Take control of your own Personal Development

As new generations enter the workforce, many jobseekers look for work opportunities in companies that will help with their own personal development. But whose responsibility is this really? Is itHuman Capital Management personal development up to employers to provide training or should individuals be taking the initiative if they want to progress in their career?

In terms of Human Capital Management, business are recognising that they do have an important role to play. When they invest in their staff and create a stimulating work environment, it helps to reduce attrition and increases employee engagement which often results in greater productivity. This helps them to retain and develop top talent that contributes to the company success. So it is in a company’s interests to provide training and career development opportunities.

The Development Dilemma

The problem is that often employees will complete the training and gain the benefit from it and then move on elsewhere, so the money and time invested in those employees is benefiting someone else and not the company who provided the training. This dilemma results in companies being selective on who they provide training to, often choosing to invest in employees that show themselves to be proactive and interested in adding more value to the business as well as their own personal development.

One method that companies are in investing in terms of human capital management is gamification. This incorporates self-directed learning into a gaming type platform. It allows employees to create their own persona online, register for and complete training in their own time and gain recognition for their efforts. It’s proving to be a valuable tool because those employees that are really invested in personal development have the opportunity to complete additional training modules and further their own knowledge while at the same time encouraging others to do the same by their example.

But what if the company you work for does not provide these opportunities, or limits them to a select few senior staff? How can you progress in your personal development so that you’re consistently building your career? Here are our top 3 tips:

Set Goals and Objectives

Give some thought as to where you want to me in the short, medium and long term. What type of Human Capital Management role to do you see yourself fulfilling in 5-10 year’s time or by the end of the year? What are the stepping stones to get there? What skills or type of experience will you need and how can you accomplish that?

Asking these questions will help you set clear goals and personal objectives. Remember too, the golden rules of goal setting: Goals should be specific, measurable, action-oriented, reasonable and time-based. Start with weekly goals, setting milestones that are a starting point to reach your long term human capital management goals.

Breaking bigger goals into bite sized chunks not only helps to keep you on track, it’s also extremely rewarding to tick off tasks. It gives you a sense of accomplishment which encourages you to keep moving towards your bigger personal development goals.

Coaching and Mentoring

Find someone who can mentor you and don’t underestimate the value of this. If you have some budget available you may want to invest in a personal or business coach. However, keep in mind that this is the type of relationship that will develop over time and could get quite costly if you choose to have regular weekly or monthly meet up sessions. A coach is someone who is trained (and certified) to help guide you in making decisions and helping you uncover what’s most important to you so that you can then direct your personal development efforts into specific areas of your life.

Mentoring on the other hand may be offered free of charge in an organisation or on an industry forum. This is where more senior people freely give of their time and input and are there to listen to your questions and provide advice based on their personal experience. This could be a senior colleague, manager or even director in the firm.

Keep in mind that a mentor needn’t be someone you meet with in person. You could connect with someone in your industry online and have video chats as mentoring sessions, or have a set up where you can communicate over email or chat.

Finally, there is also the option of reading inspirational stories and books by leading business and industry personalities. These books can provide valuable insights on how they achieved success that you can incorporate into your personal development and goal setting.

Beat the Imposter Phenomenon

Many people don’t progress in their careers, not because they don’t have the skills and abilities, but rather because they don’t believe in themselves. They live with a sense that they’re an imposter and soon someone will find out that they aren’t all they’re supposed to be. Part of personal development is recognising your skills and value you can contribute to a business. Believe in yourself and that you’re worth investing in, because if you do, others will too.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.

Who Can Help Fast Track Your Career? A Mentor, Sponsor, or Both?

The chances are you know all about using mentors as a resource for guiding your career, but do you recognise the value of sponsors too? If you really want to get ahead in the competitive career marketplace, then you may need to consider seeking different types of guidance.

While a mentor can help you to develop your career, and inspire you towards your goals, a sponsor offers unique skills that could make you even more competitive in your space. While mentors and sponsors are frequently confused with each other, they offer very different benefits. Additionally, while there may be countless mentors in the world, sponsors are much harder to come by.

