ISSUE

04

2010

 



 

 

Career Analysts Ltd

Level 4 Cathedral House

48-52 Wyndham Street

PO Box 91009

Auckland

 

09 523 0000

0800 TALENT

 

Auckland

Wellington

Christchurch

Nationwide

 

 www.careeranalysts.co.nz

info@careeranalysts.co.nz

 

 

 

 

June issue...

 

For many of our clients, June and July are busy months as quarterly or 6 monthly performance reviews are scheduled. This month we pose some questions around how your performance process taps into staff career development needs.   In addition we touch on motivating your top performers, and how you continue to engage this group.

Talk to us anytime about our favourite topic – career development!  We are also available for HR discussions/think tanks. 

We look forward to talking with you soon.

 

This Issue Contains:

meet staff career development needs?

high performers / high potentials...

 

Does your performance review process

meet staff career development needs?

Most of the clients we work with have a performance management /review process in place.  Often this is very effective in measuring competence across a range of factors, especially current on the job performance.

The performance piece measures how what people are doing right now and is usually past focussed based on manager observations or evidence such as sales figures.  We agree that these discussions are vital to maintaining performance levels and encouraging skill development.  Time has probably been spent developing your managers to have these conversations and to feel comfortable giving feedback.

Usually there is some time allocated for a development conversation as well.  However, what might be missing, is the managers ability to tap into aspiration and the motivation of their staff to drive greater performance. 

At the end of a performance review, there might be some clear actions and ideas for next steps. However, for your employee to be motivated to take action, there must be a clear Why? and What’s In It For Me?  A proactive career focussed development conversation answers both of these questions.

Ask yourself the following questions:

  • Do your managers feel confident having career discussions with staff (that might focus on aspirations outside their current business unit)?
  • Do managers understand the motivators, values, talents and interests of their staff?  If yes, how is this used to increase individual staff engagement?
  • Do staff members gain clarity during their performance discussions about their long term career within your organisation?
  • Can managers rate how engaged their staff member is?  Would this match the employees rating?
  • Do your managers follow the 70/20/10 rule (70% of development through job enrichment and on the job learning, 20% networking, relationships, coaching and 10% from formal learning)?
  • How much of the conversation is weaknesses driven vs strengths based, past focused vs future focussed?
  • How many of your good performers/talent are leaving because they aren’t aware of the career opportunities you have available for them?

 

Talk to us about how career development can be an integrated part of your performance review process – and how you can help your managers have great career conversations with their people.

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MBTI and your career

Used by millions of people all over the world, the MBTI is a personality type questionnaire that provides insight into where we focus our attention, how we take in information, how we make decisions and how we manage our lives.  After years of research, the founders of MBTI have developed this into a career tool to help you assess the types of careers that will best suit your personality, the challenges you may face, your strengths and the way you manage your career development. 

So what can the MBTI tool help me do? 

  • Choose a new job or career
  • Change your job or career
  • Increase your satisfaction with your present career

The tool can provide clarity around why you may be struggling in your current role, why you find it difficult to plan your career, and what roles might potentially be more suitable.   The 10-page Career Report provides information on the challenges you may face in your career, and how your type affects your career decisions.  It can be used to help you identify: 

  • Strengths and challenges in gathering information about careers
  • Strengths and challenges in career decision making
  • The amount of structure or autonomy desired on a job
  • The desired amount of contact with others
  • General job families that you may find attractive or unattractive
  • Areas of focus for career development
  • Ways to success when you are not in an occupation popular with your type

In conjunction with your Career Coach you can start to identify opportunities that would interest your unique type, rewards for doing what you like and are good at, and tasks and problems that you will find interesting and challenging.  This is built into a Career Plan that clearly identifies the next steps you need to take to maximise your career path and really enjoy what you do! 

Talk to us today to discuss how the MBTI Career Report can help your team.

  

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9 Box Matrix Snapshop : Inspiring your

high performers / high potentials...

This group is often the focus of talent programmes and leadership initiatives so may seem well looked after by your organisation. But what if you want to do something a bit different?   Consider:

  • Business games – in the moment simulations to generate insight and learning
  • Support executive talent with an Institute of Directors membership and the time to dedicate to supporting Charitable Organisations
  • Task with auditing an overseas office, leading a multi-national initiative or being seconded to a key branch for a period
  • Giving leadership attention – make sure your management team have enough time to focus on the hi potentials in your organisation
  • Broaden their commercial understanding – e.g. if they are in HR, send them to a sales conference, ensure everyone has financial capability regardless of function, get them to think outside your industry and field for a day...
  • Creating an internal think tank for the purpose of generating business ideas, innovations and efficiencies – rotate membership so ideas stay fresh and invite your top talent to participate
  • Support with personal goals – sporting challenges, learning, charity, mentoring...
  • Ensure they are building a strong external personal brand – challenge them to gain exposure through being key note speakers, contributing to conferences, writing articles, mentoring up and coming stars..
  • Next generation assessment and development centres (talk to our sister company Talent Technologies)
  • Sabbaticals
  • Opportunity to lead projects
  • Allocating an internal mentor who will regularly invest time in this individual

Regardless of what you think your top talent might want, make sure you ask them individually!  A customised and targeted engagement and retention plan is key.  A one size fits all approach will only de-motivate and disengage your top talent – make sure your development initiatives tap into the motivators, values, talents and preferences and the career strategy of that individual.

Talk to us about our Career Strategy programme and how this can help your talent create a personalised career strategy and development plan.

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Need an article?

  • Company newsletter to employees
  • Magazine editorials
  • E-news to your clients

Do you need articles on career coaching, talent management and outplacement?  We're happy to help, you can select from our archives or commission a special article.

Call 09 523 0000 or email info@careeranalysts.co.nz for more information on this service.

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External Articles of Interest

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Click here to visit the Career Analysts website or contact Jo Mills, General Manager today on 0800 TALENT.