Developing Talent through On-the-Job Experiences
Utilizing the right mix of talent development approaches continues to be a challenge for many organizations. Most organizations lean more heavily into training because it’s perceived as a quick and easy fix. As proposed by Eichinger and Lombardo, “Lessons learned from successful and effective managers are roughly, 70% from tough jobs, 20% from people (mainly the boss), and 10% from courses and reading.” Using the 70:20:10 model effectively requires planning, follow-up, monitoring and accountability from all affected parties—senior leadership, stakeholders, employees, and HR. However, when all is said and done, this approach benefits all and goes right to the bottom line. The following are some tried and true methods for talent to learn and develop through experience:
Expand the scope of work:
- Take on new responsibilities
- Increase span of control
- Increase decision-making authority
- Substitute for manager in meetings
- Take on managerial responsibilities
Learn through solving real problems:
- Participate in a group to solve a real business problem
- Apply new learning in real situations
- Use feedback to try a new approach to an old problem
- Take on new work and solving problems within role
- Introduce new techniques and approaches
Learn through new experiences:
- Champion and/or manage changes
- Cover for others on leave
- Gain exposure to other departments/roles
- Work with a recognized expert
- Take part in a project or working group
- Participate in coordinated role swaps or secondments
- Take on stretch assignments
- Increase interaction with senior management, e.g. meetings, presentations
- Make time for day-to-day research and reading
- Assume leadership activities, e.g. lead a team, committee membership, executive directorships
- Participate in cross functional introductions, site/customer visits
- Research and apply best practices
- Apply standards and processes, e.g. Six Sigma
- Work with consultants or internal experts
- Exploit opportunities for internal/external speaking engagements
- Take a role in annual budgeting processes
- Carry out interviews
- Take part in project reviews
- Take on community activities and volunteering
These are but a few ideas on how your organization can promote talent development using on-the-job experiences. If you ask your stakeholders, I bet you will get even more suggestions! Now is the time!
References:
The Career Architect Development Planner, Center for Creative Leadership, Morgan McCall, Robert Eichinger, Michael Lombardo
Author: Patricia Dammann
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