Ladders that people need

Career Mobility is a sizzling topic across clients we work with . Everyone wants to develop a multi skilled talent base that is future ready and is willing to invest in development of people . Unfortunately , the passion is not shared by employees – most of who continue to rely on organic growth at the back of a performance review .?

People in traditional, large organizations and in functions like finance, HR, supply chain , manufacturing , sales and marketing have little or no knowledge of functional skills and competencies that are important for their own roles and for roles that they aspire for.?Try asking a mid-level accounting role holder, what the CFO does that the CFO’s relevant skills, and you will be shocked at what you hear (Try it!)

??Less than 5% engage in active career planning?

There is low response to IJP’s as people do not see value in moving across job families and enhancing their exposure and skill.?There is little or no drive to self-develop, self-seek exposures. The results is –

• Stagnation in roles /bands in mid-career – they keep getting incremental promotions but many do not make it to top level strategic goals?
• Functional skills are not aligned to future- they become skill irrelevant?
• IJP response is low , leading companies to hire laterally . If internal people apply to IJPs they do not make the cut.?

For several clients we have created a?CAREER DISCOVERY AND DEVELOPMENT (CDD)?program that provides -?

• A list of functional competencies to help employee get a view of skills their function needs?
• A list of functional competencies that are relevant to their current roles with expected proficiency levels
• A view of functional competencies they will need in their aspired roles?
• A list of roles they need to move into,?in 2,3,5,7 year window to gain the functional competencies that will be critical to reach their aspired roles?
• 2-3 possible career paths to the desired role – enabling the employee to plan for career movements and seek out IJPs?

?The ROI that CDD offers is immense?

• The underdog / unpopular roles get high on popularity as employees begin to see the competencies these roles provide and how they aid in career planning – This reduces traffic into roles that everyone seems to want ! ?
• Low cost of lateral recruitment as attrition declines and IJP response increases?
• Nudge a culture of talent cross pollination

CDD is our answer to the future of talent . If you are up for an engaging discussion on career pathing that includes both the hardware and the psychological facilitators of career development , send me a message.