As a natural part of my empowerment consulting practice, I am often in conversations with my clients for their jobs and careers. Sometimes we talk about jobs at the new job opportunities and sometimes we talk about actions, sometimes we talk about careers in the long term.
They are all very different types of conversations. Most of my customers who are central to the business managers, competent and have already proven their value to the company. I also work with customers who are outside the corporate structure or advisor to companies in which the discussions of professional development varies.
Often people want to have a plan for professional development. Many believe that successful people who had preceded them, the company got a plan, where they were. Some have, but honestly, it’s easier for them to claim they had a plan with success, and afterwards, when she had written the plan before producing year.
It is offering a whole field of professionals that funds for professional development and consulting. I think their services can be very useful, especially when switching from one company to another. I am more familiar with helping people to grow and develop careers within the same company, as part of my advice. And yes, that’s my goal in this article.
In these client conversations about career development within the same company, I usually fast enough to the concept of a “plan for professional development” to “Career Network” or “to replace the career development plan for networking.
I work with a customer, Kicking and Screaming was the idea of networking. She has done an excellent job and be promoted in his view, based on his work. In a sense it is absolutely true. However, the level in the organization, not only are there fewer openings, but a group of individuals with their own ideas usually decides on promotions and job changes.
If multiple people are involved with different needs in such a decision, it must be an agreement to promote or accept that or move. Such a scenario usually requires more than compensate for skills required by good work. Is in most cases, the “more” to the ongoing activities, they must be placed in: networking and building authentic relationships.
Let me clarify, when I talk about networks of professional development, I do not want to start networking for a job that are getting now in the phase of the interview, in my opinion is that this kind of close networking is more accurate than “lobbying.” Instead, I talk about networking over the years – building relationships, developing collaborative partnerships in both directions to feel the appreciation of the interactions are, congratulations, when others are promoted and are in discussions on various topics.
If many people are well qualified for a job, “more” has to compete for the final candidates. This “more” may be related job performance, but is probably “more” to the relations in the context – perhaps, the best known, or, what is most loved, or the one who always had good interaction with others.
The candidate who is likely well-networked, the chances that all decision-makers will agree to increase, “he is.” It might sometimes be a thrill for a hotly contested position, but all in all the transitions, at its best when selecting a general agreement on the final candidate.
Career Development Networking – a baseline study
First, it is important that you feel like networking in both directions! This is essential. The word “networking” is now pretty dirty by the way some people use the word. Use the word as you like, but please understand that I here describe an exchange. Be pragmatic, of course, but I understand that you are only in the “network”, when that happens a bidirectional connection. This is absolutely necessary to understand if you want this practice to an empowerment.
In my meetings, strengthening the role of reference, I’m often coaching clients on those networks with the best to talk the issues, and how we talk about issues. Who is a bit shy or hesitant to someone at a much higher, sometimes just need that extra encouragement, speak for the step in the network.
Many successful people have already recognized the need to network within their company. Probably do not need a plan. Some jobs require people know, interact, and partner in the firm, and therefore they are mostly good, of course, connected. If the company is very large, however, there are many people not in the scope of current employment, what potential for the development of a network are.
Here is a simple way to start. Make two lists of people in your company. The first is a list of people you already know and like. The second is a list of persons who can you imagine, at a time, help you in your career – you know, in May or not. It’s ok, one and the same person on both lists, in reality, this strategy depends on it!
The subset of the intersection of these two lists is the place to start. In other words, start your networking plan with people you like, you think you can help your career. You will have more success by where it is easier. Keep your lists is to be updated over time, as an organic process.
The next step is to decide, person by person, how and how often the network. Also begin here, where it is easier. If you meet regularly with someone on your target list have to sit near the person, or give the impression that you meet after lunch, or make an interesting article giving the person. If you feel that you already actively networking with this person, you may not need to adjust actions. To be certain to keep the person on the radar screen.
Achieve the best results, keep a log of your network. In your journal or on your calendar, make a notation for you to your next contact. By all means, do not take too much, too many to build new relationships at a time. Since a relationship is at the stage where either you or the other person feel good “call anytime”, you have established a relationship, it is even easier.
Networking is as simple as those examples I just gave a plan of networking is simple. It requires some, ummmm, planning and attention.
