个人发展计划方法指引课件

[学习]个人发展计划方法指引ObjectiveUnderstandtheCareerExperienceMapandhowtocompleteitLearn“How-to”leverageyourCareerExperienceMaptostrengthenyourIDP(casestudies)Page2

WhatistheCareerExperienceMap?

Page1oftheOHRPformYourcareerexperiencemapRecordofcriticalcareerexperiencesInastandardisedandsummarisedformatCompletingtheCareerExperienceMapCheckonlyifmajorityofyourtimeandKPIsaretogainordeterminedbysuchexperience(use60-40rule)Checkonlyifyouhaverelativelystrongcontrolovertheoutcomeofexperience(e.g.,“primary”P&Lv.s.“secondary”P&L)Experienceinglobalprojectcanbegainedfromeitherfull-timeorpart-timework,although“parttime”suggeststodevoteatleast30%ofyourtimeAllowoverlappingexperience,butdoavoidchecktoomany,unlessyouhaveaGMjobWhenindoubt??under-checktoleaveroomformoredevelopmentalexperience!DefinitionsFront-endCustomerfacingandrevenuegrowthexperience(e.g.,Salesmakers,ChannelDevelopment,AccountManagement,ConsumerMarketing,AccountMarketing,MarketingCommunications,COE,FieldServices)Back-endNon-customerfacingandcostmanagementexperience(e.g.,ProductDevelopment,SupplyChain,Services,Finance,HR,Legal)P&LEnd-to-endvaluechainmanagementwithprimaryProfit&Lossresponsibility(i.e.,GMpositionslikeGEOSVP,RegionVP,MarketsegmentVP,CountryGM,someGAMs)TurnaroundFacingchallengesoverfailingbusinessperformanceundertimepressurerequiringtoughdecisionsonorganization,teamandindividualemployees;callinguponpersonalresilience(e.g.,DTturnaround)EmergingMarketsMarketswithlowpenetrationofPCproductspercapita(e.g.,BRICcountrieslikeBrazil,Russia,India,China,alsoTurkey,Mexico,EastEurope)IALongorshort-terminternationalbusinessassignmentsoutsideone’shomecountryPeopleManagementManagementofateamofsolid-linedirectreportsGlobalProjectsCross-function/GEO/BusinesstaskforceandspecialprojectlastingforatleastoneyearHQStrategicRoleStaffroleinHQwithglobalandstrategiclevelsofresponsibility(e.g.,Strategy,BusinessDevelopment,andM&ArolesinavarietyofHQfunctions)NOTICEMenwantedforhazardousjourney.Smallwages.Bittercold.Longmonthsofcompletedarkness.Constantdanger.Safereturndoubtful.Honorandrecognitionincaseofsuccess.WillYousignupthiscareerexperience?-ErnestShackleton1913Case#1(IndividualContributor)Whattypeofexperiencedoesshehave?Strong:ExperienceFront-Endonly(limitedturnaroundexperience)Weak:NoexperienceinPeopleManagement,GlobalProject,Back-Endetc.presentWhatareherstrengths&opportunities?Strong:Customerfocus,Setsaggressivetargets,DisplayspositiveoutlookWeak:Effectivelyleadsothers,Energizestheteam,ProvidesfeedbackTypicalsalesperson’sassessmentandcareermap:individualcontributorwithmanagerwhofocusesondevelopmentopportunitiesaroundleadingateamWhatisheraspirationforfuturecareerpath?Whatishernextpotentialjob?ThreefactorsdrivingthenextpotentialjobHerCapabilityincludingthecareerexperiencemapCareeraspirationDevelopmentareasOftenafourthfactorOpportunityavailability

So,shecan……Continuetoworkonherdevelopmentopportunities,*WhileprepareforhernextjobbyclosingherexperiencegapdiagnosedfromhercareerexperienceauditOnestonetoshoottwobirds???HowtoupgradeherIDP’sexperienceplay?Validateherdevelopmentalobjectives?EffectivelyleadsothersEnergizestheteamProvidesandacceptsfeedbackPrioritizeimportanceforherfuturepeoplemanagementjob???Whattypeofexperiencedoessheneedtogain?Peoplemanagement(new)?Globalproject(new)?