Here, we’ll help you understand the difference between a mentor, and a sponsor, and decide whether you need one, the other, or both.

What’s the Difference Between a Mentor and Sponsor?

So, what’s the difference between a sponsor and a mentor? A mentor is someone who helps you to understand your position in a specific industry. He or she can help you navigate the unwritten rules of a marketplace, and recognise the strengths you have in your role. In some cases, a mentor might even help you to pinpoint your future career goals. Mentors are most helpful for people who are just getting started in their career. They offer advice for helping you take the next step in your professional life, and steer you around any potential hurdles you might face.

A sponsor, on the other hand, is someone who generally works in an influential role within your organisation. This is a person who’s happy to advocate for you, and sing your praises where necessary to give you access to brand-new opportunities. Sponsors can help you to connect to new career opportunities, by recommending you for crucial assignments and helping you to establish relationships with other influential people.

What are the Benefits of Having a Mentor?

Mentors are a fantastic source of knowledge for the budding professional. These people fully understand the culture of the company that you work for, and can provide you with plenty of valuable knowledge. However, you’ll need to choose your mentor with care, the traditional choice is a leader in your business with a great track record, and a clear vision for the future.

Mentors benefit their mentees by:

  • Providing you with limitless confidence because they see your potential, and help you to harness it.
  • Guiding you towards success and helping you to avoid the mistakes they might have encountered at the beginning of their career.
  • Giving you a reality check and asking you to answer difficult questions in the pursuit of your professional goals

 

What are the Benefits of Having a Sponsor?

According to a study by the Centre for Talent Innovation, people with sponsors have a 23% greater chance of excelling in their careers, compared to people without sponsors. Sponsorship isn’t as well-known as mentoring, but it can be just as important. After all, a sponsor can put you forward for new positions, and act as your advocate as you move towards new things.

Sponsors benefit their protegees by:

  • Helping you to pinpoint your goals, and then opening the doors to those goals with recommendations, advocacy and more.
  • Ensuring you connect with the right people by connecting you with a wide network of influential professionals in your industry.
  • Showcasing you to the world and helping you to discover new opportunities you may be unable to access alone.

Do You Need Both a Mentor and a Sponsor?

For most people, mentors and sponsors will both represent key elements of workplace advancement, but these professionals rarely come in a single person. As the job market becomes increasingly more competitive, people who can develop sponsor and mentor relationships will be best prepared to perform exceptionally in their roles.

Both sponsors and mentors can be crucial to maximising career growth, and they may represent some of the most important relationships in your career. When introduced to each other, your mentor and your sponsor can create a formidable team that are devoted to helping you reach your maximum potential.

How can You Find your Sponsor?

Finding a mentor is easy enough, as you simply need to approach someone you admire within your industry. However, finding a sponsor is not quite as simple.

The important thing to remember about sponsorship, is that it’s a two-way street. While your sponsor will make you look good by accentuating your strengths, and giving you new opportunities to shine, you’ll have to make your sponsor look good by excelling in everything you do. Perhaps the easiest way to begin looking for a sponsor is to start networking in your industry, but you should also focus on being incredibly high-performing in your role.

Tackle significant challenges in your industry head-on, and make sure that people in senior positions throughout your company are well-positioned to recognise your achievements. Standing out from your peers with exceptional work will make sure that your sponsor comes to you. Remember to take on projects that go beyond your role, and ensure that people know about your accomplishments when you make them.

The more you accomplish the challenges you set for yourself in the workplace, the more you’ll attract sponsors. At the same time, however, you’ll also benefit from a greater chance of promotion, more self-confidence, and a stronger position in your workforce.

Resource On Demand is Europe’s first specialist Salesforce Recruitment Company. We assist the world’s leading organisations to grow their technology teams. Supporting companies to fill roles that span across digital marketing, marketing automation, Human Capital Management, CRM system management and, Salesforce developer, Salesforce consultant and Salesforce admin jobs.

 

The team at Resource On Demand have access to an extensive database of key talent, registering over 8000 professionals each year. To find out how we can support you call us on +44 20 8123 7769 or rod@resourceondemand.com.