5. The Promotion Paradox
time time
Little need for
high motivation
& performance
Strong need for
high motivation
& performance
tall
structured
companies
flatter
structured
companies
leads to…
6. Where we’ve come from
Traditional Assumptions
• Most people follow a straight line
career path to retirement
• Career development means upward
mobility
• Only new or young employees can
be developed
• Career development relates
primarily to work experience
7. Where we are going
Emerging Assumptions
• Career paths are increasingly diverted and
interrupted
• Career development can be facilitated by
lateral and even downward moves
• Learning and change can occur at any age
and career stage
• Career development is influenced by family,
personal and community roles, and can be
facilitated by work outside paid employment
8. Career Development
So…
• Take responsibility
• If it doesn’t work in one direction you will have to try another
Organisation invests
heavily in career and
succession planning
Everyone thinks they are
going places
Not everyone will get to go up
9. The Focus of Organisational Attention
Capability
High performance
High motivation
Proactive career management
About you
Willingness and ability to learn
Rate of adoption of new skills and
behaviours
Willingness to be assessed
Acceptance of change
Enthusiasm for
Parallel or sideways moves
Project management
Temporary secondments
11. Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
12. Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
13. Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
Look for new responsibilities
14. Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Broaden experience and raise profile
Ask for feedback
Look for new responsibilities
15. Factors for Promotion
High performance in your current job is mandatory!
Advice
Fortify yourself with knowledge
Confront yourself
Broaden experience and raise profile
Ask for feedback
Look for new responsibilities
16. Promotion Planning
identify
opportunities
review the job
description
for each major duty
or responsibility of
that job set yourself
a goal
establish a
credible evidence
procedure
prioritise
regularly
evaluate
progress
check – are
you on
track?
18. Optimising your situation - Career Anchors
“A constellation of self-perceived
attitudes, values, needs and talents
that develops over time, and which
when developed, shapes and
guides career choices and
directions.”
- Edgar ScheinOptimising
your
situation
19. The Eight Career Anchors
General Management
Technical Functional
Autonomy/Independence
Entrepreneurial Creativity
Pure Challenge
Security/Stability
Service/Dedication to a Cause
Lifestyle
1
2
3
4
5
6
7
8
Optimising
your
situation
20. Using Career Planning & Tactics
Planning
1. I have definite goals for my career over my lifetime
Using career
planning &
tactics
2. When I think of changing my job I always consider
whether the new job leads to another job I want
3. I give a lot of thought to plans for achieving my career
goals
4. I know my strengths and weaknesses in relation to my
career goals
5. Achieving my career goals is very important to me
21. Career Planning & Tactics
Tactics
1. I try to have as much visibility and exposure to my bosses
as I can
Using career
planning &
tactics
2. I have gone out of my way to find a mentor or sponsor in
the company
3. I cultivate friendships with influential people outside work
to help my career
4. I actively seek opportunities rather than wait to be chosen
5. I try to help my bosses achieve things important to them
even if they are not what I want
22. Career Planning & Tactics
Individual Career Planning correlates directly with:
Using career
planning &
tactics
Salary
growth
Promotions
Career
performance
Career
satisfaction
23. Career Planning & Tactics
Using career
planning &
tactics
Salary
growth
Career
performance
Career
satisfaction
Individual Tactics correlate directly with:
24. The Results
Employees who systematically
plan their careers tend to be
more successful and feel more
positively toward their careers
than those who do not.
25. Balancing Work and Non-work
The business benefits
• Increased productivity
• Improved recruitment and retention
• Lower rates of absenteeism
• Reduced overheads
• An improved customer experience
• A more motivated, satisfied and equitable workforce
Balancing
work and
non-work
26. Work Life Balance
Balancing
work and
non-work
2
1
3
4
Define your own balance – it will vary over time
Continue to improve your contribution if you want to
reap the rewards
You are accountable for meeting and balancing your
professional and personal obligations
Seek to balance Achievement, Enjoyment and
Obligation
27. Engaging in Personal Development
Get good at getting what you
want!
Engaging in
personal
development
28. Engaging in Personal Development
Get good at getting what you want!
Get good at getting things
done!
Engaging in
personal
development
29. Engaging in Personal Development
Get good at getting what you want!
Get good at having
good ideas!
Get good at getting things done!
Engaging in
personal
development
30. Engaging in Personal Development
Get good at getting what you want!
Engaging in
personal
development
Get good at getting on
with other people!
Get good at having good ideas!
Get good at getting things done!
31. Engaging in Personal Development
Get good at getting what you want!
Engaging in
personal
development
Get good at getting on with other people!
Get good at having good ideas!
Get good at getting things done!
32. Action steps
• Review how far your work is using your
skills and satisfying your needs and
interests
• Identify what is required for effective
performance and define your own
development needs
• Learn from the experience of mentors,
partners and colleagues
• Anticipate future change and prepare for job
opportunities that might arise