Five critical roles for Career Management

Frequently, people ask about how to manage their career brand and what to do. I can't remember a single professional training that I have already trained in project management, agile, scrum, contract management, risk management, product development, and leadership where one or more members ask this question. Based on some of my experience managing ~50 people in my PMO with numerous products and programs that I have managed or supported through the portfolio function, I have come up with five critical roles. Ask yourself the quality of people you have in your individual career development plan. That will tell how serious you are about your career development.

1. Sponsor(s) – is usually a senior person within the organization who is your supporter.    Ensure that your sponsor is kept updated on your accomplishments and successes – tell your sponsor the GOOD, the GOOD and the GOOD.  Frequently, this person could be your manager or in a projectized organization both the functional and other stakeholders. Do you know who your sponsor is within this organization?

Almost always, people stop right here. Their manager is their world for career development. If one is serious about career development, then, more support is required.

2. Advisor(s) – play an important role in providing advice and guidance.  Note that an advisor can be a peer, a junior person or a senior leader within the organization.  It is normal to have many advisors as it depends on what type of advice you are seeking.  The Advisor role is separate from Mentor and Sponsor roles, however there may be times when your mentor or sponsor end up giving you valuable advice. Frequently, advisor focuses on the performance more than the potential.

I often even recommend that people should develop their personal RACI. In other words, if career development is your project (part of individual development plan), then, having the RACI is non-negotiable. Who are your advisors in your career plan today?

3. Mentor(s) – are a trusted person with whom you can share the GOOD, the BAD and the UGLY. A mentor shares experience (I have been there, done that) and knowledge (Let me show you what worked for me). A mentor focuses both on performance and potential offering guidance and advice, but the perspective is more to develop others compared to advisors within a company. Therefore, while it is perfectly fine to have mentors within an organization, it is also recommended to select mentors who are outside the organization where you work.

A good mentor will have the following attributes:

1. Willingness to share skills, knowledge, and expertise
2. Demonstrates a positive attitude and acts as a positive role model
3. Takes a personal interest in the mentoring relationship
4. Exhibits enthusiasm in the field
5. Values ongoing learning and growth in the field
6. Provides guidance and constructive feedback
7. Respected by colleagues and employees in all levels of the organization
8. Sets and meets ongoing personal and professional goals
9. Values the opinions and initiatives of others
10. Motivates others by setting a good example

Often, it is recommended to have 5-10 mentors both internal and external to the organization. Seek out mentors in fields where you want to grow and not limit yourself to where you are currently.

4. Power Brokers:  are typically very senior, well connected / networked people who can help you in many ways.  People in this category are extremely busy and so it is difficult to get airtime with them.  Power Brokers can provide you with great introductions and other new and powerful connections that can be instrumental in your professional development and success. 

These are not people who are in your social media network! These are people that know you for your career brand and can speak for you in your absence! They open opportunity doors. Do you have power brokers in your network?  

5. Coaches: are instrumental in unearthing things that one may not be thinking of to maximize both personal and professional potential. They help you see much beyond your current 'status-quo' limitations (so limited time spent on past) and support you in coming up with solutions for future.  Whether it is managing personal challenges, life challenges, health challenges, financial challenges, strategic growth challenges, business challenges, coaches are the sounding-board to make you wear multiple dysfunctional hats (hope you are thinking deBono's six hats now). Coaching engagements need to be specific with clear objectives and can come and go as needed so that the engagement is fruitful. Depending upon what areas one wants to focus on, it is not uncommon to have multiple coaches simultaneously. A typical recommendation is to have at least one coach for one main area of growth objective.

How many such people do you have in your network? If you are not having 1-2 sponsors, 3-5 advisors, 5-10 mentors (most of them should be outside your role/department/company), 15 to 20 power brokers (all of them outside your company), and at least one coach, then, you can see how you are managing your career. 

Start that list if you don't have them. Everyday counts!

References

Rajagopalan, S. (2019). What color is our communication? https://agilesriram.blogspot.com/2019/11/what-color-is-our-communication.html<