patterns and Common Themes, Emotions, and Actions 7 Copyright 2015 Suntiva. All Rights Reserved.
8 Be Your Own Best Career Manager: Identifying Your Strengths Exercise For each question from the previous page: Think of at least three examples to answer each question from your life, work, family, and/or church. Make explicit the who, what, where, when, how, and why. Identify patterns, common themes, emotions, and actions. Answer the question: What strengths did I use that made these examples impactful and memorable to me? List the strengths that recur in each example. These are your core strengths. 8 Copyright 2015 Suntiva. All Rights Reserved.
9 Be Your Own Best Career Manager: Identifying Your Career Goals Be Honest About Your Professional Ego Define What Success Means to You Short Term (1-5 years) Long Term (5+ years) 9 Copyright 2015 Suntiva. All Rights Reserved. 9
10 How We Develop Experience (70%) New responsibilities Improving processes Cross-functional teams Projects or task teams Volunteerism Experience Experience 70% 10% Exposure 20% Education Exposure (20%) Feedback from multiple stakeholders Coaching/mentoring Observing or interviewing those demonstrating needed skills Working on projects that provide exposure to a broader set of people in the organization Benchmarking best-practices Personal Board of Advisors Source: Lombardo, M. and Eichinger, R. (2004) The Leadership Machine. Lominger, Limited, Inc. Education (10%) Self-development (reading, research, self-paced training/exercises) Courses, workshops, seminars, web-based classes, and tools 10 Copyright 2015 Suntiva. All Rights Reserved.
11 Be Your Own Best Career Manager: Creating a Career Development Plan Current Duties Key Strengths/Skills Values/Goals Your current job description Your Top Five Your Top Five Future Assignments Knowledge to be Gained from Assignments and Experiences Alignment with Organizational Mission Needs Think 1-5 years out Jobs or Positions The value added for your development The value added for the organization Professional Development Needs Professional Development Opportunities Training and Education What do you need to get you where you want to go Project-based assignment Serving on Task Forces TDYs Shadowing opportunities Certifications Training courses External Education
12 Developing Your Employee Brand - Tell Me About Yourself Focuses your managers (current and potential) on what you bring to the table AND what you can do for them. Makes explicit your intrinsic value, skills, and expertise as an employee. Focuses on a few key attributes. Explains, in three concise statements: Who you are. What you are great at and passionate about. How your strengths contribute to value. Is short (and interesting) enough to hold someone s attention. Is designed to make an immediate connection, signaling it is worth investing valuable time to hear what you have to say. Is altered to different audiences and for different occasions. Starts the conversation about your career development and the career opportunities that you are looking for or open to. Source: Adapted from Amanda Augustine, TheLadders.com
13 Developing Your Employee Brand - Exemplar Amanda Augustine and I am a Job Search Expert and Career Coach. For more than ten years, I ve worked with Ladders to educate and prepare millions of professionals for the job-search process through the development of coaching programs, live recruiting events and online advice in my weekly column, Ask Amanda. I ve dedicated almost 3 years to testing various techniques to identify the best ways to navigate the job search landscape in today s marketplace. My passion is helping people find the right job, sooner. Source: Amanda Augustine, TheLadders.com
14 Developing Your Employee Brand - Exercise Write down as many things that you can think of: Who are you? Write down your name, job title and primary function. What are you great at and passionate about? Think of your values and strengths work and your career goals. What previous experiences showcase what you are great at and passionate about? Consider your different projects and assignments and the impact. What key skills or areas of expertise make you good at what you like to do? How do your key strengths bring value? What accomplishments are you proud of? Why? What were the impacts or the tangible results? What's the one thing you want people to remember you for? Source: Amanda Augustine, TheLadders.com.
15 Developing Your Employee Brand Exercise Turn to the person next to you and each take 3 minutes to: Review the highlights of what you ve written down with them. Ask them: What information sticks out about you? What s memorable and shows your passion? What was the one impression of you that they came away with** ** This is the beginning of identifying what is your hook the one nugget you want people to remember you for.. Source: Amanda Augustine, TheLadders.com
16 Being Your Own Best Career Manager: Pulling It All Together Your career development is a partnership between you, your manager, and your organization. But, don t wait for someone to do it for you. As Dr. Weaver said: Don t be led, LEAD. You own your career development. You are best suited to understand the alignment between what you need to know, what you want to know, and where you want to go. The recipe for success: Take the initiative and proactively talk with your manager about what you are interested in and where you want to go. Work with your manager to map your goals to the organization s mission needs. Commit to development goals and do the work to build your skills.
17 Being Your Own Best Career Manager: Pulling It All Together 1. Self-assess values, strengths, and interests 2. Identify career goals and how they meet organizational mission needs 3. Analyze career options (network, review vacancies, talk to people) 4. Determine development objectives and needs 5. Create personal career development plan 6. Define your employee brand 7. Communicate brand, goals, and development preferences to your manager 8. Work with your manager to map your goals to organizational mission needs 9. Revise development plan and goals as needed with your manager 10. Commit to development goals 11. Follow through on your development plan 12. Seek feedback 13. Repeat steps 1-13, as needed
18 Final Thoughts YOU own your career development. Setting the foundation is key to your success. Career development is an iterative process. Update your personal development plan with every new position, new experience, and milestone achieved. When you have a career opportunity decision to make, review your top five values and strengths. If the opportunity honors the majority of your values and provides you the opportunity to use and leverage your strengths every day, it is probably a good opportunity for you. Understanding and monitoring your career development goals will help you: Recognize a career development opportunity, even if it is not on your list. Make the most of opportunities, even when you cannot choose your next assignment. It is the basis of grow where planted. 18 Copyright 2015 Suntiva. All Rights Reserved.
19 Questions? Comments? Key Takeaways? 19 Copyright 2015 Suntiva. All Rights Reserved.
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