Strategies for Career Success

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Winnie Lanoix

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  • 1. 2009 Right Management. All Rights Reserved.Winnie Lanoix, Ed.D.SVP Organizational ConsultingCoaching Market Leaderwinnie.lanoix@right.comStrategies for CareerSuccess

2. 2Introductions 3. Who is Right Management?The leading global provider ofcareer and talent managementacross the employment lifecycle. 4. Our Clients Include 5. OBJECTIVESIdentify strategies for enhancing your value within yourcompanyLearn how to establish and enhance relationshipsDevelop a plan for developing and ensuring success inyour career 6. SoWhats keeping leaders up at night? 7. The Leadership ImperativeThe thing that wakes me up in the middle ofthe night is not what may happen to theeconomy or what our competitors may donextwhat wakes me up is worrying about whetherwe have the leadership capability and talent.6CEO of a Right Client Company 8. Right Management Survey of ExecutivesTop three business challenges for tomorrow Generating profitable growth Retaining the right people Hiring the right people Customer retention Innovation 9. The War for TalentTop talent doesnt leave companies, they leave leadersNumber one turnover factor is the persons managerFor Generation Y: the number one factor is: are theybeing developed? 10. 02468100 5 10Financial Impact of LeadershipFortunes Global Most Admired 2004 Top 50 vs. Bottom 50Long-Term InvestmentQualityofManagement 11. QuestionHow evident are theseconcerns in your organization? 12. What does it mean for youYou have a substantialopportunity. 13. Take Leadership, Right NowDiscussion:How can you take more leadership in your organization?What can you learn from others about seizing leadershipopportunities?What do you need to know and do to position yourself? 14. Enhancing EffectivenessUnderstand your Company and the Leadership ProfileKnow the strengths and weaknesses of your profileIncrease your repertoire of skills so you can tap into otherpreferences when situations requireKnow when to call on outside resources for helpCreate a Plan- and Focus on the Essentials 15. The Plan: Tips for Success1 . Tips when new on the job2. Develop your EQ and interpersonal skills3. Enhance your Visibility4. Develop a Career Plan5. Increase your Organizational Awareness6. Get Support7. Evaluate your progress regularly 16. The Reality with New Leaders1) Tips for coming into a new jobResearch Shows That 40% Of All NewLeaders (Internal And External Hires) Fail ToMeet The Expectations Of Management 17. What contributes to the failure?Turn to your neighbor and identify 4 or 5 reasons youbelieve contribute to this statistic? 18. Frequently Cited Factors as to why New Leaders FailBeing unclear or confused over key expectations,agreements and ways of working to support superiorsFailure to identify stakeholders and build keypartnerships/VisibilityFailure to learn the job, company and business quicklyenoughFailure to mesh with the existing culture or build thenew culture quickly enough --Significant interpersonaldifferences with othersOveruse of existing professional competenciesLack of professional growth in skill areas where thereare gaps 19. So how you can turn this to your advantage? 20. Key Elements of a Comprehensive Plan for SuccessTransition communication planAppointment Charter which identifies the Key FewObjectivesEstablishing Credibility Professional PersonaStakeholder Analysis and Enhancing VisibilityBuilding self Awareness: Analysis of strengths and areasfor development and competencies needed for new roleLearning the organizations culture and business systemsAssessing Ones Competencies and Developing Skills 21. Transition Communication PlanWorking plan for introducing the New Leader to theorganization or to the new assignmentWhy the individual was selected for the assignment The mandate being inherited The challenges the organization is asking theindividual to undertake 22. Develop Your BrandSo tell me a little about yourselfVerbal Overview3060 Second CommercialBackground, Strengths,Accomplishmentsand Future Objectives 23. The Professional PersonaPhysical AppearanceActionsCommunication StyleOverall DemeanorAbility to articulate ones value 24. 