个人发展计划方法指引

CreatingaHigh-qualityIDP…2.0!HowtouseCareerExperienceMaptostrengthenyourIDPBriefingfor:HRPartnersSupportingOHRPDevelopmentPlanningProcess(SuggestAllBand8andabovetocompleteCareerExperienceMap)Objective1.UnderstandtheCareerExperienceMapandhowtocompleteit2.Learn“How-to”leverageyourCareerExperienceMaptostrengthenyourIDP(casestudies)Page2WhatistheCareerExperienceMap?•Page1oftheOHRPformFromToTitle,OrgFront-endBack-endP<urnaroundEmergingMarketsIAPeopleManagementGlobalProjectsHQStrategicRoleResponsibilities(Describeinone-line)CareerMap:Suggestedforband8&above(CriticalCareerExperience)-checkboxLenovoKeyWorkExperience:5MostRecent•Yourcareerexperiencemap–Recordofcriticalcareerexperiences–InastandardisedandsummarisedformatCompletingtheCareerExperienceMapCheckonlyifmajorityofyourtimeandKPIsaretogainordeterminedbysuchexperience(use60-40rule)Checkonlyifyouhaverelativelystrongcontrolovertheoutcomeofexperience(e.g.,“primary”P&Lv.s.“secondary”P&L)Experienceinglobalprojectcanbegainedfromeitherfull-timeorpart-timework,although“parttime”suggeststodevoteatleast30%ofyourtimeAllowoverlappingexperience,butdoavoidchecktoomany,unlessyouhaveaGMjobWhenindoubt??under-checktoleaveroomformoredevelopmentalexperience!DefinitionsFront-endCustomerfacingandrevenuegrowthexperience(e.g.,Salesmakers,ChannelDevelopment,AccountManagement,ConsumerMarketing,AccountMarketing,MarketingCommunications,COE,FieldServices)Back-endNon-customerfacingandcostmanagementexperience(e.g.,ProductDevelopment,SupplyChain,Services,Finance,HR,Legal)P&LEnd-to-endvaluechainmanagementwithprimaryProfit&Lossresponsibility(i.e.,GMpositionslikeGEOSVP,RegionVP,MarketsegmentVP,CountryGM,someGAMs)TurnaroundFacingchallengesoverfailingbusinessperformanceundertimepressurerequiringtoughdecisionsonorganization,teamandindividualemployees;callinguponpersonalresilience(e.g.,DTturnaround)EmergingMarketsMarketswithlowpenetrationofPCproductspercapita(e.g.,BRICcountrieslikeBrazil,Russia,India,China,alsoTurkey,Mexico,EastEurope)IALongorshort-terminternationalbusinessassignmentsoutsideone’shomecountryPeopleManagementManagementofateamofsolid-linedirectreportsGlobalProjectsCross-function/GEO/BusinesstaskforceandspecialprojectlastingforatleastoneyearHQStrategicRoleStaffroleinHQwithglobalandstrategiclevelsofresponsibility(e.g.,Strategy,BusinessDevelopment,andM&ArolesinavarietyofHQfunctions)NOTICEMenwantedforhazardousjourney.Smallwages.Bittercold.Longmonthsofcompletedarkness.Constantdanger.Safereturndoubtful.Honorandrecognitionincaseofsuccess.WillYousignupthiscareerexperience?-ErnestShackleton1913Case#1(IndividualContributor)Whattypeofexperiencedoesshehave?Strong:ExperienceFront-Endonly(limitedturnaroundexperience)Weak:NoexperienceinPeopleManagement,GlobalProject,Back-Endetc.FromToTitle,OrgFront-endBack-endP<urnaroundEmergingMarketsIAPeopleManagementGlobalProjectsHQStrategicRole20072009DistiAccountMgrX20042006InsideChannelSalesXX20002003IBMInsideSalesXQ4Q108/09105%96%TelesalestoT2PCresellersQ308/09Q408/09Responsibilities(Describeinone-line)SellingPCproductstoDistributors101%Q307/08Q208/0994%88%CareerMap:Suggestedforband8&above(CriticalCareerExperience)-checkboxLenovoKeyWorkExperience:5MostRecentExternalWorkExperience:5MostRecent(IncludeIBMService)SMBtelesalestocustomers115%presentWhatareherstrengths&opportunities?CustomerFocusedXThinksGlobally&StrategicallyXSetsAggressiveTargetsXKeepsCommitmentsandDeliversResultsXMetricDriven&FactBasedXEffectivelyLeadsOthersXDisplaysPositiveOutlookXEnergizestheTeamXLearnsfromMistakesXProvidesandAcceptsFeedbackXEffectivelyCoaches&DevelopsOthersXAdvocates&InitiatesChangeXTakesAppropriateRiskXActsQuickly&withSenseofUrgencyXDealswithAmbiguityXSpeaksOutXHasNoHiddenAgendaXResolvesDisagreementsintoSharedSolutionXWinningAttitudeEmbraceChangeCommunicateOpenly3=ToweringStrength/RoleModel2=Effective1=DevelopmentOpportunityLeadershipCompetencyAssessmentDriveforPerformanceStrong:Customerfocus,Setsaggressivetargets,DisplayspositiveoutlookWeak:Effectivelyleadsothers,Energizestheteam,ProvidesfeedbackTypicalsalesperson’sassessmentandcareermap:individualcontributorwithmanagerwhofocusesondevelopmentopportunitiesaroundleadingateamWhatisheraspirationforfuturecareerpath?Whatishernextpotentialjob?•Threefactorsdrivingthenextpotentialjob–HerCapabilityincludingthecareerexperiencemap–Careeraspiration–Developmentareas•Oftenafourthfactor–OpportunityavailabilityOnestonetoshoottwobirds???HowtoupgradeherIDP’sexperienceplay?Validateherdevelopmentalobjectives?Prioritizeimportanceforherfuturepeoplemanagementjob???Whattypeofexperiencedoessheneedtogain?Prioritizeimportanceforhernextjob???Identifyspecificone…..So………Fivehelpfulquestionstoleveragecareerexperience1.Whatisthegapofmycareerexperience?2.Whataremystrengthsanddevelopmentopportunities?3.Whataremycareeraspirationsand/ornextpotentialjob?4.Whatisthemostimportantdevelopmentalopportunityatmycurrentroleand/orfuturerole?5.WhatisthemostimportantcareerexperienceIneedtoacquirenowinordertohelpmetodothecurrentjobbetterand/orpreparemyfuturejob?Howtot