Career Planning
Understand the basics of Career Development, Career Planning, Leadership Development Consulting, Succession Planning,Management Training,Leadership Training
Every organization needs to move people in positions of more and more responsibilities. Since 'learning on the job' has serious limitations, these transitions need to be planned. If managers are placed in jobs involving these transitions without developing the “additional” skills they tend to stay in their original areas of competence.This leads to suboptimal use of available people, a choked leadership pipeline, and loss of responsiveness to changing circumstances.
The shift in emphasis at every level compared to previous level is described below. Our programs that support these shifts in skills are also suggested.
Additional support through coaching customized for industry segments and business strategy advice is available for senior leaders.
We recommend that at any level, programs suggested for lower levels are also completed.
- Entry level (Functional Experts e.g. Accountants, Engineers with potential):
The jobs require technical competence (e.g. accounting, front desk work, design).You are not responsible for others’ output although you will need soft skills like emotional abilities, communications, and team working in addition your domain knowledge.
Self Leadership skills needed in this kind of assignment can be built through Emotional Leadership. - Manager (supervisor, group leader, section leader, Deputy or Assistant Manager):
You are accountable for output of those directly under your supervision. You need additional skills like assessing people, work process management, allocation of work, counseling, some amount of “coaching” or people development, ability to identify and mobilize resources.
You also a need an ability to create, implement, and modify your distinct agenda for all above which integrates your Key Result Areas.
You also need to influence other people & groups outside your area of control.Managers lacking in any of the above areas tend to work themselves to meet goals and become “indispensable”.
These leadership skills can be built through Regenerative Leadership –Core program. - Managers’ manager (Department Head, Functional Head, Regional Head etc.):
Your additional skills involve ability to develop leaders in your area. You need stronger process improvement skills.
These skills can be learned through the Regenerative Leadership –Core program and –Advanced Program. - Operations Manager:
You have many departmental \ functional \ regional heads under you. Your additional skills involve understanding of external operating conditions and establishing, improving, and reconfiguring business processes.
You need access to external resources and networks. These skills can be sharpened through the Regenerative Leadership –Advanced program. - Business Head (COO, Operating Division Head, Profit Center Head) :
Your additional skills involve understanding and optimizing business models through business processes. Understanding impact of market forces and developing agenda is important. Ability to understand branding & communications may be crucial in several situations.
These skills can be sharpened through the Regenerative Leadership –Advanced program. The programs should be supplemented through more industry specific and customized coaching. - CEO (Managing Director, Executive Director, President with independent charge):
Your additional skills involve understanding and shaping organizational culture and values, and structure. Ability to transfer and reuse learning from one area to another is crucial.
Skills in managing business portfolio are relevant in several situations. Ability to offer thought leadership at industry level, on regulatory and society issues is important.
These skills can be developed through Regenerative Leadership –Advanced program. The programs should be supplemented through more industry specific and customized coaching. Business Strategy advice and coaching is critical.