2) Enhancing your interpersonal skills- Develop yourEQUsing MBTI or an EQ assessment as a tool toenhance your interpersonal skills andcommunication 25. M BT IUse MBTI as a TOOL: What Is the MBTI?Not a testSelf reportHighly validated instrumentBased on work of Carl JungValues all typesDescribes rather than prescribesDescribes preferences, not skills or abilitiesAll preferences are equally important 26. How do you gain energy?Extraversion IntroversionFour PreferencesSensingiNtuitionHow do you take in information?How do you decide?Thinking FeelingHow do you liveyour life?Judging Perceiving 27. E/IExtraversionExternal focusTalks to thinkInteract with people,environmentAction, discover the worldVarietyHas to experience life tounderstand itIntroversionInternal focusThinks to talkContemplate ideas,implicationsReflection, discover selfConcentrationHas to understand lifeto experience it 28. S/NSensingHere and Now - Realistic,PracticalFocus on: Facts Tangible data Details Reality Status Quo StructureWork through to see resultiNtuitionFuture - Pattern,Relationship, TheoryFocus on: Concepts Abstractions Big picture Possibilities InnovationStarts with the end,works back 29. T/FThinkingObjectiveCause & EffectDecisions based on: Logical analysis Rationality PrinciplesBuild theories and modelsIntellectual criticismWhats fair?FeelingSubjectivePerson centeredvaluesDecisions based on: Impact on people Values and needs Likes and dislikesCreate harmony, tell storySympathetic to others viewsWhats right? 30. J/PJudgmentControl lifePlan, Organize, ActWant to: Fix the world Follow through Come to resolution Create order andpredictabilityPerceptionUnderstand lifeFlexible, SpontaneousWant to: Experience the world Initiate Leave options open Adapt, preserve flexibilityand spontaneity 31. Enhancing Effectiveness- TipsImprove productivity and harmony of workingrelationshipsConsider others profiles Platinum not Golden RulePresent information in a way that is useful to themAppreciate the contributions of other types 32. Enhancing Communication (S/N)For SsUse factsDescribe how this idea hasbeen successful in the pastHave all the details workedoutDemonstrate the ideaspracticalityReduce risksFor NsDemonstrate confidence andenthusiasmDescribe the challengesEmphasize the future and ultimatebenefitsDescribe connections with otherideas and plans 33. 3) Enhancing Visibility in the CompanyNetworking 34. StrengthsAbilitiesInterestsDefining YourselfValues4) Develop a Career Plan 35. List your Accomplishments Every YearKnowing and expressing what you do well will help you: Build self-confidence, a key to success Identify which assignments will fit you best Communicate more effectively Demonstrate your contributions to the organization 36. 5) Increase your Organizational AwarenessBe knowledgeable of your organizations Culture andValues and Leadership ProfileHow is your organization changing? Which areas areexpanding or contracting? What does the future hold,whats the strategy?What does your organization need from its employees?What are the critical factors for success? Who are theorganizational role models? 37. Leader of the Future Profile1)Research: Inspiring Leadership, Strategic Thinking,Collaboration, Influencing Skills, Agility, Coaching andDeveloping2) GE Jeff Immelt: Big Thinker, Globalist, Effective Listener,Developer of People3) 2019 (Cancalosi) Cultural Agility, collaborator, Legendarybuilder of people and teams, external focus, generationallysavvy, multiple horizons, innovation champion, inspirationalcommunicator 38. Leader of the Future ProfileCredibility integrity, honesty, competence, reliability, visibilityCourage candor, risk taking, decisivenessAgility flexible, fast, adaptive, thrives on changeVision sets direction, communicates, provides focusGlobal Perspective big picture, values diversityCollaborative engaging, team player, problem-solver, open communicator, welcominginputCoach develops others, creates a development cultureExecution Excellence gets it done, makes it happen, follows through 39. Communicating Across Cultures and ManagingVirtuallyfunctional culturecompany culturenational culture 40. Implications for YOU:1. Leverage your Knowledge Let people know, engage colleagues/boss Share learning, be enthusiastic2. Be an agile learner Look for new learnings, data you can apply quickly3. Take initiative and add value Find ways to insert new perspectives Be proactive and entrepreneurial, volunteer4. Build your leadership brand Determine what reputation you want and make it happen5. Get a coach and mentor ---Be a coach and mentor 41. Get a CoachCoaching is the process of equipping peoplewith the tools, knowledge, and opportunitiesthey need to develop themselves and becomemore effective. Peterson & Hicks, 1996 42. 43Engagement and Change ManagementEstablishing Bench strengthFocus on Retention and EngagementHigh PotentialsMid LevelIdentifying hot shotsLeadership TalentOne on One CoachingFocus on Strategy Execution,Managing Globally, ExecutivePresence, Strategic thinking,talent development, preparingfor C level roles.Create a plan for sponsorship, buyin and strategic alignment at thetop. Provide strategic advisor coach.Identify through assessment,which leaders can play pivotalroles in the future and put themon an accelerated track withstrategic coaching. Providecoaching for development tiedto assessment.Focus onLeadership Skills. Combine withBusiness Acumen, ManagingVirtually, Team Alignment,Interpersonal SkillsUse assessments toidentify the futurehot shots who canbe Prime Movers.Give them coachingfor emergingleaders.Combinewith action learningand group coachingTargeted coaching toaddress retentionand career transitionto help peopleprepare