REVIEW: "Help them grow and see how they go," Beverly Kaye, Julia Dzhulioni

What do you associate with career growth? Salary increase, a separate study, a decrease in free time? No no and one more time no. Everything is much simpler. Provide career growth of employees - it means helping them develop.

Let's see what kind of support in question. For example, you can help employees to cope with new challenges and a new area of ​​responsibility. Everything is simple and clear. But it is much more effective than push subordinates easily and quickly, causing them increasing interest in the work.

Beverly Kaye and Julie Dzhulioni

Beverly Kaye - a world expert in the field of career development, retention and employee development. It has been awarded the American education and social development (ASTD) for outstanding achievements in this field for 30 years. Julia Dzhulioni - co-founder and head of the consulting agency DesignArounds. For 20 years, develops and implements training programs in different organizations.

Every week I spend at work 40 to 80 hours. I would like to have some purpose. I need to feel that I am developing. If there is not work, look for another place.

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Employee (maybe yours)

The easiest and most powerful way to do this - to talk with the staff. That talk people judge the interest of the authorities in their personal development. And this is the effect on their desire to stay and work more productively. The book describes the recommendations of the system as soon as one conversations help employees grow professionally and career. And not necessarily know all the answers - just good enough to be able to engage in dialogue.

I picked up the arguments in favor of holding talks with all employees:

1. Discussions with employees on career took not much time, as it may seem. You still spend the time to communicate with subordinates. Another question - what do you say to them?
2. All your employees think about development, even if you do not mention it. It would be naive to believe that they are on a long suit this situation.
3. Your job as a manager - to help and support their employees in an effort to take more responsibility for themselves. Unfortunately, only a small part is ready for it yourself.
4. Every person wants to express. Salary increases and new positions are in the background.
5. It is not necessary to conduct a conversation with the best employees only. You have to try to make all of them the best :)

The book describes 3 principles on which to build the necessary communication with the staff:

1. Retrospective - Analysis of previous experience. During this conversation, the employee identifies their strengths and weaknesses, preferences and interests. Mandatory feedback, because everyone is interesting, as it looks from the outside and what he brings to the world. The authors propose to collect feedback in the format of "three O": talent, growth areas and circumstances. With this conversation the leaders expressed their ideas last.
2. Prospection - a large-scale look at the picture of the business. Do staff know about the strategy and prospects of the company? And the situation in the industry? Do they have an opinion about how the world changes can affect your business? The authors propose to pay attention to things like that at every meeting with his subordinates.
3. Introspection - the point at which the head of a slave and choose the path of movement and measures to achieve career goals. It is important to make it clear to the employee that there are at least four possibilities for the development of: bypassing, up, sideways and down. What career - not just rise up one step in the hierarchy. What a demotion - not a shame, if the goal is to acquire missing skills that a new post at the same level can be a "plus" for both the employee and for the company as a whole. And what can evolve, while remaining in the same place.

Separately, the authors identify a process called mentworking. Its essence is that networking is needed not only for a career, but also for self-education and personal growth. A development in the stream - this is development through conversations.

"Help them grow and see how they go," Beverly Kaye and Julie Dzhulioni

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