In our last post, we introduced three tips for moving people in to the Nexus at your organization. As a reminder, the Nexus is that brilliant place where company business goals and people’s passion meet for optimal performance.
Here we will dive deeper into these concepts so you can easily apply them at work:
- Be specific when communicating your vision.People want clear direction and meaningful work. In Jeffrey’s company we generated a list of projects and tasks that are specific to the company. Managers use the list in career conversations with people to match development goals with work that optimizes the Nexus.
- Strengthen your coaching muscle.As managers, we tend to give people advice but they learn more when we ask meaningful questions. At Jeffrey’s company, we trained managers how to coach for both continuous and career development.
- People don’t learn from challenging assignments, they learn by reflecting on their experience.Schedule time for periodic conversations that reveal insight and lessons learned that people apply to improving both on the job performance, which prepares them for future roles and opportunities.
Remember, relationships are ongoing and there is no finish line.
We’ve been following Jeffrey in our recent posts, whose challenge was to keep people engaged who had worked at his company for more than three years. At Jeffrey’s company Prior Consulting piloted tools that enabled fresh career conversations. Some people left after realizing that the source of their burnout was the result of a small overlap between their interests and the company needs. This is healthy.
Jeffrey reports that managers, not HR, take ownership for building relationships with people, delegating more effectively and coaching people more frequently.
The benefit: people have a clear sense of their strengths and development areas. Managers and employees work together to close the gaps.
KEY TAKEAWAY: If you want to move your team into the Nexus, enable people to take charge of their careers.