Career and Development Conversations Tutorial

Résumé du document

Ce document expose les points clé pour gérer sa carrière en entreprise (feedback, développement professionnel et personnel, demande de retours, management, gestion de carrière).

Extraits

[...] Growth mindset: people with a growth mindset embrace challenges, persevere in the face of set backs and see effort as the path to improvement. Examples of a growth mindset include: I don't know how to do that yet, but I can learn. How can I prepare for / learn this? What else can I learn about that? What's the next layer of depth? Learning is hard; it takes time and it happens incrementally through experiences. How can I learn what's involved and acquire similar skills? I'm looking for feedback - it's vital to help me develop and improve. [...]

[...] Identify any business or team changes that might create development opportunities in the next year. Look IN for motivation Identify what motivates and engages you (and what de-energises or de-motivates). Look LONG for career goals Identify your long term aspirations. How to prepare for an effective CDC https://www.youtube.com/watch?v=j0cQQOnqsq4 https://www.ted.com/talks/carol_dweck_the_power_of_believing_that_you_can_improve https://www.youtube.com/watch?v=29V2xRitBGc Feedback Mindset for feedback Feedback can be uncomfortable. But remember to maintain a growth mindset and think about your abilities as adaptable traits that are meant to be constantly improved. When receiving feedback, keep in mind that the feedback provider is well-intentioned. [...]

[...] Being open to and acting on feedback from your manager Clarifying the boundaries of your responsibilities and seeking guidance around them Raising risks and concerns as early as possible and including them in remedial action Respecting your manager's confidence and not sharing confidential information that they share with you Being open with your career aspirations and providing clarity on the support you need Proactively offering positive and open feedback on how you can work better together Acknowledging your manager's support and contribution Offering help to achieve team goals Insightful questions A quality conversation means you are leaving the discussion with a clear message, some agreed actions, and on the same page as your manager. To facilitate this, you may need to ask clarifying questions. Looking back: What is your and your manager's view on your current level of performance; where can you improve? What development might you need to build skills that you don't have? How might you change your approach to have a greater impact with team members and clients? What are your strengths and how can you use them more in the work you do? [...]

[...] My career development plan should target a specific role Development planning is about understanding the skills, knowledge and expertise that you need to progress. Sometimes this might neatly be encapsulated in a single role. However, this approach might limit your options. It's better to think about the content of the roles you are interested in and focus your development in those areas as this approach will likely lead to more opportunities for you. interested in and focus your development in those areas as this approach will likely lead to more opportunities for you. [...]

[...] They care enough about you, your growth and your success to be giving you this feedback. How to receive feedback well Accept the feedback graciously and thank the reviewer Consider the context, including who is providing the feedback and their benchmark Discuss how you can continue to improve When receiving constructive, surprising or disappointing feedback Listen carefully. Consider whether what is being said is fact or opinion Don't get defensive. Listen without planning your reply Ask for time. Don't feel the need to fix or address constructive feedback right then Ask clarifying questions. [...]