If You Love Someone, Set Them Free

Yes, the topic today is “Talent Mobility.” 

But Meg, you say, Mark already covered this topic a few weeks ago. Yes, I know he did, but I’ve made a career out of repeating what Mark has to say, I don’t see why I should stop doing that now that I have a blog goal of an entry every week

So the question is, how do managers deal with the conflicting priorities of wanting to succeed against their own objectives vs. the goals of their team members for career development? Especially when the next career progression for an individual is not an opportunity that the manager has on their team? How does an HR group encourage the idea of individual career development if they have managers who are incented to hoard talent? 

One of the first problems to address is how you incent your managers. If their incentives are exclusively project based and not based on growing their people you are probably going to have limited success in driving the kind of employee engagement that we have been talking about here at TalentedApps.

Another key factor will be showing talent mobility as a core value. Are those managers who develop and share talent known in your organization? Does your organization see these managers as more valuable? They should. Managers who are able to develop and share talent are going to provide more long-term value to your company than those managers who are only concerned with their own personal objectives. In addition, those managers who are good at spreading talent across your organization are probably those managers who have a more effective network in the organization, certainly a more loyal one.

So, as you look to set your own objectives this January think about how putting opportunities for those who work for you ahead of opportunities for yourself. Not only does the golden rule tell you to do this, but in the end, you and your company will benefit more as a result. 

Also, consider thanking someone who was influential in your own career by helping you achieve your own career goals, especially when that involved being open to the idea of you working somewhere else if that was necessary. To that end, I would like to thank my last two bosses (you know who you are and are probably thrilled to have me mention you publicly) who have made personal sacrifices to help me grow professionally. This, in addition to having to put up with me as an employee, certainly disserves a good karmic return. 

This blog was originally posted on TalentedApps.