Photo By Albert Gea / Reuters
In small groups the prospects of promotion are limited if you are a middle Manager, the next step is a Director
It is believed that career heights are best to achieve in a large company, as a front man opens up a number of steps waiting to be climbed. Typically in corporations, a hierarchy of positions developed quite clear and there is a set of tools that contribute to professional advancement, for example, special development programme or talent pool. With their help, the employee understands what actions he should take to get a coveted promotion.
Unfortunately, not all companies can boast of such capabilities, because the needs of modern business often dictate the need for flat organizational structures. In this model, the management in small companies there are three main levels of hierarchy: top managers, middle managers and specialists, where the latter are the only performers. This is done to speed up the exchange of information and the fastest possible execution of tasks, since the more complicated the organizational structure, the slower are all the business processes. It turns out that in small groups the prospects of promotion severely limited: if an ordinary employee became a middle Manager, the next level is the Director, and in order for her to take, you need to place first opened up.
Of course, this does not mean that in such cases the likelihood improvement is completely absent. With the right approach it is possible to organize an effective system of growth, focused at enhancing both the professional and managerial skills.
For example, it is possible to divide staff development for career and professional. If we visualize the system on coordinate axes, then horizontal will be the development in the role of the head in the vertical — as a specialist, and the chart will Express the dynamics of growth in both parameters. Any career has a dual nature — professional development and career growth, it is practiced around the world. Those who have the ambition and managerial skills, seeking to occupy the respective position. Of course, not everyone is so ambitious, there are people who are indifferent to the role of Manager, they’re more interested in their professional projects, and they grow in the role of expert.
In different companies in different ways, but the most successful model of staff development is one that focuses on the perfection of man as a specialist. You can develop a system of grades, each of which would imply a different set of competencies from specialist to Manager.
The development of new skills is a key condition for the transition to the next stage, as increase always involves additional work tasks.
In parallel with this, the company needed to raise our own personnel to try to provide opportunities of internal promotion for each employee, in the long term for the next year and a half to offer him a raise. This applies both to specific job titles and expanding responsibilities, for example, the in-house company projects involving colleagues of different specializations. You can also attract staff to the initiative-related activities outside of work: participation in sports events, team competitions, quests.
A big mistake made by those organizations that do not pay attention to internal training. The best would be to develop its own program, customized to the needs of the company and employees. It may include fundamentals of management, effective communications, and various industry courses — depends on the orientation of the company and the current situation within the team. Having these classes can themselves as leaders and invited speakers. Such activities very often has a lot of popularity within the team.
1. Feel free to Express yourself
Employees often do not Express their desire to develop and expect that the user will sooner or later itself will notice what they are talented and promising. If you want career growth, it is necessary to discard false modesty and directly contact your supervisor or HR Manager. Practice shows that usually management thinks differently than subordinates, and believes that if a person has some needs, he will come tell me about them.
The modern business is very dynamic, and often new directions. So do not be afraid to offer some ideas for the development of them may be born an internal project that will charge you. This applies both to employees who already occupy strong positions, and aspiring professionals. There are examples of employees who started their way from the starting position, achieved incredible heights.
2. Your development is happening here and now
Often managers, occupying top positions believe that they stopped in its development and that further growth is impossible. This is not so. As a rule, employee is not an expert on career management and therefore may not always objectively assess their prospects in the company. Meanwhile, the periods of “stagnation” usually only appear wonderful. For the period of the particular position one is confronted with similar tasks in ever-changing circumstances require a totally different approach, often even opposite.
So, I believe that to speak of a “career ceiling” for top-Manager is irrelevant, in this role there is no limit to perfection. Again, today, the business develops very quickly, often the Director of some of the functions for a long time being very successful and effective, increasing the scale of business is simply overwhelmed and the company is forced to transfer them to positions of deputies, and the role of the top Manager to attract a candidate from outside. Sometimes, on the contrary, the active development of the company and expansion of the strategic horizon boosts professional growth of leaders, and they are willing to take on fresh challenges and conquer new peaks.
3. Learning and growth
Well, if the employers give the opportunity to study at the expense of the company. However, not all organizations are ready to invest in professional development of staff, so most of them are engaged in professional development for their own money.
As career development involves the continuous development of new competences, it is necessary to pay due attention to self-education. This advice may seem rather trivial, but practice shows that the most successful stories of career growth happen with those who are “in trend” and manages to navigate in a continuously changing business world.
Today people often change the scope of activities, and a key condition for professional success is the ability to learn and adapt quickly to new realities. So you need to constantly expand your professional horizons: reading business literature, specialized Internet portals, to attend the conference and interested in related fields. In addition, the vast majority of areas have an Autonomous region, which is quite possible to develop independently, for example, through master classes or online courses. Subsequently, the acquired skills can be implemented in the workplace, expanding their area of responsibility. In many companies, by the way, is paying for the additional premiums.