If you were to walk into your hallway and ask a passerby what career development means around here, what would they say?

Transcription

1 Help Them Grow or Watch Them Go: Career Conversations Employees Want Lynn M. Cowart VP Quality Delivery Career Systems International June 22, 2016 If you were to walk into your hallway and ask a passerby what career development means around here, what would they say? 2 1

2 Understand the business case. My Aim Cause a pause to reflect on your own career. Disrupt your thinking about career growth. Spark action for immediate talent talks. 3 Culture of Learning Spark Employee Shared Ownership Systems Organization Support Manager 4 2

3 POLL Where does your organization put the most effort? Employees Managers Organization 5 Growing talent internationally is the top human capital priority for businesses worldwide. -Conference Board 6 3

4 Career opportunities are the number one reason people join organizations and the number one reason they leave. -Deloitte 7 Global Survey Results Are Continually Low I am given real opportunity to improve my skills in my company. My job makes good use of my skills and abilities. If I have my own way, I will be working for my company 12 months from now. I am satisfied with my opportunity to get a better job in this company. My supervisor gives me constructive feedback on how to improve the quality of my work. 8 4

5 Why isn t it happening? 9 Beverly Kaye 2012 and Julie Insert Winkle Copyright Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2016 Myth 1: Not Enough Time Myth 2: Protect Status Quo Myth 3: Not My Job Immobilizing Myths Myth 4: Big expectations = big disappointment Myth 5: Only for Hi-Po s 10 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler

6 POLL: Which of these myths most immobilize your managers? Myth 1: Not Enough Time Myth 2: Protect Status Quo Myth 3: Not My Job Myth 4: Big expectations = big disappointment Myth 5: Only for Hi-Po s 11 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2016 My manager isn t interested. I don t see any real possibilities for myself. These conversations go nowhere. Employee Immobilizers I really don t know what I want to be. I m completely comfortable, thank you. 12 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler

7 POLL: Which attitude is the most dangerous? My manager isn t interested. I don t see any real possibilities for myself. These conversations go nowhere. I really don t know what I want to be. I m completely comfortable, thank you. 13 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2016 It's not about the form. It s about the conversation. 14 7

8 Apples to Apples 15 SIT DOWN WITH AN EMPLOYEE FOR 1 HOUR AND MAP OUT A CAREER PLAN FOR THE YEAR? OR Frequent Iterative Shorter Ongoing Embedded Career Systems International DO THE SAME THING IN A DOZEN 5-MINUTE CONVERSATIONS OVER THE YEAR? It Happens: A little bit every day in a layered fashion On the employee s schedule around the work that needs to be done Through intentional interactions and conversations 16 8

9 17 CURIOSITY drives the CONVERSATION deeper. 18 9

10 Simplify the Conversation! HINDSIGHT FORESIGHT 19 HINDSIGHT HINDSIGHT It s about selfawareness. S kills What have you always been naturally good at? I nterests What tasks get pushed to the bottom of your "to do" list? V alues What makes for a great day? 20 10

11 Interests What tasks get pushed to the bottom of your "to do" list? 21 HINDSIGHT HINDSIGHT It s also about the views of others. A bilities What can you always count on me for? B lind Spots How might my strengths work against me? C onditions Under what settings do I make my best contribution? 22 11

12 Abilities What can you always count on me for? The most significant change I ve seen in our organization is 2. I predict that the next big thing will be 3. I can imagine a time when 4. Our business would be turned upside down if FORESIGHT FORESIGHT What s changing? With what impact? 12

13 INSIGHT INSIGHT Having goals and a plan. Say Goodbye To: The Career Ladder Limiting Career Paths Checking Your Personal Life at the Door 25 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2016 Career Development Today Looks Like a... Climbing wall! 26 13

14 Climbing Wall Wisdoms Wisdom 1: The top doesn t have to be the goal. Wisdom 2: There are countless ways to get from point A to point B. Wisdom 3: Sometimes it requires a move down the wall a bit. Wisdom 4: You can choose safer or riskier moves

15 Grow Right Where You Are Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler

16 Provide Learning EXPERIENCE Unpack It! What did I do well? Avoid? What was the key challenge for me? Who would have taken a different approach? EXPOSURE EDUCATION What does this person model? What behaviors could I emulate? What would I do differently? Why am I going? My objective? How will I apply this to my work? How will it build my skills? 31 Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2015 SEAL the Deal! The sad thing is to have the experience and miss the meaning. -T.S. Eliot 32 16

17 Problem is Career development 33 Open the Door The employee expresses an interest in learning something new. Job responsibilities or expectations change. New project launches. Old project ends. The employee is passed over for an opportunity or assignment. A high-profile failure occurs. Low-profile errors or mistakes are made. The employee demonstrates extra effort or interest. Lack of effort or interest is noticed

18 Spark Something REFLECTION COMMITMENT ACTION

19 Your Assignment Employees Questions Weeks 37 Growing your business means Thank you! Follow CareerSystemsIntl.com Growing your people! 19

20 Your Exclusive Offer! Take 10% off your next order! Enter code webinar10 at checkout. One-time use only!