help them grow or watch them go: career conversations ... · 7 © beverly kaye and julie winkle...

1

Lynn M. CowartVP – Quality Delivery

Career Systems InternationalJune 22, 2016

Help Them Grow or Watch Them Go:

Career Conversations Employees Want

© Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 20122

If you were to walk into your

hallway and ask a passerby

what career development

means around here,

what would they say?

2


Understand

the business

case.

Disrupt your

thinking about

career growth.

Spark action

for immediate

talent talks.

Cause a pause

to reflect on

your own

career.

My Aim


SupportSpark

Systems

Employee

Organization

Manager

Culture of Learning

Shared

Ownership

3


Where does your organization put the

most effort?

Employees

Managers

Organization

POLL


Growing talent internationally is the

top human capital priority for

businesses worldwide.-Conference Board

4


Career opportunities are the number

one reason people join

organizations… and the number one

reason they leave.-Deloitte

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.

My supervisor gives me constructive feedback

on how to improve the quality of my work.

I am satisfied with my opportunity to get a

better job in this company.

If I have my own way, I will be working for my

company 12 months from now.

5


Why isn’t it happening?

© 2012 Insert Copyright9


Immobilizing Myths

10

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

6


POLL:

Which of these myths most

immobilize your managers?

11

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


Employee Immobilizers

12

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.

7


POLL:

Which attitude is the

most dangerous?

13

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.


It's not about the

form.

14

It’s about the

conversation.

8

Frequent

OR

DO THE SAME THING IN A DOZEN

5-MINUTE CONVERSATIONS

OVER THE YEAR?

SIT DOWN WITH AN EMPLOYEE FOR

1 HOUR AND MAP OUT A

CAREER PLANFOR THE

YEAR?Shorter Iterative

OngoingEmbedded

Apples to Apples

© Career Systems International 15

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

9


18

CURIOSITY

drives the CONVERSATION d

eep

er.

10

FORESIGHT

Simplify the Conversation!


HINDSIGHT


HINDSIGHT

HINDSIGHT

It’s about self-

awareness.

killsWhat have you always been

naturally good at?

nterestsWhat tasks get pushed to the

bottom of your "to do" list?

alues

What makes for a great day?

S

V

I

11


InterestsWhat tasks get pushed to the

bottom of your "to do" list?


HINDSIGHT

HINDSIGHT

It’s also about the

views of others.

bilitiesWhat can you always count on

me for?

lind Spots

How might my strengths work

against me?

onditionsUnder what settings do I make

my best contribution?

A

B

C

12


AbilitiesWhat can you always count

on me for?


FORESIGHT

What’s changing?

With what impact?

FORESIGHT

1. 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…

13


INSIGHT

25

INSIGHT

Say Goodbye To:

• The Career Ladder

• Limiting Career Paths

• Checking Your Personal

Life at the Door

Having goals and

a plan.


Career Development Today Looks Like a...

Climbing wall!

14

Climbing Wall Wisdoms

27 © Beverly Kaye and Julie Winkle Giulioni, Help Them Grow or Watch Them Go, Berrett-Koehler 2012

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


16

Provide Learning

31

EXPERIENCE

EXPOSURE

EDUCATION

• What did I do well? Avoid?

• What was the key challenge for me?

• Who would have taken a different approach?

• 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?

Unpack It!


32

SEAL

the

Deal! “The sad thing is to

have the experience

and miss the

meaning.”

-T.S. Eliot

17


Problem is…

Career development


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

2 2 2+ +Employees Questions Weeks


Thank you!Follow Lynn @Lmcowart1

CareerSystemsIntl.com

Growing your business means

Growingyour people!

20

Take 10% off your next order!Enter code webinar10 at checkout.

One-time use only!

Your Exclusive Offer!

www.hrdqstore.com

800.633.4533

help them grow or watch them go: career conversations ... · 7 © beverly kaye and julie winkle...

Documents