Posts Tagged ‘Career Road Mapping’
Essential Career Development: How HR Can Lead the Way to a Renewed Economy via Passionately Engaged Employees
What a provocative title for the February TSHM (Triangle Society for Human Resource Management, one of the local SHRM chapters I belong to) monthly meeting! Since my innovative career road mapping processes for organizations is one of my core consulting offerings, and since I wrote my last blog (link) about protecting an organization’s largest investment (people) via career planning, I knew I had to attend this session.
The speaker was Karen Tax (link to her business website), who after spending 15 years as a software engineer, returned to school to get her masters in OrganizationalDevelopment and then changed her career direction. She has spent her last 12 years as a self-employed coach and consultant, including launching a successful online career development community called “IAM Career SMART!” ™.
From the session I realized that Karen’s approach is very different from my career mapping process, but with her focus on connecting corporate career leadership to individual learning and coaching, our work is quite synergistic. Here are the key learnings I took away from this February 28th session:
• That employee productivity, which can lead to organizational success and a renewed economy, is at its maximum when employees are truly passionately engaged. The results we should be aiming for in terms of passionate employees are people who are empowered, entrepreneurial, authentic and leaders. And yes, leaders are needed at all levels of an organization.
• The biggest issue keeping employees from being passionately engaged is fear, which fosters risk aversion, mediocrity, status quo, disengagement, stress, limited thinking, health issues, impatience, rigidity and powerlessness.
• The antidote to fear is a corporate and HR strategy that is based on values, strengths, motivations and passions. By focusing on a love-based model instead of fear, we each can become our essential best.
• Real change or shifts in our way of thinking can inspire possibilities, ignite passions and change behaviors from the inside out. This can then connect our employee’s best within themselves to our organizational goals, resulting in maximum individual and corporate performance.
So what is the bottom line in what I took away? A critical component that HR needs to provide within a career development framework is to help each employee connect their passions to the organizational goals such that both the employee and the organization truly achieve their best.
Are you, is your company protecting your largest investment? So now you may be asking, “What is our largest business investment?” Is it in plant and machinery? Or inventory? Or perhaps some key databases with product or client information? Where is your largest investment?
Many executives and managers may not realize that for most organizations, the largest expenditure or investment is in people, often times referred to as “human resources.” According to Rick Anicetti, former CEO of Delhaize America (parent company for the well-known leading grocery chain Food Lion), a company’s people and their ability to get things done better and faster can be one of the true differentiators in a very competitive global market. In a small business dinner sponsored by the Triangle Organizational Development Network (see blog about this meeting), Rick further went on to state that “a company’s human resources (or people) are not only the most important investment of the company, but also its most expensive and fragile resource.”
The criticality of human resources is further confirmed by a recent e-mail I received from the Society for Human Resource Management (SHRM) that quoted a recent survey: HR professionals have stated that the biggest challenge they face over the next 10 years is retaining and rewarding the best employees (59% listed this in their top 3 challenges) and the second biggest challenge is developing the next generation of corporate leaders (52% listed in their top 3.) Clearly, especially as the economy improves, companies need to step up their focus on retaining their critical human resources.
One of the most proven ways of engaging employees and retaining top talent is to invest in career and skills growth programs. These programs need to provide education and opportunities to enhance current skills, but beyond that should also provide some longer term career guidance. Providing career path examples and encouraging a longer term focus can provide employees motivation to stay within the enterprise to develop a rewarding long term career.
Total Engagement Consulting offers an innovative approach using organization-specific career road maps that can fully engage your staff by providing valuable career progression information to keep them vital, enthused and wanting to grow their careers. Here are two additional links:
1. Link to more details on Total Engagement Career Road Mapping Services.
2. Link to a methodology for calculating financial business justification for career services.
You may also contact me at Stan@TotalEngagementConsulting.com for a word document summary of these services and to discuss how this process can be tailored to you so you can optimally engage and retain your most valuable resource.