Jul 19, 201601:41 PMMind Your Business
with Corey Chambas
Are you planting seeds for growth within your organization?
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Some of you reading this may be thinking, “What if after investing all that time and money in an employee, they decide to take a job elsewhere?” I was troubled by this thought when someone we had significantly invested in developing recently left our organization. But then I quickly thought about this little exchange that I had seen before:
CFO asks CEO: “What happens if we invest in our people and then they leave us?”
CEO responds: “What happens if we don’t and they stay?”
There are also two intersecting demographic forces that play into the current importance of this development issue. First, there’s the fact that after the tail end of the baby boom (which I’m part of) there are just fewer people and therefore less talent to fill leadership roles that will be opening. Since there are fewer 35 to 50-year-olds to step into these positions, there will be a need to advance some from the millennial generation into leadership positions more quickly.
This ties nicely into the (sometimes criticized) desire of millennials to progress quickly in their careers. Another common knock on millennials is they need frequent feedback. Well, the only way someone can improve is if they are receptive to feedback and want to know what they need to do better. So both of these millennial “traits” may actually prove beneficial for the workforce in the long run.
I understand that real talent development is a significant investment, but if you are looking to perpetuate and grow your organization over the long term, you better be planting, watering, and fertilizing now.
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