While the common word on the street is that employees no longer stay in one organisation for long, especially Gen Y/Millenials , the data according to a LinkedIn talent survey is quite different.
Making an assumption that your next promotion is ‘in the bag’ might now be a tad premature.
Consider this: A LinkedIn poll of over 26,000 employees revealed that 25% of professionals have a goal of moving to their next position within their current organisation.
The answers provided by this survey are interesting as it also uncovered that alongside poor line managers, being overlooked for that next role was the reason many people contact their favoured staffing or recruitment company, with a view to keeping their options open.
Surprising? Probably not, with so many individuals lacking confidence or the ability to position themselves as the logical person for that plum role.
So how can you be best placed to be a ’stand out’ candidate for that next promotion; the one that leap frogs’ others and demonstrates that you are the logical next choice?
Here are a number of steps we see implemented that work with the individuals we train and coach across the globe.
Be a Boffin About Your Organisation: Its Sector And Goals
It still surprises me how much some employees I meet know about their organisation and its goals and aspirations, and that is both ends of the spectrum.
There is a saying that, “knowledge is power” and especially when it comes to understanding the challenges your organisation will need to prepare for in a world that is changing at such a rapid pace.
Let me ask you?
- Do you know your organisations vision, at a country and global level?
- What are the current core values?
- What is the 5-year plan?
- What products are under development?
- What are the challenges in your sector?
Though you might have an idea about these core areas, have you taken it to the next stage and thought through how this might alter your organisations needs when it comes to the skills employees have?
Imagine the scenario at an internal interview. You have done your homework and have ideas around the challenges and possible solution (it doesn’t need to be perfect either) and you ask searching questions about the ‘big questions’. The other candidate in the running has some surface level knowledge and that is all. Who do you think will appeal to the hiring manager more ………………?
Work With A Mentor
Mentors are vital when it comes to peak performance. Who didn’t marvel at the results of our TeamGB athletes in Rio, all of whom had mentors to help and guide them.
It’s an identical process in the business world. Did you know that many house hold business names extol the virtues of having a mentor in their life?
The truth is a mentor can give you their experience of the path to walk.
You’ll get help navigating your career from someone who knows first-hand the challenges of your industry.
Accountability is key. Your mentor is someone to bounce ideas off and to hold you accountable. He or she is also there to provide critical feedback and personalised advice when you need it, as well as to push you to define and reach significant short- and long- professional goals.
Take Ownership Of Your Own Development
This is a huge way to stand out and one that many folks over look. The beauty of our online world and the information age we live in, is that there are many industry blogs, webinars, and podcasts that you can access. Consuming and acting on these resources will enable both your knowledge level and skill stand out above the crowd.
From a managers point of view there is nothing worse than hearing a team member ask; “how will I be developed by you? “; grrrrrrrrh……
Of course good managers help their team develop and yet the real stars control the process themselves. They are hungry for knowledge and it shows at every level.
I experienced this last week with a delegate on a course I was running. In the coffee break she sought me out and asked some great questions and I recommended a resource.
By lunch time she had been onto Amazon and downloaded the book. Two days later she had finished it. The course was in two parts and in the next workshop a month later she had used the information from the suggestions in the book and presented on her results.
Not surprisingly this individual has been identified as ‘high potential’ and was moving rapidly up the organisational ladder of promotion.
Was she the smartest participant in the room anyway?
In honesty no more intelligent, academically, than anyone else. What she did have was a thirst to be better and she knew that she was the only one to drive this.
What next?
Time for honesty? Considering these three areas, where do you fit? I suspect many of you are in the group of, ‘could do better’?
It’s pretty common in many industries so perhaps it’s time to make a start.
First point of call, if you haven’t already is to sign up for our newsletter. You can sign up here.
Until next time,
Julia
