Career Conversations: Introducing THE TALK

IT’S TIME FOR THE TALK

When I’m looking for inspiration for blog topics, I look for themes which come up frequently in conversations with Clients.  

One topic often arising is “How does a Leader have effective career growth conversations with employees.?”.  I call this “THE TALK.”

Of course, THE TALK doesn’t live in a vacuum nor is it a product of serendipity.  Weaving through it are related threads of individual performance, organizational performance management, business context/culture as well as an intentional and accountable Leadership Culture.

Some thoughts

THE TALK should happen at least once a year between the Employee and their Leader (in the best case, it is actually a continuous conversation between you).  It requires preparation and engagement from both.  It also requires mutual goodwill, honesty and respect. 

The desired outcome is a shared understanding of the Employee’s ambitions along with the Leader’s view of the possibilities based upon Employee performance, perceived runway and organizational context.  

Simple enough, right?  But so often, THE TALK fails to deliver to expectations.  When this happens, everyone, including the broader organization, loses.

So, how do we make sure THE TALK delivers the goods?  It begins with an understanding of Roles & Responsibilities. 

Roles & Responsibilities of the Employee

The Employee owns key inputs to the discussion. They should come prepared to:

1. Articulate their ambitions, with a mindset to own their own career growth;
2. Understand they work in a competitive, rational environment where the “goodies/opportunities” of more money, advancement and responsibility go to those who earn them;
3. Be clear-eyed about their own performance:  it pays to be a winner.  The employee owns the responsibility to be a competitive performer; 
4. Accept feedback:  actively solicit and be open to feedback; commit thru action to improve performance and capabilities;
5. Co-Create with the Leader a plan for their development and then get on with it.

Roles & Responsibilities of the Leader

The Leader also needs to show up prepared and ready to work.  It’s the job of the Leader to listen and engage the Employee.  It’s also the role of the Leader to be clear on how they view the employee on key dimensions like performance, runway/potential and the realities of organizational context for development (any limitations on funding, role availability, etc). 

To be effective in these discussions, the Leader must:

1. Listen and respond to the Employee’s ambitions.  Ask questions.  Understand their motivations.  Share what the Leader thinks of these.

1. Consider their ambitions relative to how the Leader and other Leaders (as reflected in calibration/rack & stack exercises) see the Employee, to wit:
1. Does the Employee’s performance support the growth they want?
2. How does this Employee’s performance stack up against others in calibration exercises?  
3. Does their performance make them competitive, consistent with their desires?
4. Where does the Employee need to enhance skills/methods to be more competitive for opportunities?
5. How does the Leader see the Employee’s “runway”, their potential?  

1. Provide Clarity & Honesty, Transparency. 
1. If the Employee’s performance is poor, tell them.  They deserve to know and the opportunity to improve.  
2. If their ambitions are unrealistic in terms of timing or reach, etc. tell them.
3. If they want to be a Leader, but your organization is super-flat, help them understand what will be necessary to compete for Leadership roles in such an environment.

As you can see, to do THE TALK well, both sides need to come prepared, ready to engage.

So, now that we’ve laid out the Roles & Responsibilities, in my next Blog I’m going to share with you “HOW THE TALK BREAKS BAD: FAILURE MODES IN CAREER (AND PERFORMANCE) CONVERSATIONS.”  

I work everyday with individual Leaders and Leadership Teams to enhance their effectiveness.  If you would like to know more about how my Coaching, Consulting and Training offerings can help you and the Leaders around you improve your craft, please reach out and schedule a complimentary, no obligation Exploration Session at https://calendly.com/brian-jones-c4e/discovery-session

Until then, be well.

Brian