Tel: 0844 394 8877
This is a robust, fast paced programme to help High Potential employees take responsibility for their careers. When an employee is recognised as a “High Potential” person within an organisation it opens up a world of possibilities in terms of promotion prospects and development opportunities. It also, however, creates challenges and pressure for that person to prove that they can perform at ever higher levels and that they can learn and grow on a continuous basis. A key aspect of rising to this challenge is that the High Potential people are enabled to take the initiative for their career development. This programme aims to facilitate that by giving participants access to methodologies that will enable them to clarify and realise their career aspirations.
By attending this highly interactive course you will:
This is a talent development programme for HIGH POTENTIAL employees who want a powerful and robust introduction to the key components of effective career development and want to “take charge” of their future.
The Focused Career Management programme runs as a four-part event, over six months.
Part one is a self-assessment questionnaire to help participants ‘audit’ the current state of their career.
Part two is a highly interactive workshop on career management strategies.
Part three is an Action Learning phase. The action learning involves the participants meeting once every month for six-months (for about thirty minutes each time) and discussing how they are using the tools in action. This allows the delegates to support and coach each other as they try out the career development tools in the work environment.
The fourth and final phase is a Closure Workshop during which each participant gives a presentation, to a select group of senior executives, on how they have applied the lessons on career development from the training in ‘real life’. In this way the impact of the programme on the HIGH POTENTIAL people and upon the business can be evaluated.
As pre-work in advance of the Focused Career Management Workshop, delegates complete a “career development audit” aimed at assessing the current state of their career and how well they are performing against key parameters for success. The data from this audit will be used during the workshop to identify strengths, weaknesses and development opportunities.
Here we consider the golden rules, or key concepts, that are at the heart of effective career management, including the realisation that different leadership levels require different skills.
Understanding why having a ‘personal brand’ is important and the relationship your brand has with (i) your values and (ii) your alignment with company values.
Obsessively concentrating on career goals at the expense of family or social life can cause the problem of ‘burn out’, so it is important to establish boundaries that allow a sense of balance to be achieved.
Mastering the process of mapping out a career trajectory and acquiring the knowledge, skills and attitudes needed to take the next step.
Getting to grips with the nine sources of power that give you authority when dealing with people and developing ideas on how those power bases can be built up over time.
Appreciating the significance of networking to career development. Understanding the whole networking process from the specifics of ‘how to work a room’, through to the high level concepts of “your own board of directors” and the reciprocity principle.
Learning what is means to work with your boss and how to support them in a way that makes them want to support you; anticipating and defusing resistance to your ideas and suggestions.
Planning your communication so that when you speak people listen and your meaning is clear, concise and compelling.
As each participant works to develop their skills he/she meets his/her fellow course participants, in a “Set” or self help group of 4-6 people, once every four weeks. There are six meetings in all (one a month for six months.) The Set members provide each other with advice and guidance and in doing so they learn ‘with and from’ each other. The learning and development that takes place in an Action Learning Set is (by its very nature) tailor made to the needs of each individual person and to the requirements of the organisation. In addition, by emphasising individual initiative, plus group support, it greatly enhances the self-confidence and self-reliance of the participants.
At the end of the Action Learning project each participant writes a short report on how they have developed their skills over the past three months and the progress they have made in developing their ability to take charge of their careers. They then present these reports at a half-day closure workshop to members of the senior executive team; there is then a written test on the material and a number of refresher exercises are conducted. The workshop ends with the success of the programme being discussed and the Action Learning initiative is formally ‘closed’.
For the next ten months, as a follow on from the action learning meetings, participants receive (by email) a ‘top tip’ or reminder on the key aspects of career development as a way of keeping the lessons from the programme fresh in their minds.
Numbers are limited to twelve per course to maximise participation in the programme. In addition, feedback is provided by peer review using the BMC assessment checklists system. This checklist based feedback is not only valuable to the recipient, it also helps those completing them to gain an in-depth understanding of the building blocks that make up good career management.
To talk to us about our range of courses contact
Boulden Management Consultants:
via our Contact form
Tel: 0844 394 8877