Prioritizeimportanceforhernextjob???ManageateamofDistributorAccountManagerstoproduceaplanforgrowingS&PSalesEtc….Identifyspecificone…..So………FivehelpfulquestionstoleveragecareerexperienceWhatisthegapofmycareerexperience?Whataremystrengthsanddevelopmentopportunities?Whataremycareeraspirationsand/ornextpotentialjob?Whatisthemostimportantdevelopmentalopportunityatmycurrentroleand/orfuturerole?WhatisthemostimportantcareerexperienceIneedtoacquirenowinordertohelpmetodothecurrentjobbetterand/orpreparemyfuturejob?Howtotellwhenandhowtocloseexperiencegap?Then….ConsiderbroadenyourcareerexperienceConsidergainingthesametypeofexperienceatdifferentcareerstageForexample:fromparticipatingasanindividualcontributortoleadingasafirst-linemanagerConsidertohavesecondroundofsameexperience“Experienced”meanstohavehadasameexperienceat3jobs(e.g.,IAin3countries)Always….….WithyourcurrentjobrequirementsandfuturecareerpathinmindExperiences(70%)Themosteffectivedevelopmentinterventionismatching

talentwithbusinesscriticalanddevelopmentroles.HowWeDevelopOperationalOpportunities:LinetoStaffSwitchesStart-upTurnaroundFunctionalOpportunities:SalesMarketingTechnicalRoleOpportunities:ManagerManagerofManagersFunctionalLeaderBULeaderGlobalLeaderSpecialFocus:InternationalAssignments:

DifferentCountry,Culture,LanguageCountryLeaderorRegionalLeaderDevelopedorEmergingMarketCross-functional/BUSpecialProjectsPage18of45CriticalExperiences70%People&

Relationships20%Education

10%FromIDPWebnar1.0………Case#2(execlevel)…Interactivesession

GMreferstoamanagementrole(band8+)withresponsibilitiesin

Sales,PrimaryP&L,andCross-functionalmanagement(solidordotted-line)Workinginfront-endcustomerinterfacingorganizations,productdevelopmentgroups,services,supplychainmanagement,finance,andstrategytendtohaveahigherprobabilitytopursueaGMcareertrackThehighestlevelandmostcomplexGMroleisCEOCareerExperienceMaphelpsfutureGMdevelopmentHowisyouradvanced“Experience”Quotient(“E”Q)Priortobecomeanentry-levelGM,youneedfront-endexperienceThebesttimingforIAexperienceisinone’smid-career(v.s.lateorearlycareer)OnelearnsmorefromasuccessfulexperiencethanfromafailedexperienceGlobalprojectisalow-costandlow-riskwaytobroadenone’sexperienceItismorecommontomovefromafront-endjobbacktoaback-endjobthantheoppositedirectionRealP&LexperiencearehardtoobtaininsideGSCandPGTrueorFalse???Whattypeofexperiencedoesshehave?Strong:experienceinproduct,productmarketing,and4Pintegration;Isaconnectorbetweenfrontandback-endoperationsWeak:Noexperienceinfront-end,P&L,HQstrategicrole,relativelyweakinglobalproject,turnaroundandemergingmarketWhatareherstrengths&opportunities?Strong:customerfocus,strategic,deliveryofresultsWeak:aggressivetargeting,risktaking,comfortablewithambiguityWhatisheraspirationforfuturecareerpath?Whatishernextpotentialjob*?Threefactorsdrivingthenextpotentialjob

HerCapabilitytomeetrequirementsofVP,MarketinginGEOincludingcareerexperiencemapCareeraspirationDevelopmentareasOftenafourthfactorOpportunityavailabilitySo,shecan……Continuetoworkonherdevelopmentopportunities,*Whileprepareforhernextjob(front-end)byclosingherexperiencegapdiagnosedfromhercareerexperienceauditOnestonetoshoottwobirds???HowtoupgradeherIDP’sexperienceplay?*Ifcurrentjobrequiresmoreexperience(e.g.,back-end),shecanalsofocusontofulfillthepresentjobneeds.Thisseemsnottothecaseforherthough.Validateherdevelopmentalobjectives?TakingappropriaterisksDealingwithambiguityEffectivelycoach&developothersPrioritizeimportanceforherfuturefront-endjob???Whattypeofexperiencedoessheneedtogain?Front-end(new)?Globalproject(new)?

Turnaround(secondtime)?Prioritizeimportanceforhernextjob???Front-endandGlobalProjectexperienceatthesametime?ParticipateinGEOmarketingstrategy,structureandKPIset-upJoinpotentialkeyaccount(“acquisition”)callswithaGAMandupgradetheaccountmarketingstrategyEtc….Identifyspecificone…..So………Upgradetheexperienceplaybygainingcriticalfront-endexperienceFivehelpfulquestionstoleveragecareerexperienceWhatisthegapofmycareerexperience?Whataremystrengthsanddevelopmentopportunities?Whataremycareeraspirationsand/ornextpotentialjob?W