Workplace Success Myths & Tips |
December 2011
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Dear [FirstName],
As 2011 draws to a close--and the economy shows signs of improving--many will take stock of their work status. Some who have delayed their retirements will decide to take the plunge and move to the next phase of life. For organizations, this means at the same time they are trying to recover, they must do it with declining workforce knowledge and capability.
This potential reality for organizations in 2012 will place succession planning and knowledge transfer high on the priority list. This month we will share today's trend on succession planning and provide suggestions for positioning yourself and posturing your organization for recovery success.
Make a plan to not only survive the upcoming turbulent teens but to emerge from from them stronger than ever! And from us to you--Happy Holidays! |
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Workplace Myth #11
"Corporate wisdom will always be there."
This myth has been perpetuated by our economic situation. The fact is that many people delayed their retirements when the stock market tanked. Also, prior to the recession there was sufficient fluff and flex in many organizations that allowed them to slow down and recover after a critical personnel loss.
Here are some other factors that will be impacting workforce knowledge and capabilities: estimates show we will need 30 million college-educated workers by 2020, and that by 2018 there will be 4 million jobs than workers. These estimates reflect what we all know will happen--the baby boomers will retire sooner or later.
If you are an employer, this eventuality has far-reaching consequences. Sure, you'll be adding employees who may save you money because they are less experienced. But you'll be losing critical corporate knowledge when those oldsters retire and you will need to get creative to fill large and extended gaps.
If you are an employee coming into the workplace, try to be a sponge and learn as much as possible before the retirees vacate the organization. And if you're one of the ones leaving, recognize your own areas of expertise, organize information so that the new people can come up to speed quickly. It can be your legacy to help your organization succeed.
Succession planning and knowledge transfer are no myths--2012 should be the year you find ways to integrate them into the daily routine. Focus it on areas of expertise and critical capabilities rather than on position. |
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Today's Workplace Trend:
Many of today's organizations forego and even resist traditional succession planning in lieu of having an open field for acquiring new talent from competitive recruiting. Nevertheless organizations must be concerned with sustaining core capabilities and areas of expertise that enable and support their brand. Succession planning has everything to do with brand sustainment and growth--it's not about assuring key positions are occupied the minute they are vacant. Here are few suggestions for today's succession planning:
Know and name your core capabilities and areas of expertise. These change over time--so every year or two, organizations should identify what is on their list. Executives should identify these, track the depth and breadth of the organization's personnel in these specific areas, and put in place mechanisms for growth and sustainment.
Name and introduce your current experts to the masses. When your employees know the experts, they know the breadth of your organization's work. It also provides them a basis from which to determine what their future may be in your organization, and what training they may need to be successful. Help your employees identify how they connect with the core capabilities and areas of expertise required for organization success.
Truly create a learning organization. Require your experts to be teachers and facilitators of capacity in the workplace. Value learning and institute a variety of forums to promote learning, sharing, and collaborative problem solving among unlikely groups in your organization. Get creative with bringing people together. This "fringe" is where creative problem-solving and breakthroughs in technology occur. Leverage your diverse disciplines, and get started now! 2012 could be a huge transitional year, and it's coming soon. |
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Happening Right Now:
"The Essential Employee" might be the perfect gift for someone in your life! Link to our website below to purchase a gift that will give throughout their career.
Book a 2012 workshop or speaking engagement!
Note to all teachers--Our Facilitator's Guide is available for your second semester planning. Great for any career, job readiness, or work skills class! Check it out on our website.
Our blog is up and running! Chat with us about workplace trends and issues!
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Quick Links:
essentialemployee.com
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Success Media and Events |
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Learn More:
Do you want to learn more about becoming more essential (and competitive) in the workplace - or would you like to help others become more essential? Be sure to confirm your email subscription at the top of this newsletter to continue to receive information about today's workplace and how to succeed in it.
Please forward this to the graduates, employees, supervisors, or educators in your life. They will appreciate your thoughtfulness (and our tips)!
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Recommended Resources
The first book in the series is available!
"The Essential Employee: The Adventures of Carmen Senz."
Check out this engaging, easy-to-read story based on research in organizations across the USA. The story is about Carmen Senz's first six months at work and the lessons she learns about being an essential employee. It's a fun way to learn important lessons that will make you more essential in the workplace.
"I have read the first few chapters of The Essential Employee and found it difficult to put down. The story line teaches a lesson while remaining engaging for the reader. I would recommend this to other educators." - Carissa Monatukwa, Teacher
"Essential Employee Facilitation Guide"
The perfect resource for teachers and trainers to implement "The Essential Employee" in a learning environment. Includes suggestions for learning activities both in and away from the classroom.
"I highly recommend this book to training professionals, employers and most importantly to employees who want to discover what it takes to build their skills and be successful." - Karen Holcomb, Executive Director
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About Us
Judy Free and Traci Maddox are friends, colleagues, and co-authors of "The Essential Employee." They met in 1999 and worked together for several years as organization consultants-helping large and small organizations implement change. During their work together, they discovered a mutual passion for helping individuals succeed! And so they embarked on the journey to help employees become more successful in the workplace. Most books are written for leaders and managers-but Traci and Judy thought employees could benefit from their own book. Thus, Carmen (our heroine) was born to teach all of us how to be more essential.
Traci and Judy conduct speaking engagements and workshops all over the country-helping others understand and use the REACH framework outlined in their book. In addition, they both own thriving consulting practices and work on a wide variety of projects like strategic planning, change management, teambuilding, facilitation, and training. Their desire is to help individuals and organizations REACH their Peaks.
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Use Our News As A Resource
Would you like to reprint something you have read here? If so, you MUST include our bio and link. Please use the following information (changes only if we have reviewed and approved them):
Judy Free and Traci Maddox are authors, organization consultants, and coaches whose passion is to help individuals and organizations REACH their peaks. They help people across the USA become more effective, more focused, and more successful. Receive their free news updates and workplace tips at www.essentialemployee.com
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Thank you for your time and interest! Visit us at www.essentialemployee.com for events, workshops, surveys, products, and more information.
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