Career planning is not a solo activity. You need to collaborate with diverse stakeholders who can support, challenge, and guide you along your journey. But how do you work with them effectively and respectfully? Here are some tips to help you build and maintain positive relationships with different types of stakeholders in your career planning.
Identifying the key stakeholders in career planning is the first step. These stakeholders have a stake or interest in your career goals, progress, and outcomes, and can be internal or external, formal or informal, with varying levels of influence and power. Examples include your manager, mentor, or coach; peers, colleagues, or team members; clients, customers, or partners; family, friends, or network; and professional associations, communities, or mentors.
Seek out those who have these three characteristics: They are 1) kind 2) experienced 3) helpful. Typically these people are further along in their careers and life they you might currently be. Don't discount the wisdom that comes with long experience, and with having "been there, done that" in a diverse number of professional circumstances.
People tend to ignore the importance of spouses and family in their career planning. They are your core stakeholders and understanding and discussing their point of view will help you tremendously.
I regularly experience this challenge with leadership coaching clients. Diverse stakeholders have many diverse attributes and priorities. Identify the most advantageous stakeholders for career plans, based upon their knowledge and career advancement success. Many people ask managers, mentors, coaches and senior leaders for career planning advice. I have learned that career plans must begin with behavior, executive presence and emotional intelligence. Internal guidance and career plans support can be acquired simply by making a powerful connection with stakeholders. Demonstrating self awareness and awareness of others can motivate someone to provide support because of that connection. People are willing to support those who are worthy.
Recognize the different parties involved in the career planning process. This may include the individual seeking career guidance, parents, guardians, educators, mentors, employers, and relevant community organizations.
Career planning & expatriation Managing stakeholders in a career planning related to a relocation from Europe to Asia for a couple with kids (like my husband and I several years ago) adds layers of complexity (dual career management + different culture & working environment) and numbers of stakeholders in the decision-making process: ? Professional contacts: our immediate supervisors, HR departments, colleagues, potential employers and other network contacts in Asia (for the one who will become the accompanying spouse) ? Personal endeavours (kids, family members & friends) ? External Entities: Various administrations (Home/Host countries), cultural / language teachers, etc..
The next step is to understand the perspectives of your stakeholders. What are their needs, expectations, and motivations? How do they communicate and prefer to be communicated with? What are their strengths, weaknesses, and styles? How do they contribute to your career planning and how do you contribute to theirs? By understanding their perspectives, you can tailor your approach and communication to suit their preferences and needs.
Begin by understanding the specific needs, goals, and aspirations of the person at the center of the career planning process. Conduct assessments and interviews to gauge their strengths, interests, values, and career preferences.
Understanding our stakeholders' perspectives: ? Immediate Supervisors & HR Departments: Were concerned about our departure's impact on ongoing projects and the distribution of workload among our teams ? Colleagues: could be frustrated or misunderstood our reasons for leaving. ? Potential Employers in Asia (for the accompanying partner): were keen to access our actual commitment to relocating. ? Family & Friends: Concerned about the distance ? Kids: Worried about the challenges of moving to an unfamiliar place and leaving their friends
Understanding our stakeholders' perspectives: ? Immediate Supervisors & HR Departments: Concerned about our departure's impact on ongoing projects and the distribution of workload. ? Team and Colleagues: frustration or misunderstanding of our reasons for leaving. ? Potential Employers in Asia (for the accompanying partner): keen to know and access the commitment to relocating. ? Family and Friends: Concerned about the distance and the potential challenges of settling in a new culture. ? Kids: Worried about the challenges of moving to an unfamiliar place and leave their friends
The third step is to communicate clearly and regularly with your stakeholders. Communication is the key to building trust, rapport, and mutual understanding. You should communicate your career goals, plans, and achievements with your stakeholders and seek their feedback, input, and support. You should also listen to their career goals, plans, and achievements and offer your feedback, input, and support. You should use the appropriate channels, formats, and tones for your communication and avoid jargon, assumptions, and ambiguity.
Open and transparent communication is vital. Clearly define roles, responsibilities, and expectations for each stakeholder involved. Ensure everyone understands their contribution to the process.
