EPISODE D5.002 Company Provides a Career Path

Introduction
New week, same perspective with greater conviction.

After being attentive to the weekend news about the continued arbitrary government response to COVID19, there is only one course for the business owner - ignore their word salad of concern and work around it. 

Being passive and waiting for the right decision will put you out of business. There are only two ‘people’ who have that right - you and the customer.

IBGR is committed to your success and our programming is for legal aggression (OK, I’ll make it nicer - assertiveness) to open, stay open, and be profitable.

Unlike the rest of society - we have your back.

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Show Objectives
In a large corporation this would be called Succession Planning where the company forecasts its human resource needs and provides guidance on what is required for the new positions.

In a smaller business it is still an issue. If you achieve fast growth tht will required more people and where will they come from? Today's show takes up this conversation

Key Issues - ​Owner Perspective:

1. Look at a career from 2 viewpoints - technical and organizational.
2. A small business is challenged by providing a career path - however if we have made it to Stage V - we are a real business and need to think about retention of the best and attracting the same group because of staffing needs from growth.
3. Develop people technically first - job of management is developing skill mastery,
4. Continue to develop their business skills to make competence complete,
5. Promotion is based ability to demonstrate new skills - joining innovation projects.

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Key Issues - Employee Perspective:

1. Become competent for your position - identify the final gaps.
2. Become indispensable by taking on the thankless jobs required to make the business work - what is left?
3. Find opportunities to gain exposure for knowledge and skills beyond your position - tell me when I can join innovation teams.

What You Need to Know
This is simple to state - what is your growth plan for the business over the next X years? You just completed one growth plan for Stage IV and are building another for Stage VI - just keep going. Pick an end date - 5 years - and work backwards by building an organizational chart for each year. 

What You Need to Do

1. Formalize Training
   1. Technical Skills - driven by technology and position descriptions;
   2. Human Skills - driven by management requirements and teamwork;
   3. Conceptual Skills - driven by ownership demands of strategic thinking and innovation.
2. Create Future Position Descriptions
   1. Create future organizational chart - focus positions;
   2. Create future position descriptions - focus on job demands
3. Create a Training Plan for the new Positions
   1. Formal classroom for technical, human, and conceptual
   2. Delegate by creating "boss for a day" where you give them a position 1 level higher to understand the new demands

Shows

• Previous: EPISODE D5.001 OVERVIEW OF PEOPLE FOR STAGE V BUSINESSES
• Next: D5.003 Promotions Based on Performance, not Connections