Rewatch our CIPHR Connect partner Abintegro on CIPHR’s stand at the CIPD HR Software Show (filmed on 13 June 2018)
Alex presented new insight into what workers want from their employers when it comes to career development, based on analysis of 150,000 UK employees’ actions. She also shared examples of tangible interventions that deliver real results.
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You can re-coach your leaders but what about your staff? So you may be lucky enough to have budget, to have one-to-one coaching or workshops with your leaders, your top 10 managers. And the reason that you do this is to drive top performance. You know that building their self-awareness, getting to the bottom of what their strengths and weaknesses are really helps them to then drive performance within the organisation. So what am I gonna be talking about today? I’m talking about, how about your staff? Are you doing anything for your staff right now?
Well, the concept of having a career coach for every single employee would be brilliant and I’m sure you would all agree but, obviously, that’s far too expensive and it’s not scalable. So what can you actually do? And that’s what I’m gonna be trying to teach you today. In terms of revealing the seven drivers of career wellbeing, this is sort of a structure for you to then be able to work through that for all of your other staff and be able to do it at a cost-effective way. And these seven drivers will show you how to unlock this career development ownership.
So where does this perspective come from? So I’m not just talking about Abintegro. Abintegro have been working in career development for 10 years. We work specifically on career development of your people and we’re working with hundreds of HR and L&D teams to achieve this. The way that we achieve this is with a career platform. Now, what we’ve done is we’ve digitised the professional coaching process. So it’s a way of scaling that with technology. And we’ve done this by utilising career assessments, bringing on coaches, putting them on video, those are the sorts of things that we do to try and tackle those common career obstacles.
We also, just for your information, we also have a career transition platform for employees going through redeployment. So in terms of our knowledge, it’s not just working with HR and L&D teams, it’s all of the people going onto the platform that we have. Now, in 2017 we had 450,000 platform users and they completed 5 million career development activities. So what we do is we then analyse that usage, look at what they’re looking at, whether that’s stress management or whether that’s trying to practice for interview. What are those things that they’re drawn towards more often? So we’re analysing that, but it’s not just that it’s from huge amounts of research from our internal content team. It’s from CIPD reports. It’s also authoritative voices like Gallup. So we’re looking at everything.
So just before I reveal the seven drivers of career wellbeing, I just want to let you in on some knowledge from working with HR and L&D myself. So in terms of career development, what are people doing at the moment? So you may be doing several of these yourself, you may be lucky enough to do all of them. In terms of you may have leadership management workshops, you may do coaching, you may have a Coacher Change initiative. You may do benchmarking and surveys, whether it’s your employee engagement survey, whether it’s ad hoc or annual. And you may have the budget to be able to do psychometric testing.
Now, again, this is likely to be for more of your senior, high fliers, your leaders. So what about the rest of your staff is what I’m saying. Also, in terms of career development, if you’re thinking about all of your employee population, a large focus will be on skills and training. So in terms of what I’m talking about today, it’s if you’ve got skills in training development you want to engage your employees to take that development because you paid for it. You obviously want to have high results in that, but if it’s not the right development for that employee or they don’t know that it’s going on the roots of their career that they want to be going down you’re not gonna get that engagement. So what you need is the career wellbeing drivers and this is what a coach tends to do. They link everything together but, obviously, that’s too expensive for all of your staff.
So when we think about career wellbeing, what does that really mean? Now, we can take it back and simplify it. In terms of, “Do I like what I do every day?” It makes sense, if you like what you do you’re gonna be productive, you’re gonna be engaging, you’re gonna be motivated and you’re gonna drive, and you’re gonna impact the other people around you. Whereas if you don’t like what you do you’re negatively going to impact people around you. You’re not likely to be productive and you’re likely to look for external roles elsewhere.
So if you think about that question, “Do I like what I do every day?” It’s quite a difficult one to answer. It’s quite broad. This is what these seven drivers do. It breaks it down. It creates a structure for thinking about that question. So the drivers. Many of these you’ll realise are quite obvious ones, but just to take you through them. In terms of work and life. Now, this is not just about trying to ask for flexible working from your employers. It’s about everything to do with how much exercise you get, how healthy are you, how much time do you fit in your day for the breaks you need to be productive. So it’s thinking about those things. Personal resilience is a major one in this technological changing world we live in. You need to be able to react to setbacks and challenges and change in a positive way so that you’re interacting with your colleagues in a positive way as well.
