5 Steps to Career Resiliency in Talent Management
by Melisa Joeleo It Consulting ServicesI recently presented on the topic of career resilience, the ability
to bounce back from any change. I have had the opportunity to work for
organizations that have been recognized as among the best in the nation
for talent development. I’ve also experienced unexpected career change,
mergers, acquisitions, and changes in leadership and strategic direction
that directly impacted my talent management budget, staff, and role. As
talent management professionals,
we spend a lot of time developing other people’s careers and leadership
skills. It’s just as important to reflect on your own career path and
develop a plan for moving forward in the midst of change.
There are five key aspects to consider as you manage your own career.
1)
Ascertain Top Management Support for Talent Initiatives. Talent
management professionals have a passion for helping others advance their
careers. They understand that having the right talent in the
organization, placing them in the right positions, and engaging them at
work has a direct impact on business objectives. It’s unfortunate, but
not all executives see the correlation between a well-run talent
management department and business success. While a lot of companies
will say that talent is the most valuable asset or a top priority, one
study found that only 17 percent of executives see the link between
talent initiatives and business strategy.
You will be able to
accomplish more in a firm that recognizes the value of your
profession—it’s a simple reality. You will have more exciting and
interesting career opportunities
working for the 17 percent of leaders who already recognize the
importance of the work you perform. When you are considering your next
employer, ask about executive support for talent management. Pay
attention to more than the words. Look for signs that key stakeholders
are actively involved in talent initiatives. In some companies, the
results of talent programs, like employee engagement
surveys, are directly linked to management compensation. In others,
executives introduce or teach portions of leadership development
courses. These are the kinds of behaviors that demonstrate commitment.
Some companies that have exemplified this level of commitment have won
an ATD BEST Award.
2) Measure and Communicate Results. In the
last decade, a lot has been published about the importance of
measurement programs to highlight the impact of talent management
initiatives. There are a number of books and online sources available
with specific examples of talent management scorecards that you can
customize to fit your needs. Your ability to communicate about the
business outcomes of the talent initiatives will have a direct impact on
your career success.
Most executives won’t ask for this
information. That means it’s up to you to take the initiative to gather
data about the direct and indirect results of your programs. Then,
present the information in a concise way that demonstrates a link to
higher performance, better customer service, or improved products. When
you are able to communicate a positive impact on the business, you will
receive more recognition in your position.
3) Establish a
Professional Network. Build sincere relationships with a broad group of
individuals inside and outside of your company that can support your
development. There are a variety of professional networks related to
talent management, including international and regional chapters of ATD.
There are other organizations related to special interests, like
personality type, organization development, industrial psychology,
coaching, and human resources.
Every person you meet at work,
whether a co-worker, supplier, or external consultant, is someone that
can share knowledge, offer advice, or expose you to opportunities to
gain new experience. Think about what you can offer to others and
connect with them. The best networking relationships are reciprocal and
nurtured over time.
4) Own Your Development Plan. When the
economy and business is performing well, your company may invest in
development programs that will add depth to your professional knowledge.
It’s a great benefit when it happens—but it doesn’t always happen. If
you are willing to take the financial responsibility for your
development plan the same way an external consultant or business owner
would, you’ll invest in your long-term success.
Think through
development programs and experiences that will add true value to your
long-term satisfaction and success. There are many certification
programs that can enhance your value as a consultant, when you move to a
new position, or if you decide to start your own business. When company
budgets are limited and you are willing to pay for a development
experience, you can often negotiate for the time needed to attend it. In
addition to formal certifications and training, there are opportunities
to present at conferences, volunteer for nonprofits, and write about
and publish your experiences. These kinds of channels can increase your
visibility and credibility as a talent management professional. By
developing your credentials and yourself as a brand, you help establish
yourself as an expert in the field.
5) Demonstrate
Self-Awareness. One day you may be working for a successful company that
has been recognized as having the best talent management practices with
a highly engaged workforce, and then you may find the organization
cutting back the department. The only thing constant in our
ever-changing world is change. Acquisitions and changes in leadership
happen every day. The key to career resiliency is self-awareness—knowing
what unique talent you bring to an organization and the type of work
that really energizes you.
I had a recent conversation with
Beverly Kaye, author of Up Is Not the Only Way, who is well-known for
her work in career development. She shared with me her perspective that
people often worry too much about what they want to be. Your career is
not about the next job title you will hold; it is about what you will do
next. At the heart of career development is the desire to perform
meaningful work.
Define what you are passionate about, your
strengths, what you want to learn, what you want to do more of, and in
what type of work environment you thrive. When you know these things,
you will able to face any challenge and continue to make significant
contributions to the field of talent management well into the future.
This Article Source is From : https://www.td.org/insights/5-steps-to-career-resiliency-in-talent-management
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Created on May 11th 2018 07:24. Viewed 378 times.