Employee,Development,Whose,Res business, insurance Employee Development - Whose Responsibility Is It? (Part I o
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Wouldnt it be easy to say theresponsibility for developing your career rests solely in the hands ofyour employer and supervisor? After all, youre giving your time andeffort to them, so shouldnt it be their responsibility to ensure youdevelop into the superstar youre meant to be? Arent they supposed togive feedback on what youre doing well and how you can improve? These expectations create a constant struggle for both employers andemployees. This newsletter focuses on the importance of taking controlof your career development and provides strategies to help you do so.After all, youre not responsible for your bosss leadership skills.But you alone are responsible for the goals and strategies you put inplace to succeed. (My next newsletter will focus on providing supportfor employers.)Consider this example as a lesson: Almost two years ago Reneeresolved to develop her leadership capabilities and begin increasingher responsibilities at work. Fortunately, the CEO of her company, Ted,saw Renee as capable, moved her into the office next to his andpromised to provide guidance. While he has been more than willing togive ideas and provide support when she approaches him, he has yet toreach out on his own with feedback. Just a couple of days ago, Renee came to me frustrated with lots of questions and concerns:Why do I keep doing the same things and expecting different results?Clearly I am not the type of person who does well under Teds leadership. Why isnt he providing the guidance he promised?How am I to know what Im doing well if he never provides feedback?How am I going to get promoted if I cant capture his attention?What are my markers for success?Renee was stuck. She wanted to grow and develop, to dive into theleadership position she so desired. But she had no idea how.Fortunately, she realized theres no point in playing the blame game.This new-found understanding (what Im doing isnt working, so I needto try something different) was the perfect starting point. Below are some tips I gave Renee: -> Take full responsibility for your own professionaldevelopment. If you blame your lack of guidance on someone else, onlyyou lose.-> Create a plan for your development with specific goals.-> Share your plan with your supervisor or a trusted mentor. Letthem know what areas you would like to improve on and request theirsupport. Be specific about what this means the time commitment youreasking for and the frequency with which youd like feedback.-> Be ready to grow. Feedback is a way of letting you know you areor are not on track. And if your mentors are truthful (and thereforeeffective leaders), its very likely you will hear some things youdont want to hear. Remember: It is simply feedback. Its not good orbad; it just is. Understanding and becoming aware is awesome for yourgrowth. The vast majority of professionals choose not to take responsibilityfor their development. They go through the motions, hoping they will benoticed, admired, promoted and given projects that excite them. Do youwant to leave your career to chance? I dont.Rock on!Misti Burmeisterwww.MistiB.com
Employee,Development,Whose,Res