Without a Career Path You are Sending Your People Elsewhere to Succeed - LISA ASKWITH

Lisa Askwith - "Engaging Your People For Success"

Introduction

New week, same perspective with greater conviction.

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 corporate 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 that will require 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. 3) develop people technically first - job of management is developing skill mastery,
4. (4) continue to develop their business skills to make competence complete,
5. (5) promotion is based on the 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 3-5 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

Overall, the main steps to follow for Building up your Career Paths and corresponding Development Plans for all of your People are;
There are 6 steps to follow, these are;
 

1. Identify your Technical requirements within each Job Description and make them accessible to all
2. Identify your Organisational requirements and needs, including strategic and conceptual- key for creating development plans
3. Link both technical and organisational requirements to development plan and opportunities- Also make them accessible
4. Ensure the leadership team is dedicated to supporting career paths and development, and they have this as part of their KPI’s for themselves and their teams. Staff are encouraged to be part of their own development and help direct it. Tools need to be available
5. Ensure there is a function or dedicated team to perform yearly remuneration reviews, support and advice
6. Future planning is incorporated and supported as part of the overall function.

Shows

• Previous: P5.01.3 OVERVIEW OF PEOPLE FOR STAGE V BUSINESSES
• Next: P5.03.3 Promotions need to be Based on Performance, not Connections

What You Need to Do

1. Join Us and receive a weekly newsletter with the program schedule.
2. Review the newsletter (Monday) and select the shows or podcasts that will make a difference now.
3. Determine your stage - Click This
4. Listen to the Show or checkout it's podcast
5. Apply
6. Let Us Know how it worked.

Next Show: D5.002 Without a Career Path You are Sending Your People Elsewhere to Succeed (15OCT20)


Written by Lisa Askwith

Director of ApexBRS | ApexBRS, Regional Director of See Global Media, Chair of  EGN Singapore, and Associate Professor Cambridge Corporate University | At the Age of Change, providing the HR component of the Global Executive MBA.

You can connect with Lisa on any of her platforms

LinkedIn Lisa Askwith - Director - Apex BRS
https://www.apexbrs.com/
https://www.facebook.com/lisa.askwith

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