CAREER MANAGEMENT

Are organisations missing forest for the trees? There has been so much focus on managing people, managing projects and at best managing individual aspirations, the big picture of managing careers gets lost. While coaching and mentoring always struggled to find its place in scaled organisations, the post covid world is pushing it to extinction. Work from office environments forced people to come together, share problems, find solutions and guide each other. This is no longer a priority in today's virtual world. 

Research suggests that successful organisations differentiate themselves through an organic culture of mentoring, which is not born out of mandates or forced meetings, but by an innate desire to help others and see them be successful. Mentoring cannot be forced in to a "2 hours a week" schedule or through "Ask these questions to your mentee" prescription. Mentoring can only be experienced through intentional but informal and in-person conversations, knowing what your mentee needs help with and guiding them towards opportunity pathways. There is no secret sauce to managing careers, its just your innate desire to see others become successful. Scaling organisation requires a "career management through mentoring" approach. Have you found your secret sauce yet? If not, we are here to help. 

Life has always been an indefinite search for balance. Balance between employees desire to work from home, save the commute, allowing time for chores, support the dependents, get best out of their working hours vs organisations desire to increase productivity by bringing together teams, create an environment where employees trust each other, solve problems together, learn and grow together. And this balance was believed to have been achieved through a silver bullet called "Hybrid". Every industry expert touted "Hybrid" as the future of work we have always been waiting for. In reality Hybrid was everybody's interpretation of convenience, equated to either WFH or WFO, whichever was desired. 

Organisations mandated, then diluted, then mandated and again diluted few days of WFO as their version of Hybrid model. This then met with employees version of "I will try to come to office but not very sure" version of Hybrid model. With the balance shifting one way and then other, the world seems to have now given up on Hybrid with executives emphatically declaring that WFH was never going to be successful. This declaration also draws its courage from the fact that "great resignation is now over". Its worth to note though, that employees will always have the last word. And you can bet the house, that word is not going to be "Hybrid".

This is a long form text area designed for your content that you can fill up with as many words as your heart desires. You can write articles, long mission statements, company policies, executive profiles, company awards/distinctions, office locations, shareholder reports, whitepapers, media mentions and other pieces of content that don’t fit into a shorter, more succinct space.

Articles – Good topics for articles include anything related to your company – recent changes to operations, the latest company softball game – or the industry you’re in. General business trends (think national and even international) are great article fodder, too.

Mission statements – You can tell a lot about a company by its mission statement. Don’t have one? Now might be a good time to create one and post it here. A good mission statement tells you what drives a company to do what it does.

Company policies – Are there company policies that are particularly important to your business? Perhaps your unlimited paternity/maternity leave policy has endeared you to employees across the company. This is a good place to talk about that.

Executive profiles – A company is only as strong as its executive leadership. This is a good place to show off who’s occupying the corner offices. Write a nice bio about each executive that includes what they do, how long they’ve been at it, and what got them to where they are.