Source | www.entrepreneur.com | Shawn Doyle
Years ago, when I was a vice president in corporate America, I was meeting with one of my direct reports and wanted to discuss her career goals. She seemed very shy and hesitant at the beginning of our conversation. I asked her about her reluctance. She said, “I’ve been working for a long time, and you are the first manager I have ever worked with who asked me about my goals.” As a speaker and trainer, I meet people every week who tell me their manager has never helped them develop or grow in their career.
In a fascinating new study by global leadership-consulting firm DDI, only 14 percent of CEOs say they have the talent they need to execute their business strategies. But it’s also up to an effective leader to manage that talent. Here are six ways to help ensure you develop all the support you’ll need for the future.
1. Make sure everyone has an IDP.
Everyone in the organization should meet with their manager once a year to discuss their career short-, mid- and long-term goals. It should be an in-depth discussion that leads to a written individual development plan, or IDP, on how the organization can help individuals acess the professional and personal guidance that they need. They should also schedule a follow-up meeting several times a year to review their progress. Monitor and require that every leader does this with every employee. There should be no exceptions.