{"id":5599,"date":"2014-04-23T08:00:14","date_gmt":"2014-04-23T12:00:14","guid":{"rendered":"http:\/\/ccpa.scottbuckingham.ca\/blog\/?p=3428"},"modified":"2014-04-23T08:00:14","modified_gmt":"2014-04-23T12:00:14","slug":"make-it-help-it-let-it-happen-career-management","status":"publish","type":"post","link":"https:\/\/www.ccpa-accp.ca\/fr\/make-it-help-it-let-it-happen-career-management\/","title":{"rendered":"Make-It-, Help-It-, Let-It-Happen Career Management"},"content":{"rendered":"
Make-It-, Help-It-, Let-It-Happen Career Management<\/strong><\/div>\n
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\"\"How does a corporation help its employees develop their careers for the future? At CIBC,\u00a0Barbara Wilson<\/strong>\u00a0told Career Buzz listeners (March 26, 2014<\/a>), about three levels:\u00a01.Make it happen<\/strong>\u00a0is about “more deliberate” initiatives including succession planning and executive talent management.\u00a02.Help it happen<\/strong>\u00a0means that key roles, say in retail or wholesale banking or IT, have “well planned out career paths” and support. Also in this level, Barbara spoke about “affinity networks” focusing on diversity including youth, women, aboriginal community, internationally educated professionals, people with disabilities, and others, and provides them with professional and personal development, communities of practice to support internal networking, and tailored coaching.<\/p>\n

 <\/p>\n

At the\u00a03.Let it happen<\/strong>\u00a0level, “career can be employee owned but it doesn’t mean employees are left on their own.” The let it happen level is now one of Barbara’s main areas of focus by making it “more robust and supported with career tools.”<\/p>\n

What are the clues that apply to you?<\/strong>\u00a0Consider which of the three levels of career management that Barbara spoke about, applies to you and learn how to access the support you have internally. \u00a0Try this:<\/strong>\u00a0If you’re in the let it happen level of career management at your organization, reframe your idea about\u00a0career management along the lines of what Barbara said about CIBC, that it’s a “shared responsibility between employee and manager, supported by the organization.” As such, you can start taking your share of the responsibility by writing your ‘career statement<\/a>‘ which you can share with your manager. It might sound like this: “Here’s how I’d like to shift my career internally ____ and what I’d like to do more of ___. These are my strengths and accomplishments that support such a move ___. Here’s a story of when I used these strengths ___.”<\/p>\n

 <\/p>\n

Need help making your career happen in a more proactive way?<\/strong>\u00a0Check\u00a0our individual career programs<\/a>.<\/p>\n

 <\/p>\n

Listen to the whole interview<\/a>\u00a0with\u00a0Sharon Ferriss<\/strong>\u00a0of CERIC, and\u00a0Luciano Volpe<\/strong>\u00a0&\u00a0Frank Colella<\/strong>\u00a0of Inspire Toronto.<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Make-It-, Help-It-, Let-It-Happen Career Management How does a corporation help its employees develop their careers for the future? 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