Our communication strategies: ? Immediate Supervisors + HR Departments (for both of us): Scheduled regular meetings focusing on ensuring a smooth transition, training successors, working on a reasonable timeline, emphasizing on the necessity to learn about Asia environment ? Potential Employers in Asia: Crafted our professional profile to highlight our passion for Asian markets and eagerness to contribute. ? Family and Friends: Conducted honest conversations about our dreams, fears, and the support we would need. ? Kids: Increased their curiosity through watching films & videos, reading books on Asia, going to Asian restaurants, etc...
Our communication strategies: ? Immediate Supervisors + HR Departments (for both partners): Scheduled regular meetings focusing on ensuring a smooth transition, training successors, working on a reasonable timeline, emphasizing on the necessity to learn about Asia environment ? Potential Employers in Asia: Crafted our professional profile to highlight our passion for Asian markets and eagerness to contribute. ? Family and Friends: Conducted honest conversations about our dreams, fears, and the support we would need. ? Kids: Increased their curiosity through film & video, books on Asia
The fourth step is to manage conflicts and expectations with your stakeholders. Conflicts and misunderstandings are inevitable when working with diverse stakeholders. You should anticipate and address them proactively and constructively. You should respect and appreciate the differences and diversity among your stakeholders and seek to find common ground and solutions. You should also set and manage realistic and clear expectations with your stakeholders and avoid overpromising or underdelivering.
Diverse perspectives spark lively discussions and sometimes disagreements. But hey, that's the beauty of having different voices at the table! Instead of seeing them as roadblocks, think of them as opportunities for growth & learning, and refine your approach. -Address conflicts head-on, with empathy & understanding. -Listen actively to each person's concerns, validate their feelings, and work together to find common ground. And when it comes to expectations, clear communication is key. -Be transparent about what you can (and can't) deliver, and -Be open to adjusting your plans as needed. By managing conflicts & expectations effectively, you'll not only resolve issues more quickly, but also build stronger relationships in the process.
The inevitable conflicts we had to manage: ? Immediate Supervisors & Colleagues: They felt that we were offloading work onto them. We compromised by taking – when necessary - extra hours to ensure no one felt overburdened. ? Kids: We ensured regular visits to keep the bond strong with their friends and relatives 5. Adjusting Career Planning
The fifth step is to appreciate and acknowledge your stakeholders. You should recognize and value the contributions, efforts, and achievements of your stakeholders and express your gratitude and appreciation. You should also celebrate and share your successes and milestones with your stakeholders and acknowledge their role and support. You should also give and receive constructive feedback and compliments and foster a culture of learning and growth.
The final step is to review and adjust your relationships with your stakeholders. You should regularly evaluate and reflect on how well you are working with your stakeholders and identify areas for improvement or change. You should also solicit and act on feedback from your stakeholders and seek to improve your collaboration and communication. You should also adapt and update your relationships with your stakeholders as your career goals, plans, and situations change.
Hold periodic meetings to review progress and adjust the career plan as needed. Assess what's working and what requires modification to stay aligned with the individual's evolving goals.
Adjusting our career planning: Following on unforeseen challenges, we adjusted our career planning : ? Extended Timeline: Given the time it took to organize an expatriation and secure a job (for the accompanying partner) in Asia, we pushed our move by three months. ? Networking: We continued building connections in Asia until our departure ? Skill Enhancement: We enrolled in 6-month courses that provided insights into Asian working environment & culture
Our career planning & expatriation project adjustment Following on unforeseen challenges, we adjusted our career planning : ? Extended Timeline: Given the time it took to organize an expatriation and secure a job (for the accompanying partner) in Asia, we pushed our move by three months. ? Networking: We continued building connections in Asia ? Skill Enhancement: We enrolled in 6-month courses that provided insights into Asian working environment
Each stakeholder plays a unique role in the career planning process, and effective collaboration among them can significantly enhance the individual's chances of success in achieving their career goals. Flexibility, adaptability, and a commitment to individualized support are key elements in this collaborative effort.
Our career planning related to a relocation from Europe to Asia was filled with challenges, requiring constant navigation, negotiation, and reassessment of our plans. But with persistence, clear communication, and understanding of different perspectives, we successfully made it, learning invaluable lessons about change, adaptability, and stakeholder management. More importantly, my husband and I, we strongly acknowledged the support and insights of ALL stakeholders. Even many years later, we still express lot of gratitude to many of them. We know that without this pro-active communication we conducted with our stakeholders, we wouldn’t have been able to strengthen our career planning related to our Asia dream.