The Modern Leader: Building Careers and Teams with Intentional Conversations
Natalie Bybee, MBA, PCC, SPHR
Career Strategist | Career Transition Coaching for High-Performers Who Want More ??
Looking back on the early stages of my career, I see all those annual performance reviews as missed opportunities. The long wait between each review left me in the dark, trying to figure out where I stood. That once-a-year discussion felt like a high-stakes event, which was hardly welcoming or fair. We all seek feedback—it’s the guiding light for our professional growth and development.
However, when feedback time came around, it often zoomed in on the past rather than paving a path to the future. My leader would recount the dos and don’ts of my year, but seldom inquired about my career aspirations or discussed shaping my current role to help me advance. This lack of direction was disheartening, subtly implying that my professional growth wasn’t a priority. I felt stuck, uncertain of my role and worth within the organization.
Career conversations shouldn’t just be a yearly checkpoint. They should be a continuous dialogue that aligns with the ever-evolving nature of both career goals and business needs. Below, are best practices for making these discussions a regular part of your work life. And to wrap things up, there’s a quiz that will let you reflect on how effectively you’re guiding your team—and your own career—forward.
Integrating Career Conversations
In addition to the standard objectives of one-on-one meetings , integrating career conversations is an essential practice for any forward-thinking leader . Career conversations not only boost engagement, retention, and overall job satisfaction but are crucial for understanding your direct report’s aspirations, aligning them with organizational goals, and planning for long-term development.
Below, are best practices for incorporating career conversations into your one-on-one meetings.
Schedule Regular Career-Focused Discussions
Career growth should be an ongoing dialogue, not confined to annual reviews. By dedicating time during regular one-on-ones to career matters, you signal that their long-term development is a priority, ensuring that growth is continuously on the agenda. A cadence of a career conversation depends on what the career aspirations are and what opportunities are currently available, but monthly to at least quarterly is a reasonable frequency.
Link Career Goals with Business Objectives
Begin career conversations by exploring each direct report’s aspirations, interests, and goals . Questions about their vision for the future or areas of work they find most fulfilling can reveal valuable insights. This understanding allows leaders to tailor development opportunities that resonate with both the direct reports’ interests and organizational needs. This alignment helps them see the bigger picture and understand how their growth and development contribute to the organization’s success.
Create Personalized Development Plans
Based on these conversations, work together to create a personalized development plan. This plan should include specific, measurable, achievable, relevant, and time-bound (SMART) goals. Regularly reviewing and updating these plans is essential to keep them relevant and effective.
Provide Growth Opportunities
Offer resources and opportunities aligned with your direct report’s development plan. This could include training programs, mentorship, or stretch assignments that challenge and expand their skillset. For instance, if they show interest in a leadership role, consider assigning them to lead a small project team, providing a safe environment to develop and demonstrate their leadership skills.
Celebrate Milestones and Reassess Goals
Recognize and celebrate (every chance you get) when direct reports reach milestones in their development plans. Positive reinforcement encourages continued growth and shows that you value their efforts. Be ready to recalibrate goals as needed to match evolving interests and business conditions.
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Encourage Networking and Professional Development
Encourage your direct reports to network beyond their immediate roles, by attending workshops, conferences, or networking events. These experiences not only contribute to their professional growth but also benefit the organization by bringing in fresh perspectives and ideas.
Questions to prepare for a Career Conversations:
Integrating career conversations into your one-on-one meetings is a powerful way to demonstrate your commitment to your team’s personal and professional growth. By understanding individual aspirations, aligning them with business objectives, creating personalized development plans, leveraging resources, celebrating milestones, and encouraging networking, you can help your direct reports navigate their career paths with fulfillment while simultaneously driving your organization forward. Such practices not only nurture talent within your organization but also foster a culture of continuous learning and development.
Want to Deepen Your Understanding? Take These Self-Assessment Quizzes
Leader Self-Assessment: How well are you developing your team?
Evaluate your performance as a leader on a scale from 1 (less than 50% accurate) to 4 (entirely accurate).
I coach my direct reports through a process of self-development by assisting them in:
Now that you’re identified your biggest opportunities to improve as a leader, what resources do you need to improve? What support do you need ?
Your Career Self-Assessment: Your Own Development
Evaluate how you take ownership and manage your own career development on a scale from 1 (less than 50% accurate) to 4 (entirely accurate).
Now that you’re identified your biggest opportunities to take more ownership of your career, what resources or support do you need ?
The road to impactful leadership is paved with consistent, thoughtful conversations that fuel not just the business’s engine but also the aspirations of those who drive it forward. Embedding career dialogues into your regular interactions isn’t just about check-ins; it’s about forging a path that aligns individual ambitions with collective success. Apply these best practices and use the quizzes to reflect on where you may need to focus more attention – both for your team and yourself. If you want a partner to gain guidance on where to take your own career or how to show up as the impactful leader you want to be, I’m here for you .
leading, mentoring, teaching, and guiding
4 个月Fantastic post and an essential topic to spread further. I continue to be reminded about the power of frequent conversation. Annual reviews should be boring formalities thanks to frequent check-ins.