Nancy Fredericks pens IWLC's "Mindful Mondays" column, appearing the second Monday of every month. Fredericks is a preeminent Business Executive Strategist, Author and Thought Leader. Corporations like Johnson & Johnson, PepsiCo, Adobe, Allergan and Transamerica have retained her to optimize individual and organizational performance. You can find her at www.CareerStretchZone.com.
Did you know research reveals the training and development occurring in many companies around the country isn’t terribly useful for taking you to the next rung on your career ladder? Don’t get me wrong, much of the knowledge you acquire today is relevant for your day-to-day growth; it’s just not necessarily applicable to the challenges facing you tomorrow!
Organizational development initiatives are more often lateral in nature. Experts pass along historical knowledge, information, and processes. Attention is on preparing skills, abilities, and behaviors to meet your company’s “right now” demands. Specifically, the organization centers on you being successful at your current position.
Lateral driven learning pays more attention to expanding knowledge rather than focusing on cultivating advancement skills necessary to impact your future positively.
There’s no question the rules change as you take on additional levels of responsibility and your skills need to meet these challenges because companies aren’t allotting much time to find your legs once you’ve received the promotion.
Step-Up learning is very different. It’s proactive, consistent, assertive development to meet the challenges of the next level. In all probability, the lack of such a commitment accounts for your company hiring external executives to fill the higher echelon positions rather than promoting an internal candidate. Under current learning guidelines, 30 percent of employees fail within two years after receiving an internal transfer, sothe track record for the lateral approach isn’t stellar.
If you aren’t proactively building career skills to secure your future—before you’re expected to deliver the goods—unintentionally, your corporate status is locked into “doing” roles not the “high-influence” employee visibility you intend to generate.
A Step-Up mindset is you holding the developmental reins as you proactivelyR.E.A.C.H. to broaden your professional competencies:
There is no question that today’s employee’s are perpetually experiencing white water challenges. Yes, there is comfort in growing skills for today; however, if you don’t proactively build a Step-Up mindset, your career will be limited in scope, and your march up the corporate ladder may end up being an unfulfilled dream.