Self-awareness. So knowing your strengths and your weaknesses and what drives you can often affect your enjoyment of what you’re doing. If you know that it’s what you want to be doing you’re more likely to be driven. Career advancement, now that doesn’t necessarily just mean the linear root that we’re used to. It’s about, what about the sideways moves. The diagonal moves that you can do to actually have a better role for you now. What are those options? Do you know what those options are? Career conversations. Now, I talk about career conversations literally every day. Every single organisation I talk to wants to know how to deal with these. It’s the taboo topic. How do you talk to your line manager when it’s his job that you want?
It’s about how do you know when to have a career conversation? How do you know what to say, what to think about in order to actually get a structured career plan? And it’s not just helping the employees, it’s helping the manager as well because they need to be able to give the right constructive feedback to come up with that career plan. And then, importantly, your relationship. So how do you feel about how you interact with your team? How do you feel about how you interact with your line manager? Do you like your line manager? How do you manage conflict? How do you collaborate with other teams? And day-to-day performance being a key one as well. Do you actually make the most out of your day, or do you find yourself procrastinating all of the time because you’re not engaged?
So these are the [inaudible 00:09:29]. And it’s backed up by a 2012 report by McKenzie on “Predictors of Success.” So what McKenzie have said is that these areas: intellect, values, motivations, behaviors, experience, and skills should be all focused on in an equal amount. But how many of you just focus on the skills aspect. Through all the companies that we talk to most of the time, it’s pretty much 100% on the skills. Nothing on the motivations and the behaviors and this is what we’re here to help you with.
So just to dive in a bit more detail into one of the drivers. If we just look at self-awareness. This is what a personal career coach would start with, the personal diagnostics. So are you looking at self-awareness? There was a great article by “Forbes” actually saying that self-awareness was such a…it was such a great finding to be able to do personal…to create this, to use this for key to creating personal ownership. It’s important to utilise your strengths in an appropriate way, being able to assert them at the right time. It’s important to think about your weaknesses, know what they are, accept them, but also be able to control them when you need to. It’s also what you’ll find is if you actually are self-aware a lot of, more people will actually find you more trustworthy, more reliable. Whereas if you’re not very self-aware people have doubt in you and that then makes you less of a leader.
So are you doing anything around self-awareness for all of your staff, for your general population? Are you doing anything around these seven drivers? This is where Abintegro comes in. So what Abintegro have managed to do is digitalise that professional coaching experience and using those seven drivers to create a structure for your employees to go through. So what happens is in each of the drivers there’ll be various numbers of assessments, interactive courses, and coaching videos, and you work your way through them to develop your resilience as an example. Now, this platform has already been integrated into the cyber platform so all of that work is there. You just need to turn it on and it would be branded for you as well. So with that, it’s not just the platform stays as it is, obviously, it needs to evolve with your organisation and it needs to be specific for you as well.
So what we do is we analyse what your employees are doing on the platform. We look at their preferences, what they’re doing, what assessments they’re taking, what videos they’re watching. We analyse that with you, and then we adapt that to make sure that your platform is working right for you. And not only that, but we’re adding content in all the time. The latest content piece is, so we’ve got some video animation experts, and it’s quite exciting to see that we’ve now got some overview animated videos, which it just really summarises. The latest one is on resilience and it summarises quite well what resilience really is and how do you develop that. What we’re getting next is actually some videos on how does ADHD impact the workforce. So it’s quite broad and there’s lots of different topics and engaging topics for everybody.
So just to summarise, if you’re coaching your leaders and you want to impact everybody else in your staff, you need to think about the seven drivers of career wellbeing and this then unlocks the career development ownership that we’re all looking to achieve. Where you’re then impacting Glassdoor rating, your [inaudible 00:14:18] engagement scores and your attention rates, and that’s what leads to it. You need to have the self-awareness piece, the actual looking at the employee first before you give them those brilliant development courses.
So thank you. Any questions?