Sharing Good Practice strengths and shortcomings , of the team ( subordinates , peers , and supervisors ) that engages with the respective professional to achieve goals / objectives of the organization . Following are some of the questions that can be used in the respective context :
• Do I have an unambiguous comprehension of the goals / objectives that are expected from the team and my own role as a team member ?
• Am I intrinsically-driven in terms of providing my contributions as a team member and serve as a role model for others ?
• Do I have a sound understanding of the strengths and weaknesses of my subordinates and am I able to channelize those effectively in terms of desired performance expectations ?
• Do I have a sound understanding of the strengths and weaknesses of my peers and am I able to engage with them effectively in terms of desired performance expectations ?
• Do I have a sound understanding of the strengths and weaknesses of my supervisors and am I able to provide my contributions effectively in terms of desired performance expectations ?
Knowledge of Function ( KFunction )
This refers to having a clear realization of the purpose , motivation , talent , strengths and shortcomings that define the function , within which ; the professional is assigned a role to serve for enabling the fulfillment of the goals / objectives of the organization . Following are some of the questions that can be used in the respective context :
• Do I have a sound understanding of why the function , within which I work , exists in the organization ?
• Am I aware of how the respective function is ‘ evolving ’ or ‘ needs to evolve ’ with respect to the dynamics of the Digital Age ?
• Do I have the necessary ‘ skill set ’ to maintain my position as a valued member of the assigned function ?
• Am I intrinsically-driven to play my part in assuring / ensuring the sustainable success of the respective function ?
• Can I serve as a ‘ positive ambassador ’ for the assigned function in front of professionals from other functions within the organization ?
Knowledge of Influencers ( KNetworks + KMentors + KLeaders )
This refers to having a clear realization of the purpose , motivation , talent , strengths and shortcomings , of the people that the professional ‘ looks up to ’ or ‘ seeks guidance from ’ in terms of career development / progression / sustainability while contributing to the fulfillment of the goals / objectives of the organization . Following are some of the questions that can be used in the respective context :
• Have I been ‘ formally assigned a mentor ’ or ‘ taken guidance from someone whom I see as a mentor ’ within the organization ?
• Do I ‘ maintain cordial relations with ’ or ‘ am I a part of ’ a powerful network within the organization ?
• Have I had an opportunity to showcase my talent in front of the senior / top leadership of the organization ?
• Do I have a sound understanding of the mindset of the top / senior leadership in terms of their ability to steer the organization in a productive and profitable manner ?
• Has my career growth / development / progression been positively impacted by the way that I have utilized relevant influencers ?
Knowledge of Organization ( KOrganization )
This refers to having a clear realization of the vision , mission , strengths , weaknesses , opportunities and threats , pertaining to the organization as it strives to stay relevant and competitive in the relevant business environment and its associated ecosystem . Following are some of the questions that can be used in the respective context :
• Do I have a clear understanding of the vision and mission of the organization and its strategic imperatives ?
• Am I aware of the current business reputation of my organization and its stature within the relevant industry ?
• Am I aware of the ecosystem associated with the organization and the relevant opportunities and threats , especially , in terms of ongoing / potential disruptions ?
• Am I aware of any proposed / contemplated / authorized structural changes that could have a profound impact on the organization , e . g ., reducing current hierarchies , rightsizing / furloughing / outsourcing the workforce , merging departments / divisions , buying new businesses , shifting to hybrid working , adding more AI-driven entities in the workplace , being targeted for merger or acquisition by another organization , etc .?
• Am I aware of the effectiveness of the ‘ risk management plans ’ that the organization has in terms of its ability to continue as a ‘ going concern ’ in precarious economic situations , e . g ., surviving the COVID-19 pandemic and thriving in the aftermath pertaining to the ‘ new normal ’?
The aforementioned criteria and sample questions have been provided to serve as a beacon for proactive action , since timely realization of the changing professional landscape due to disruptive innovation and the level of corresponding astute adaptability will determine the scale of career progression , career stagnation or career obsolescence for diligent professionals in the foreseeable future . Will you heed the call for adjustment accordingly ?
Murad Salman Mirza is an innovative thinker and an astute practitioner in areas within and associated with the fields of Organizational Development , Talent Management and Business Transformation . His LinkedIn profile can be viewed at : https :// www . linkedin . com / in / muradsalmanmirza /
Class Time Term 3 Apr - Jun 2022 33