Setting the Foundation for Talent Development: Five?actions

Extract from my DevTalks Bucharest 2023!

This article offers a transcription of my DevTalks presentation for the LeadDev Track in Bucharest from 2023. In this article, you could find the fifth concrete action to cultivate an inspiring talent-focused Culture as a Senior Leader. Just a hint: “To foster” is the keyword!

Before diving into this article, I want to share that my analysis is drawn from my experience as a Senior Software Engineering Manager within my current company, Swissquote . My focus has been on understanding the software engineering landscape to create the most creative, supportive and healthy environment for them.

During my DevTalk, I began my introduction with two questions: “Who is or was the best leader you have ever worked with?” And, if you have one in mind, “Can you list at least one or two qualities of that person?”

When I think about what makes a great leader, my mind instantly goes to an incredible manager I had as a tech lead. This person was a simple and perfect combination of support and accountability. His constant belief in me encouraged me to grow and flourish professionally. He knew how to back me up during tough times and pushed me to expand my abilities. In my career journey, he was the starting point and the force that propelled me forward. I sincerely wish for everyone to encounter someone like him — a mentor who gives just the right feedback and becomes a trusted ally in their professional path.

To draw a final comparison, particularly for those familiar with the iconic game World of Warcraft: In collaborative gaming, the main goal is to create the best guild by combining the required talents and skills, specific to your roles and characters. For instance, if you’re an elf with the ability to fly, is it vital to excel in hand-to-hand combat?

This concept mirrors the essence of personal growth, much like my manager’s role in my life. It’s about having the proper support and skills at the pivotal moments, enabling you to reach your full potential.

Now let me present you my five actions that my current company and I are driving to foster a Talent-Focus organisation within Software Engineering.

Action #1?—?Foster culture of collaboration

Let’s dive into the practical aspects of fostering a talent-focused culture. The first essential step is to nurture a collaborative environment.

Daniel Goleman, a well-known author and psychologist, has thoroughly researched professional interactions. His theories have significantly influenced various concepts and frameworks that are widely embraced in the development sector, including SCRUM, AGILE, Disciplined Agile, and PMP.

In his book “Primal Leadership,” Daniel Goleman points out that a substantial portion, approximately 80%-90%, of the skills that set top performers from the other are in the domain of Emotional Intelligence (EI). For a leader, the key challenge is to identify and cultivate this EI in their team members, thus enhancing their potential and contribution.

Daniel Goleman also introduced a matrix that facilitates in the awareness and understanding of emotional intelligence.

This framework emphasises understanding two key dimensions: self and others. Building on top of this concept, I have created a mapping tool to boost collaboration and develop inter-personal skills, a vital component in nurturing a talent-focused culture based on Mentor and Mentee development. Mentorship involves sponsorship and coaching aimed at achieving specific goals.

Mentorship focuses on:

• Empowering autonomy and decision-making
• Recognizing and valuing contributions
• Empathizing with others
• Developing self-awareness about personal emotions
• Enhancing growth through attentive listening for better self-management and skill development.

Coaching, on the other hand, is about being a knowledgeable reference and recognized expert. Coaching involves being a resourceful expert by:

• Offering guidance and advice
• Motivating and inspiring others
• Providing support
• Developing social awareness through careful listening
• Building stronger social relationships and interactions.

By focusing on these elements, individuals can develop both self-awareness and social awareness, which are essential for effective leadership and team dynamics.

I’d like to share an example of a mentorship program that I developed at Swissquote, named the “Buddy Program.” This program operates on a volunteer basis, allowing individuals to assume the role of a mentor. But what does this involve?

Primarily, it includes supporting, training, and guiding new employees through their onboarding process. We take special care in pairing each mentees/new joiners with mentors, ensuring that the duo, or ‘binome,’ is well-matched and complementary.

Additionally, it’s crucial to acknowledge and reward both members of these pairs?—?mentors and mentees alike?—?upon reaching specific milestones or goals. This practice not only fosters a sense of accomplishment but also promotes the development of both social and self-awareness within the workplace. The Buddy Program is more than just a mentoring scheme; it’s a catalyst for personal and professional growth within our company culture.

Conclusion#1: To effectively foster talent development, it’s important to cultivate Emotional Intelligence and deliberately encourage collaboration among employees with diverse profiles, backgrounds, and cultures.

Action #2?—?Fostering Learning and Growth Opportunities

I came across a LinkedIn report from May 2023, which sheds light on why employees tend to leave their jobs when learning opportunities dry up. This lack of growth makes them feel obsolete in a competitive market and stuck in a comfort zone, resulting in stagnation. The report indicates that 93% of organizations are significantly concerned about retaining their employees, emphasizing the importance of offering ongoing learning opportunities in the workplace to maintain employee engagement and competence in a rapidly changing professional environment.

Cultivating a learning culture is crucial for both organizational and personal growth. Being regularly engaged in learning enhances resilience and adaptability to change. A focus on continuous training promotes both personal and professional development and attracts talented individuals, creating a cycle where engaged learners contribute to new ideas and drive innovation.

