Whether it is explicit, informal or just an understanding between the executive team, most organizations have a fair idea of who they consider to be their Talent. Talent are those identified by HR or the executive team as people with the potential or current attributes to enable the achievement of business goals. Some of the companies we work with have a defined ‘talent’ programme, others just know which staff they need to retain to have enough ‘bench strength’ to meet organization demands and opportunities.
Regardless of how your organization approaches the Talent paradigm, if you want to be given prime career opportunities, you need to be considered as key talent.
Based on our conversations with corporates about their talent programmes, here are a few tips:
Be clear about your long term career goals and how they fit with your employer. Don’t focus on one role, but instead think about the future needs of the organization and the fit with your career aspirations. If you want to be an expert in your field for example, consider how this will contribute to the overall company vision. Creating your career strategy and sharing this with your leader or HR helps them to see how you can contribute in the long term.
Regardless of level, you will be remembered by your attitude to change and conflict and your general demeanour. Consider your ideal personal brand and how this fits with the organisations defined values. Is your daily attitude a good model of the values desired?
To support your ability to contribute at senior levels, you should have solid commercial nous. This is demonstrated by your understanding of economic issues, global or industry challenges and opportunities, competitor activity and other factors that contribute to your organisations success. Honing your critical thinking and decision making ability all contribute to being seen as commercially savvy.
A common challenge when looking to promote internally is finding someone who has demonstrated a pan-company perspective as opposed to operating their team as a business silo. Make sure you are aware of issues impacting your colleagues across the organization, find ways to contribute to projects that have broad organizational impact and build networks accordingly.
Before you will be considered for internal opportunities or stretch assignments you will need to be an excellent performer in your current position. You should be top of your game in terms of technical proficiency, the competencies you demonstrate and extra value you add to your team. To grant you a promotion the company will want to have witnessed you in action and will evaluate your past performance as well as the talents you would bring to the new role.
Seize every opportunity to demonstrate your ability to hold a higher position. You must be able to take on extra responsibilities and show how competently you can deal with it. Additional contribution through improvements in wider working practices and implemented ideas to increase profits or build the company band will help keep you top of mind. Having an internal career advocate at a senior level can also fast track your career.
The overall message is to be proactive in the management of your career. Don’t wait to be identified as Talent by your organization – act like Talent every day so that you are the natural choice when your dream opportunity arises.
Sit in the driver’s seat of your own career.
Fuel50 gives you everything you need to have a successful career – from gamified tools to help you to understand what your career drivers are, to engaging career pathways to career-changing insights and actionable plans.