Career Power® for Managers: Career Conversations Made Simple
- Do your managers think:
- They don’t have time for career conversations?
- It’s better to keep to the status quo and avoid career conversations?
- Big expectations will result to big disappointments?
- Career conversations are only for certain staff?
- Why bother, since people will leave anyway?
If you say ‘yes’ to any of the questions above, this talk can help. Career development is no longer a nicety, but a necessity.
Let’s face it. Career conversations are difficult to navigate, we are afraid they would raise expectations that we can’t fulfill. Amidst all the KPIs managers need to deliver, to add career coaching seems a bit overwhelming. Afterall, why put these thoughts into their heads, isn’t it better to just focus on the work?
Well, no. Our research shows that career development is one of the top drivers of retention, productivity and results. It seems risky to have career conversations, but it’s even more risky not to have them. People leave their jobs in seek of better career development. Your people want to learn, develop and grow in the job.
This session sheds a much needed light on specifically what managers can do – within the time-starved, priority-rich, pressure-cooker environment in which they operate – to support employees’ careers. And it comes down to this: engage in short, ongoing conversations with employees about their career options, needs, and passions. It’s really that simple.
This session is based on our time-tested model for managers as a career coach to:
- Listen: Ask the right questions so your staff gains clarity about their careers
- Level: Give career oriented information that is different from performance feedback
- Look Ahead: Focus on the big picture ahead and its impact
- Leverage: Explore multiple options for development
- Link: Link staff to development opportunities and resources
45 to 90 minutes
Anyone with a direct report.