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Leaders as Career Agents
A STORY ABOUT A GUY
NAMED “MIKE”
DISENGAGED
WORKFORCE PROBLEMS
• TURNOVER- Costs 100-300% of the base
annual salary of the employee to replace
• LOSS OF PR...
BACK TO“MIKE”
CREATE WIN-WIN
SITUATIONS
WITH LEADERS
AS CAREER
AGENTS
WHAT CAN LEADERS DO?
• ASK & ASSESS
• GAME PLAN
THROUGH:
– ASSIGNMENTS
– PERSONAL DEVELOPMENT
• EXPOSURE
WHAT CAN HR DO?
• ASK & ASSESS
• GAME PLAN
THROUGH:
– ASSIGNMENTS
– PERSONAL DEVELOPMENT
• EXPOSURE
TEACH LEADERS HOW
TO:
What do you want out of your career?
1 Year:
3 Years:
5 Years:
10 Years:
Strengths Areas to
Develop
Work Assignment Strate...
What do you want out of your career?
1 Year:
3 Years:
5 Years:
10 Years:
1. ASK
What do you want out of your career?
1 Year: Grow in my current role/grow
the division’s business by creating
efficiencies...
Strengths Areas to
Develop
2.
ASSESS
Strengths
-Get it done attitude,
willing to do whatever it
takes
-motivator with
employees
-sees how to create
efficiency
...
Work Assignment Strategies Personal Development Strategies
3. GAMEPLAN
Should accomplish three things:
1. Address areas of...
Work Assignment Strategies
ASSIGNMENT
S
Work Assignment Strategies
1. Leader of process
mapping/efficiency team project
1. Create game plan w/ coworker to
transit...
Personal Development Strategies
1. Participate in leadership
development group through the
Chamber of Commerce
1. Study bu...
What do you want out of your career?
1 Year:
3 Years:
5 Years:
10 Years:
Strengths Areas to
Develop
Work Assignment Strate...
4.
EXPOSURE
BACK TO OUR
FRIEND “MIKE”
BUT….
AGAPE
256.227.9075
P.O. Box 1014 Decatur, AL 35602
Mary Ila Ward,
SPHR/ SHRM-SCP, GCDF, CDF
Instructor
miw@horizonpointconsultin...
Leaders as Career Agents
Leaders as Career Agents
Leaders as Career Agents
Leaders as Career Agents
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Leaders as Career Agents

A leader’s primary role is to develop talent by driving employee engagement,
which leads to productivity and positive organizational outcomes. With research
showing us that approximately 70% of the workforce is currently disengaged,
developing leaders who can drive employee engagement in order to produce
results is critical.
This advanced course seeks to teach leaders how to be career agents in order to
drive performance and results. Topics covered include how to facilitate win-win
conversations with employees, how to create career advancement plans with
employees that are grounded in behaviors and how to provide projects and
assignments that foster employee skill development.
A course is also available for HR professionals on how to create career agent
systems and mindsets to support leaders.
Course Objectives:
Following the completion of this course, participants will be able to:
1. Understand the employee engagement problem and how it impacts
performance.
2. Understand what it means to be a career agent.
3. Apply techniques for being a career agent including:
a. Asking one simple question.
b. Facilitating win-win conversations with employees.
c. Creating advancement plans with employees through goal-setting.
d. Designing assignments and projects to foster skill development and
increase engagement through “flow”.
The HR training includes the following objectives:
1. Understand and design ways to train leaders on what it means to be a career
agent through their behaviors.
2. Provide tools and processes to facilitate career agent conversations
including how to tie your performance management process to this system.
3. Understand and apply methods for recruiting and promoting individuals
who model a career agent mindset through their behaviors.

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Leaders as Career Agents

  1. 1. Leaders as Career Agents
  2. 2. A STORY ABOUT A GUY NAMED “MIKE”
  3. 3. DISENGAGED WORKFORCE PROBLEMS • TURNOVER- Costs 100-300% of the base annual salary of the employee to replace • LOSS OF PROFITABILITY- Companies with engaged workers report 22% higher profitability than those that do not
  4. 4. BACK TO“MIKE”
  5. 5. CREATE WIN-WIN SITUATIONS WITH LEADERS AS CAREER AGENTS
  6. 6. WHAT CAN LEADERS DO? • ASK & ASSESS • GAME PLAN THROUGH: – ASSIGNMENTS – PERSONAL DEVELOPMENT • EXPOSURE
  7. 7. WHAT CAN HR DO? • ASK & ASSESS • GAME PLAN THROUGH: – ASSIGNMENTS – PERSONAL DEVELOPMENT • EXPOSURE TEACH LEADERS HOW TO:
  8. 8. What do you want out of your career? 1 Year: 3 Years: 5 Years: 10 Years: Strengths Areas to Develop Work Assignment Strategies Personal Development Strategies
  9. 9. What do you want out of your career? 1 Year: 3 Years: 5 Years: 10 Years: 1. ASK
  10. 10. What do you want out of your career? 1 Year: Grow in my current role/grow the division’s business by creating efficiencies 3 Years: Be a General Manager 5 Years: 10 Years: Be Retired 1. ASK
  11. 11. Strengths Areas to Develop 2. ASSESS
  12. 12. Strengths -Get it done attitude, willing to do whatever it takes -motivator with employees -sees how to create efficiency Areas to Develop -Abrasive with peers and sometimes customers -Lack of “professional polish” -not well versed in financial aspects of the business 2. ASSESS
  13. 13. Work Assignment Strategies Personal Development Strategies 3. GAMEPLAN Should accomplish three things: 1. Address areas of strength and weakness in assessment phase 2. Lead to more engagement from the employee 3. Meet business needs
  14. 14. Work Assignment Strategies ASSIGNMENT S
  15. 15. Work Assignment Strategies 1. Leader of process mapping/efficiency team project 1. Create game plan w/ coworker to transition out of focus on business development focus to concentrate more on developing staff and internal processes ASSIGNMENT S
  16. 16. Personal Development Strategies 1. Participate in leadership development group through the Chamber of Commerce 1. Study business finance/accounting independently 1. Work with an executive coach for six months PERSONAL DEVELOPMENT To address conflict management skills
  17. 17. What do you want out of your career? 1 Year: 3 Years: 5 Years: 10 Years: Strengths Areas to Develop Work Assignment Strategies Personal Development Strategies
  18. 18. 4. EXPOSURE
  19. 19. BACK TO OUR FRIEND “MIKE”
  20. 20. BUT….
  21. 21. AGAPE
  22. 22. 256.227.9075 P.O. Box 1014 Decatur, AL 35602 Mary Ila Ward, SPHR/ SHRM-SCP, GCDF, CDF Instructor miw@horizonpointconsulting.com Find today’s handout on your conference app or visit www.horizonpointconsulting.com/cdf-training/tools

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