Empower Managers to Champion Internal Mobility

In this edition, let's delve into the crucial role managers play in promoting internal mobility within organizations.

Note:? this issue was enhanced using ChatGPT along with prompt techniques from the LinkedIn Learning course How to Research and Write Using Generative AI Tools by Dave Birss .

The Significance of Internal Mobility

Internal mobility is significant because it not only benefits employees by promoting their career growth and development but also enhances organizational agility, talent retention, and long-term success.

The Manager's Impact

Managers are central to fostering internal mobility. Their support is paramount to driving employee development and career advancement.

Learning from Research

Research shows that talent hoarding by managers can hinder internal mobility. Building a culture of mobility is about nurturing talent and offering growth opportunities.

Empowering Managers

So, how can managers excel in promoting internal mobility?

Understand the Benefits

• Enhanced Leadership Skills:? Successfully managing internal mobility demonstrates leadership expertise as it requires the ability to assess talent, make strategic decisions, and mentor.?
• Improved Team Morale:? Showing commitment to their team’s growth can boost morale and foster a culture of learning and development which can lead to higher team performance.???
• ?Long Term Success:? Building a reputation as a manager who nurtures talent and supports internal mobility can contribute to their long-term success within the organization.

Define Their Role

1. Develop a Talent Mindset - start by adopting a mindset that values talent development and growth. Recognize that nurturing their team's skills and ambitions is not just about their personal development but also about ensuring the organization's success in the long run.
2. Hold Regular Career Conversations - engage in regular career conversations with their team members. Understand their aspirations, strengths, and areas for improvement. These discussions should be open, honest, and focused on helping individuals align their goals with the organization's needs.
3. Identify Internal Opportunities - keep their finger on the pulse of the organization. Be proactive in identifying internal mobility opportunities. Understand the skills and competencies required for different roles within their team and the broader organization.
4. Advocate for the Team - act as a champion for their team members when it comes to internal mobility. Provide recommendations and advocate for their readiness and suitability for new roles. The manager’s endorsement can carry significant weight in decision-making processes.
5. Mentor and Prepare - invest time in mentoring and preparing employees for new roles. Offer guidance, coaching, and resources to help them bridge skill gaps and succeed in their chosen paths. Remember that their role is not just about pushing for mobility but ensuring their team members are well-prepared for transition.
6. Collaborate with HR and Leadership - work closely with their HR department and senior leadership to align their efforts with the organization's strategic goals. Understand the policies, procedures, and resources available for internal mobility.

Review Real World Scenarios

Example 1: Career Conversations

Imagine you are a seasoned manager at a technology company, and one of your team members, Sarah, expresses a desire to explore a different role within the organization. Here's how you can leverage career conversations.

Scenario:? Sarah, a talented software developer on your team, approaches you during a one-on-one meeting and mentions her interest in transitioning to a product management role.

Manager’s Response:

1. Active Listening: Listen attentively to Sarah's aspirations and motivations for the move. Understand her career goals and what she hopes to achieve in a product management role.
2. Assessment and Feedback: Provide constructive feedback on her potential for the new role. Highlight her strengths as a developer and discuss areas where she might need additional skills or experience for a successful transition.
3. Alignment with Organizational Goals: Evaluate how Sarah's transition aligns with the company's strategic objectives. If her move can contribute positively to those goals, express your support for her aspirations.
4. Development Plan: Collaborate with Sarah to create a development plan. Identify specific training, mentorship, or project assignments that will help her acquire the necessary skills for the product management role.
5. Advocacy: Act as an advocate for Sarah during discussions with HR and senior leadership. Share your insights into her potential and commitment to the transition.

Example 2: Identifying Opportunities

Suppose you are a department manager in a retail organization. Your team consists of several sales associates, and you notice that one of them, Alex, consistently excels in customer interactions and has a knack for problem-solving. Here's how you can identify internal mobility opportunities:

Scenario: Alex has demonstrated exceptional customer service skills and a strong ability to handle customer complaints effectively.

Manager’s response:

1. Recognize Talent: Acknowledge Alex's exceptional skills and performance. Regularly provide positive feedback and recognize his contributions within the team.
2. Skill Assessment: Assess Alex's current skill set and discuss his career aspirations. Explore whether he is interested in taking on a leadership role, such as a customer service team leader.
3. Feedback and Support: Offer feedback on the skills and knowledge required for a team leader position. Support Alex by recommending relevant training, leadership courses, or shadowing opportunities.
4. Opportunity Creation: Collaborate with HR and senior management to create a customer service team leader role if it doesn't already exist. Advocate for Alex as a strong candidate based on his demonstrated skills and potential.
5. Mentorship: As Alex transitions into his new role, provide mentorship and guidance to help him adapt to the challenges and responsibilities of leadership.

Example 3:? Collaboration with HR and Leadership

Suppose you manage a marketing team in a global corporation. Your team member, Mark, expresses a desire to explore opportunities in a different region. Here's how you can collaborate with HR and leadership to facilitate this international move:

Scenario: Mark, a senior marketing specialist, has shown interest in transferring to the company's Asia-Pacific office to gain international experience.

Manager’s Response:

1. Initial Assessment: Discuss Mark's motivations and career goals related to this move. Understand his expectations and the skills he hopes to develop through international exposure.
2. HR Consultation: Engage with the HR department to explore opportunities in the Asia-Pacific office that align with Mark's skill set and career goals. HR can also provide information on visa requirements and logistics.
3. Leadership Alignment: Present Mark's case to senior leadership, emphasizing the potential benefits of this international move for both Mark and the company. Highlight his valuable contributions to the team.
4. Preparation: Collaborate with HR to ensure Mark receives appropriate cultural and international business training before his move. Help him prepare for the transition, both professionally and personally.
5. Ongoing Support: Maintain regular communication with Mark after his move to ensure a smooth transition and address any challenges.

These examples illustrate how managers can effectively promote internal mobility by engaging in career conversations, identifying opportunities, and collaborating with HR and leadership. Internal mobility, when managed thoughtfully, benefits both employees and organizations by fostering skill development, employee engagement, and organizational growth.

Achieve Excellence

Reward managers for their contributions to internal mobility.? Some practical examples include performance bonuses, promotions and career progression, professional development budget, special recognition, and leadership awards.

Attend Training

Consider a training program to empower managers further.? The curriculum might include an introduction to internal mobility, policies and procedures, talent development and career pathing, performance management and feedback, diversity and inclusion, data and metrics, action planning and implementation, as well as feedback and continuous improvement. Here is a generic short course on LinkedIn Learning Promoting Internal Mobility as a Manager by Alisa Cohn that I recommend.

Share Your Insights

Share your own experiences and insights on encouraging managers to promote internal mobility in the comments below.

Coming Next

Stay tuned for our next issue, where we'll explore the importance of coaching and mentoring in internal mobility.