Taking the Leap Career development strategies for the finance professional Graham Hart, Director, Leadership by Design
Taking the Leap Career Tips for Finance Professionals
Sep 20, 2014
Slides from the recent October One Stop Update for Accountants Conferences in Auckland and Wellington New Zealand
www.leadershipbydesign.co.nz
Leadership by Design was asked to speak at the above conference on "Taking the Leap Career Strategies for the Finance professional." We knew we had taken the right angle NOT to talk about Career Plans when we asked the 150 delegates how many of them had a Career Development Plan? We don't seek out to highlight Finance professionals as being any different from any other work groups to although of course they may be. Those that indicated they had a plan numbered less than 10 and even allowing for those that have a plan but were reluctant to raise their hands by any stretch of the imagination it was a small minority.
Perhaps not surprisingly what research there has been seems to support this view that the majority of mid-career managers do not have a career plan.
It is interesting when you consider these two perspectives:
1. The world is volatile, complex, changing and full of ambiguity
2. Despite endless restructuring and significance job losses in the last few years there is still a talent shortage
www.leadershipbydesign.co.nz
Leadership by Design was asked to speak at the above conference on "Taking the Leap Career Strategies for the Finance professional." We knew we had taken the right angle NOT to talk about Career Plans when we asked the 150 delegates how many of them had a Career Development Plan? We don't seek out to highlight Finance professionals as being any different from any other work groups to although of course they may be. Those that indicated they had a plan numbered less than 10 and even allowing for those that have a plan but were reluctant to raise their hands by any stretch of the imagination it was a small minority.
Perhaps not surprisingly what research there has been seems to support this view that the majority of mid-career managers do not have a career plan.
It is interesting when you consider these two perspectives:
1. The world is volatile, complex, changing and full of ambiguity
2. Despite endless restructuring and significance job losses in the last few years there is still a talent shortage
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Transcript
Taking the Leap Career development strategies for the finance professional
Graham Hart, Director, Leadership by Design
Two powerful paradigms direct us:
It’s a VUCA world Getting different perspectives Asking the right questions Getting ready for opportunity
Overview
Explore and
Establish
Growth Maintain and
Adjust
Lower Aspiration
s Decline
A Career: “as a person’s course or progress through life (or a distinct portion of life)“ (OED)
Enrichment opportunities such special projects or assignments
Lateral career movesVertical career movesExploration of related job titles or
departments in preparation for a possible internal move
Realignment of your career with your personal goals which might mean a downward move reduced hours or other changes
Relocation to another business unit or city.
Up down or sideways?
It’s a VUCA world
Volatile
Complex
Uncertain
Ambiguous
1. We think in maps 2. Perception is
driven by our hardwiring
3. Changing old wiring is difficult
4. Making new wiring is easy
Insights from Neuroscience
6 Sources of growth:1.A job change to a more challenging
role2.A developmental task while in a
current role3.Role models, coaches and
mentors4.Feedback 5.Courses and Reading 6.Personal learning and reflection
Getting Differing Perspectives
Coach or counsellor, Sponsor and advocate, Role model, Supporter, Sounding board, Listener, Critical friend, and Career advisor.
Some of the important functions that mentors carry out include being a:
An approach to Mentoring
Who is in the driving seat?
Most Executives mid- career have no plan
Start with your desired outcomes or risk doing nothing or going nowhere
What questions should I be asking?
Optimistic rather than pessimistic Solutions rather than problem
based Agile rather than fixed Inquisitive rather than accepting Courageous rather than timid Self aware rather than self-denial Comfortable with ambiguity
How is your Mind-set driving you?
Periodically ask yourself What training or skills
development do I need to achieve my goals?
What relationships or network do I need to build to achieve my goals?
What are potential obstacles or challenges to my goals and how will I handle them?
What new habits will I need to develop?
What industry and professional information will I need going forward?
Dynamic Plan : How to accelerate progress
• What are we talking about and what’s at stake?
• Impact & influence • Your on-line social & professional profile • Personal presentation
YOUR BRAND
Assessing Self
Exploring options
Developing Skills
Marketing Self
Performing
Career Direction
MY PLAN
1. There is no plan.2. Think strengths, not weaknesses.3. It's not about you.4. Persistence trumps talent.5. Make excellent mistakes.6. Leave an imprint.
Getting Ready for Opportunity
There is no Plan
Think strengths, not weaknesses
It’s Not About You
Persistence trumps Talent
Make Excellent Mistakes
Make Excellent Mistakes
Leave an Imprint
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