Navigate Your Career, The Novo Way!

At OfExperiences, we recently had the pleasure of collaborating with Novo Nordisk to run a career navigator program.

Problem Statement

Being a leading pharmaceutical company, they faced a unique challenge due to the flat organisational structure. With limited hierarchical positions, traditional promotions weren't feasible for every employee. A manager leading a team of 21 employees in critical regulatory roles reached out to us with a specific need: to help his team look beyond the conventional promotion track and explore horizontal career growth. His goal was to foster a more engaged and motivated team by expanding their understanding of career development and creating a path that aligned with their personal and professional aspirations.

Program Journey

To address Novo's challenge, we developed the Career Navigator Program, a comprehensive, four-month initiative tailored to their specific needs. Our objective was clear: to create a well-supported and empowered workforce.?

The program featured a range of interventions designed to provide holistic career development:

• Personal Branding Workshop: Helping employees define and communicate their unique value within the organisation.
• Career Navigator Workshop: Guiding employees on how to plan and navigate their career paths effectively.
• Assessment: Identifying strengths, areas for improvement, and career aspirations.
• Group Coaching: Facilitating peer support and collective growth through interactive sessions.
• 1:1 Coaching Sessions: Offering personalised guidance and feedback through four individual coaching sessions.

Insights

Novo Nordisk and OfExperiences believe that individuals who have better visibility on how to unlock their potential are more likely to achieve their goals.?As we implemented the Career Navigator Program, it quickly garnered positive feedback from participants. While the primary goal was to help employees build individual development plans, we discovered several underlying factors that needed attention:

• Self-Limiting Beliefs: Employees recognized personal barriers that were hindering their growth.
• Team Dynamics: Improved understanding and collaboration emerged within the team.
• Ability to Influence: Enhanced skills in influencing others, crucial for fostering horizontal growth.

These insights were crucial in helping the team not only achieve better performance but also experience personal and professional growth.

Next Steps

This initiative is a testament to how necessary such programs are for organisations aiming to support and develop their workforce effectively and based on the findings from the Career Navigator Program, Novo Nordisk has requested a second program focusing on the identified challenge areas: building the team’s power of influence and emotional intelligence (EQ).?

This next phase aims to further empower the team and strengthen their capabilities, ensuring continued growth and engagement.

Write to us at [email protected] to get the complete case study and report.