1) building the knowledge, skills, and abilities of others and helping them develop and achieve their potential so that the organizations they work for can succeed and grow;
2) developing and guiding those star employees who are most able to contribute to the company’s success and growth by understanding, managing and developing their talents in the best possible way.
Developmental Network Questionnaire by Higgins
Lifetime employment’ is out. ‘Lifetime employability’ is in.
It takes a village…not just one mentor.
Developmental networks are more explanatory than single mentoring relationships when it comes to career success.
Understanding your network and how you may want or need to change or enhance it is paramount.
Premise: The self is inseparable from interaction with others and that connection in meaningful relationships is essential to professional learning and development.
- Key Points:
- There are no right answers and no ‘best’ developmental network. You will see a ‘snapshot’ pattern.
- Self-reflection takes emotional energy, comfort and patience and should not be rushed.
Hard benefits of strong Developmental Network fit:
Increased career opportunities, greater recognition and visibility, higher rates of promotion, greater work commitment
Soft benefits of strong developmental network fit
: enhanced job, work satisfaction, and life satisfaction, identity clarity, greater self-efficacy and higher levels of self-perceived success
Developmental Network: Career Support
- C1 – Career strategizing
- C2 – Challenging work/skill-building assignments
- C3 – Coaching
- C4 – Exposure and visibility
- C5 – Job-related feedback
- C6 – Information sharing
- C7 – Protection and preservation
- C8 – Sponsorship
- C9 – Freedom and opportunity for skill development
Developmental Network: Psychosocial Support
- P1 – Acceptance and confirmation
- P2 – Counseling
- P3 – Emotional support
- P4 – FriendshipP5 – Personal feedback
- P6 – Role modeling
- P7 – Inspiration and motivation
Key Criteria for Picking Alliance Partners
- Strategic complementarity?
- Complementary skills?
- Compatible management styles?
- The “right” level of mutual dependency?
- NOT an “anchor” partner?
- NOT the other half of an “elephant-and-ant” complex?Workable operating-policy differences?Workable cross-cultural communication?-
open to membership of almost anyone in a country (e.g., Australia, Denmark, Great Britain)
represents all people in one organization, regardless of occupation or location
represents people from one occupational group, such as plumbers, across industries
represents all people in a particular industry, regardless of occupational type
White collar or professional union:
represents particular occupational group, similar to craft union
represents one occupational group in one company