Career Development for In-house Lawyers. SHANGHAI, 24 March 2016

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1 Career Development for In-house Lawyers SHANGHAI, 24 March 2016

2 Representing 600+ members in Asia Educational and networking events in China, HK, India and Singapore Online networking in 19 Comittees and egroups. More than 40,000 members in 85 countries More than 12,000 legal and business resources in the online library Founded in 1982 More than 100 webcasts in 2015

3 Career Development

4 We are Global Career Experts Outcome-Based Outsourcing Solutions 80 COUNTRIES Workforce Experts Sourcing Assessing Training & Developing Managing Professional resourcing and project-based solutions Contingent and permanent recruitment Career and Talent Management 3,100 GLOBAL OFFICES 22B 2014 REVENUES 65 YEARS OF EXPERIENCE 4 Right Management

5 Our Global Footprint Europe / Africa 1,773 Offices U.S. & Canada 715 Offices Mexico, Central America & Caribbean, South America 214 Offices Asia Pacific / Middle East 212 Offices 5 Right Management

6 Right Management History 1980 Established in Philadelphia, Pennsylvania, USA 1998 China 2004 Acquired by ManpowerGroup 2015 & Innovation 1986 IPO 1996 Global Expansion to Hong Kong Talent & Career Management solutions 2007 Launch of Right Choice 2013 Innovation Award of Right Everywhere 6 Right Management

7 AGENDA Career Management Outline Career Management Process Tool Examples Career Model /Pathway/Options Career Management Strategies 7 Right Management

8 What are the Top Talents Saying 30% Believe they ll be working someplace else within 12 months 40% Don t respect the person they report to 50% Say they have different values than their employer 60% Don t feel their career goals are aligned with the plans their employers have for them 70% Don t feel appreciated or valued by their employer 8 Right Management

9 What are You Saying 50% 57% have considered working in an outside law firm have moderate level of interest in current role 50% thinks the immediate manager has the greatest influence over career development Source: Survey to ACC members March Right Management

10 What are You Saying What barriers, if any, do you face in your career development? Conservative nature of lawyer Lack of ambition Lazy Leadership skills Politics, bad luck, stereotype, low EQ Always keep myself updated with new business model and relevant regulations Working language No pretty much room for career development Finding a suitable opportunity with the current employer 10 Right Management

11 Definition of Career Management Career Management is an on-going process of: Planning, Preparing, Implementing and Monitoring career progress, alone or cooperatively with the organization. It is the individual's responsibility, using the organization's resources and assistance, when possible. 11 Right Management

12 Critical Stakeholders for Career Management Employees Owning career & PSP Organization Platform & best support / resources Career Management Strategy Leaders Ongoing career coaching 12 Right Management

13 Career Planning Rate yourself in terms of your career planning to date: 0 I never have a proactive career plan I always have a proactive and strategic career plan Right Management

14 Career Management Framework Career Management Process - An Individual s Perspective Who am I? Career Assessment Where am I? Career Status Where do I want to be? Career Goals How do I get there? Career Plan What do I enjoy most? What is important to me? Where is my career at now? How am I aligned with the needs of the org? What are the changes in my industry / function that may impact my career choices? What are my short and long term aspirations? 14 Right Management

15 Alignment Model Employee s Value Proposition Employer s Value Proposition Strategic Alignment Employee s Needs and Wants Employer s Needs and Wants 15 Right Management

16 Values and Drivers Interests Abilities INTERESTS STRENGTHS ABILITIES Right Management

17 Strengths Interests INTERESTS STRENGTHS Abilities ABILITIES Interests + Abilities = Strengths Abilities that match your interests are your STRENGTHS. 17 Right Management

18 Ability Strength Matrix High Interest Low High KEY STRENGTHS High Ability and High Interest POTENTIAL STRESSORS High Ability and Low Interest High satisfaction areas: use often Burnout areas: use with caution DEVELOPMENT OPPORTUNITIES Low Ability and High Interest LOW RELEVANCE Low Ability and Low Interest Low New Energy: select 1 or 2 to work on Red flag areas: avoid where possible 18 Right Management

19 Birkman Method Interests Life Style Grids Abilities Areas of Interest Ideal Working Environment INTERESTS STRENGTHS ABILITIES Right Management

20 Birkman - Life Style Grids Interests INTERESTS STRENGTHS = Preferred Activities ABILITIES Abilities = Usual Style = Needs = Stress Behavior 20 Right Management

21 Birkman - Areas of Interest Interest Themes Interests Abilities INTERESTS STRENGTHS ABILITIES Areas of Personal Interest Creating Enterprising Implementing Organizing Artistic Social Service Mechanical Administrative Literary Persuasive Outdoor Numerical Musical Scientific 21 Right Management

22 Birkman - Ideal Working Environment Interests Operational Environment Tangible results Operational efficiencies Hands-on Abilities activity Manage and implement plans INTERESTS STRENGTHS ABILITIES Exploratory Environment Relational Environment Process Environment New ideas and innovative thought Specialized knowledge Autonomous leadership practices Long-term/strategic vision People and stakeholder relationships Client satisfaction Value influence and competition Enthusiasm for new projects Standards and quality Established policies and procedures Measurement and concrete details Focused concentration 22 Right Management

23 Career Options 23 Right Management

24 3E Model of Development Experience 50% 0% Exposure 25% Exposure 25% Education 24 Right Management

25 Career Management Strategies 25 Right Management

26 Career Management Journey Program orientation, online career assessment, workshops, 1:1 career coaching Start Who am I? Career Assessment Where am I? Career Status Where do I want to be? Career Goals PSP staring point How do I get there? 1 st round career conversation with manager to update status and gain support to overcome obstacles (every quarter) How do I get there?? Get prepared for career conversations with boss? How do I get there? 1:1 career coaching to determine career goals and development areas, refine PSP and explore required resources How do I get there? Career Plan Complete career map and draft personal strategic plan (PSP) How do I get there? 2 nd /3 rd round career conversation with manager to review experiences, Interviewing, PSP results Networking and update new development areas and activities? Support from consultants on evaluating and negotiating offers Achieved Career Goals How do I get there? 26 Ongoing career conversations, PSP execution and continuous Right Management improvements

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