At Swissquote, we’ve implemented a knowledge database as a fundamental strategy to support new hires and to visually represent our shared knowledge. Additionally, we promote learning by establishing communities where individuals can discuss and share ideas on topics of interest. These communities not only foster growth but also encourage the development of innovative ideas, particularly in side projects.

Conclusion #2: To nurture a learning culture, utilizing tools and initiatives like learning resources and platforms, communities, lunch talk, sharing knowledge sessions, workshops, and hackathons is beneficial.?

Equally important are continuous feedback and leading by example. These are crucial skills that you, as a Senior Leader, need to develop and demonstrate.

Action #3?—?Foster a Supportive and Inclusive Environment

This particular point is one that Senior Leadership uniquely enables.?

It’s about influencing how you are perceived and the personal goals you set. A fitting illustration of this is found in “The Internship,” a comedy film depicting two middle-aged men applying for internships at Google after losing their jobs. Surrounded by younger, tech-savvy interns, they initially struggle but soon contribute valuable insights and experiences, highlighting the importance of diverse perspectives in fulfilling a shared mission. The movie demonstrates that through determination and adaptability, individuals of any age or background can align with and contribute to an organization’s objectives.

The film emphasizes the value of adaptability and how diverse experiences can enrich a team’s perspective. By the way, Billy and Nick from Internship movie, despite being the oldest interns and initially struggling to adapt to the high-tech environment, bring unique insights that ultimately prove invaluable. The film concludes with Billy and Nick being offered jobs at Google, celebrating their unlikely but triumphant journey in the tech world and they win the competition.

Conclusion#3: As a senior leader agrees with the fact that diversity and inclusion are key benefits to increase competencies of everyone. This approach fosters an environment where individuals feel inspired to both face challenges and offer new ones, leading to a deeper, more thoughtful engagement with the myriad dimensions that shape our world and impact organizations. This understanding cultivates a more empathetic and comprehensive perspective, essential for personal and professional growth.

Action#4?—?Foster recognition and reward achievements

Recognition involves acknowledging and appreciating an employee’s contributions to the team or organization. It can be either formal or informal and may come from managers, peers, or customers. Recognized employees tend to be more engaged and motivated in their work.

In the article “Power of Recognition” from Ernst & Young, a well-known accounting and auditing firm, the three authors (Martha Cook, Katherine Savage, Kim Billeter, and LaKeng Tan) demonstrate that companies are now attracting talent with more than just salary offerings. It appears that salary is not the primary driver of employee development. They emphasize the significance of aligning employee and company expectations and illustrate this concept with an insightful table.

Senior leaders ought to consistently acknowledge their team members’ achievements, emphasizing each person’s unique contributions to the organization’s objectives.

Conclusion#4: By offering meaningful recognition and rewards, senior leaders motivate their employees to continue excelling in their respective talents.

The final point also described in this article is: Employee Choice and Personalization. This involves providing a framework that empowers each employee to select total reward elements that best suit their needs and current situation each year. It leads me to the concluding point.

Action#5?—?Lead by mission, the most important one!

This point is the one that can be enabled only by Senior Leadership.

To emphasize and build on what was described in the previous paragraph, the Technical Career Path is an important tool for recognition. It highlights the impact of your talent internally through expertise and level of impact and can also be aligned with the impact external to the company. Many companies, especially in the Tech World, commonly reference their career paths on platforms like https://level.fyi.

Establishing goals is a method for identifying and rewarding talent, being mindful of performance, and ensuring transparency in set objectives. It also empowers individuals, fostering autonomy within the team.

This approach supports and aligns with the culture of your team and company. The aim is to provide employees with a clear path that considers equity and transparency in both the process and evaluation.

This aspect, influenced solely by Senior Leadership, shapes how others view you and the goals you establish for yourself.

Don’t underestimate the importance of mission and goals.

Key takeaways

#1?—?Fostering a culture of collaboration with coaching and mentorship programs.

#2?—?Fostering a learning culture by building a knowledge base with them. Communities and learning centers are key ingredients.

#3?—?Creating a diverse and inclusive environment for people to foster challenges and an open mindset. This can be done through project initiatives, gathering feedback and insights from diverse backgrounds and cultures.

#4?—?Rewarding excellence with good intentions to celebrate and highlight the importance of the work done.

#5?—?Promoting a clear career path, to consistently align company needs with employee perspectives.

In conclusion, cultivating an inspiring talent-focused culture for senior leaders requires a combination of vision, communication, support, and appreciation. When senior leaders actively invest in creating such a culture, they not only empower their employees but also foster a dynamic environment where talent can flourish and innovate.

The reminder of my motto: ‘It is not with one tree that you make a forest!’ And it is the vastness of forests that makes them interesting to explore, isnt’it ???!”

#culture #worplace #inclusion #diversity #professional_development #safety_place #empowerment