How to take the confusion out of your people’s career development
There is a simple way to sort out the career development of your own direct reports – stop doing it!
Asking a manager to take accountability for both the output and behaviour of their people as well as considering their future aspirations is asking a lot. But….people knowing that the organisation has someone concerned with their future beyond their current role (even if it means not leaving the current role) is a key part of creating the trust that ultimately sees people being willing to provide their full commitment.
So who is that someone? We use the Manager-once-Removed, put forward by Elliott Jaques in a number of his works. The Manager-once-Removed, or MoR is your boss’s boss. Your skip-level manager. We make each MoR accountable for building the pool of talent that sits below their own people, that is their skip-level reports. Read more…
I help leaders to confidently reach the full potential of their organisation. We work together to craft a clear strategy, redesign the organisation to enable people, and develop value-adding leadership. Arrange a time for a chat by clicking here, or connect with me here on LinkedIn.