I’ve delivered training on so many topics. When clients see that you consistently deliver quality, they ask you to do more stuff. Last week I gave a presentation on career development to an organization’s employees since I had helped develop the program. And, it got me thinking…
What if managers helped people through change by handling it like career development?
Manager: I’d like to talk to you about the digital transformation recently announced. Did you have a chance to attend the kickoff?
Employee: Yes.
M: What did you think?
EE: It sounds fine. Honestly, there wasn’t a lot of detail so I’m not sure what this means for me.
M: That’s fair. It’s early. Because this is a significant project which means everyone is going to have to do something different, and because it’s happening over the next year and a half, I would like to put some structure around it. As your leader, it’s my job to help you accomplish your goals successfully. You already set your goals for the year. Let’s add the work you will need to do in support of this new project. Whatever training you will need to take becomes part of your development plan.
EE: OK. But that means more work, right?
M: Probably, but hopefully it will be manageable. That’s another good reason to put it in your formal plan. We will check on how you are doing and if it becomes too much, I can adjust your workload.
EE: And I’ll get credit for doing something I have to do anyway.
M: That’s a reasonable way to look at it, but I’m hoping as you learn more you will see that this benefits you and this organization in many way. Let’s break it down according to what we know.
The manager and employee review the existing development plan and make some additions.
Career Development New Goal #1: In the next three months, learn about the project goals including the who, what, when, why, where, and how.
EE: That seems easy.
M: It is. I’ll be asking you to explain it. It’s not a test. I want to make sure you have the facts you need. I expect you to ask questions proactively so you’re ready. Don’t just wait until the checkpoint.
Career Development New Goal #2: In months four to six, determine what you will need to do and learn to navigate all of the changes successfully.
M: Again, this should just be a matter of listening to what the project is telling you, but ask questions if it’s unclear. Hold them accountable because you are the one who has to prepare. If you’re not getting clear answers, tell me so I can help push the team.
Career Development New Goal #3: Leading up to and through the go-live, complete all training and demonstrate what you’ve learned on the job.
M: These transitions are never completely smooth. You don’t have to be perfect, but show me you have put the effort into learning and applying what you know. Bonus points if you help others who are struggling! How does this sound?
EE: Actually, this gives me some peace of mind. Even though this plan doesn’t have all the answers, I now know what I need to do.
M: Then why are you sitting in my office? Get to work!
If the lightbulb didn’t come on for you, just consider how much easier this would make a managers job. They need to lead people through change. A clear structure helps them do that while also giving employees a sense of structure which may be welcome if the future feels chaotic. Try it!
Thoughtfully yours,
Jeff Skipper
