课程: Having Career Conversations with Your Team

Applying the Pivot Method to help employees map their career growth

课程: Having Career Conversations with Your Team

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Applying the Pivot Method to help employees map their career growth

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- The career conversation I regret the most is the one I never had. I was working at a startup after taking a leave of absence from UCLA, and then I hit a plateau, although I didn't have that language at the time. I couldn't see a growth path, so I started looking for other jobs. I interviewed with Google in my car on lunch breaks and continued the hiring process with them for five months all while I could have been troubleshooting the job that I already had. I walked into the founder's office at the startup to give him my two weeks' notice. Looking back nearly 15 years later, I regret that our first career conversation was also our last. As a manager, you might be thinking how do I prevent this from happening on my team? How can I support my employees and have a better sense of where they are in their growth cycle and career aspirations? Why do people get intimidated around this topic of career conversations? I'm Jenny Blake, author of "Pivot: The Only Move That Matters Is Your Next One." I'm a career and business strategist with over 10 years of coaching and career development experience. I worked at the startup for two years, Google for five and a half in training and career development, and since 2011, I've been running my own consulting business in New York City, helping people move beyond burnout, navigate change, and build sustainable careers and companies. During my first year at Google in 2006, I trained over 1,000 new hires. These were the best and the brightest, and they would often come up to me a year or two in feeling like they were hitting a plateau, getting restless, and ready for change. These are what I call pivot points, and they are not a problem nor a personal shortcoming. It's important to know that pivoting isn't just about big moves, a promotion, or even role change. Rather, it's a framework to help us all methodically map what's next, even within one's current role, by identifying what success looks like and building from a foundation of what is already working best. As a manager, mentor, or coach, you can play a key role in helping your team expand within their role through stretch projects or pilots and pivot internally when they're ready for development opportunities. Working through the Pivot Method enables you and your team members or mentees to explore career options before creating more detailed development plans. By the end of this course, you will learn how to apply the four-stage Pivot Method as a career conversation framework. You can also share the companion course for individuals with your team members to help them prepare or dive deeper after a session. That's in the LinkedIn Learning Library under Figuring Out Your Next Move.

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