Talent Partners’ Post

This month we would like to share with you our 'Top Tips for a GREAT Career Conversation': • Wherever possible, listen to your colleague’s thoughts about their career, and encourage them to make the most of the skills and talents they have. • It’s your colleague’s career, so keep your opinions about what they should do to yourself, unless asked. • If asked for your opinions, invite your colleagues to reflect on their prime skills and interests, and then the two of you could consider potential development routes. • When colleagues lack confidence in their abilities, help them see that their capabilities open up opportunities they may not have considered. • Encourage people who lack confidence, but are very capable, to undertake some personal development to build up their sense of what they can achieve. • Try always to help colleagues see that there are many routes to a successful career - if one route doesn’t seem to be working, they can try another. If you are planning to review your performance management process, please get in touch to see how we can help. https://lnkd.in/gB9dWFFk #CareerConversations #PerformanceManagement #Culture #Engagement

The 'Love' Triangle of Promotions It often happens when two or more colleagues are being considered for a promotion: one person is successful and the others are left disappointed and 'considering their options' This is also the time when the unsuccessful candidate(s) are most open to opportunities outside the organisation. So, what's really happening? First, there's the issue of the ego being dented. Then, there's also the awkwardness of having to report to/manage someone who used to be your peer. Sometimes, it's just the feeling of resentment at not being chosen. Either way, the consequence is that valuable talent is at risk of leaving. Many organisations get this wrong by not doing anything and hoping that things will iron itself out. The solution, I think, should be this: Before the promotion exercise commences: Be transparent and let all candidates know who is being considered Put all 3 candidates together in a room to talk about: 1. What they will bring to the post 2. How they will they support their unsuccessful peers 3. If they are unsuccessful, how will they commit to support the successful candidate I had an idea this morning, while I was in the cathedral of St Peter & Paul in Brno, Czechia, for the Easter mass. I'm now going to create a structured assessment as well as a coaching and facilitation approach to address this situation 🙂 #talentmanagement #leadershipdevelopment #hrbp

I have been having a number of career development discussions recently so this article resonated with me. I would argue that these takeaways are good practice wherever you are in your career: (1) set your goals and get constructive feedback from multiple people, (2) aim to exceed expectations and standards, keep track of your accomplishments and then take advantage to share them within your organization, and (3) build a strong network through your manager and other leaders, your peers and select others in your company and industry. Read on for more insights…

Daniel Smith helped me establishing career pathways through my teams. Here are some of the things I had to focus on! 🛣️Clear Progression Paths: Establish and communicate clear career progression paths within the team, outlining potential roles and the steps required to achieve them. 🏃♂️Mentorship and Coaching: Helping team members develop their skills and advance their careers. 🏄♂️Skill Development: Offer regular training and development opportunities tailored to individual career goals and team needs. 🏆Recognition and Rewards: Recognise and reward achievements to motivate and retain talent while highlighting possible career advancements. 🚗Internal Mobility: Promote internal job postings and encourage employees to apply for roles that align with their career aspirations. Thank you Daniel! #leadership #fluffydatadogs #traininganddevelopment #management #culture

There are six motivational forces that account for over 80% of job satisfaction: 1. Feelings of Achievement 2. Recognition of Contribution 3. Growth and Development 4. Career Advancement 5. Scope of Responsibility 6. The Nature of Work Itself Worth noting how much influence managers have on all six of these factors. #managertraining #employeeengagement #employeeretention

This chart includes rich, useful data for any leader who wants to understand how to design an org that provides positive employee experiences. Why focus on Employee Experience (EX)? 🔆 Because growth doubles when EX is a priority (data by Heidrick and Struggles). 🔆 Data also shows that companies that focus on EX are 14x more profitable than those that don't. Excellent post, Nick deWilde (Chart data source provided in Comments on Nick's post.)

🗣 Let's talk SOFT SKILLS! Among new hires, the top desired skills are communication, problem-solving, and time management, while among existing employees hoping to advance, the most valued skill is #leadership. The correlation between soft skills and promotions is undeniable. Cultivating these attributes isn't just a career strategy—it's a pathway to success in today's competitive workplace. Soft skills are the hidden keys to career advancement, offering a direct pathway to faster growth. Here are the impacts of each soft skill: ➡ Communication & Problem-Solving: Strong soft skills like these propel individuals toward promotions at a quicker pace. ➡ Leadership: This ability stands out as a primary driver of advancement, positioning individuals for higher-level roles within organizations. ➡ Time Management & Adaptability: Traits such as adaptability and a growth mindset signal readiness for greater responsibility and facilitate swifter career growth. #avestaffing #lawjobs #softskills

In today's rapidly changing #workplace, hard skills are no longer enough. Employers are increasingly looking for #employees with strong #SoftSkills. These #skills are essential for #success in any job, regardless of the industry or role. The article by HBR Ascend discusses five essential soft skills that everyone should strive to develop: 1. Effective communication 2. Teamwork 3. Problem-solving 4. Influencing without authority 5. Leadership To read more, please visit the following link: https://lnkd.in/eF8vPKha #Futureofwork #SSConsulting Anish Aravind Radhika Krishnan Shobita Surendranath Ashima Bose Sarah Mathew Divya Vijay

How to Answer an Open-Ended Question from a Job Candidate

While some companies have formal career development programs, many organizations leave it up to employees to manage their professional growth. Career planning benefits the employer and the employee. https://lnkd.in/evt5YrER #coaching #success #business #leadership #management