Preparing for Progression

Posted by Amanda Whiteford

All good managers want to see their talented people develop and move into new roles that stretch them further and develop new skills and perspectives. Preparing them for that move, and ensuring you can fill the gap their departure will create, will ensure success for everyone.

Your team member – you have coached and mentored them towards their next career goal, and now that work has been rewarded with a new role that they will move into soon. How can you help them prepare for those early days in their new role?

• How well do they understand their new teams’ strategy and key deliverables? Do they know how their role is expected to contribute to these? If not, get them to spend some time talking to their new colleagues and reading any available documents to get up to speed quickly before moving across
  
  
• What management style and approach does their new manager have? Get them to consider how they can build trust and respect quickly with their new manager and colleagues by finding out what their expectations are and what, if any, unwritten rules of conduct exist
  
  
• What will success look like in the new role? If that wasn’t discussed at interview encourage them to set up a meeting with their new manager before, or shortly after, moving across so they are clear about what is expected of them and any timescales that are key
  
  
• Can they shadow the current incumbent (assuming there is one) for a day or so before moving across so they get a better feel for their new responsibilities and the team dynamic?
  
  
• What opportunities will this new role offer them in terms of professional development and business acumen? By talking to other team members they’ll be able to gauge what might be on offer and how they might plan to take advantage of these opportunities once settled in
  
  
• Encourage them to keep in touch with you and the current team – building strong internal networks has advantages for everyone
  
  
• Do they have any outstanding leave to take? Having a break between roles helps us restore our energy levels and allows space for some creative thinking

What about you and your team? Make the most of the ‘notice’ period by talking to your team member about their current role and how it has evolved over time.

• Does their role need to continue in its current format or have you the opportunity to make changes that will benefit the whole team?
  
  
• If they were staying in post, what changes would they recommend and why?
  
  
• Perhaps there are elements of the role that can be automated, giving time for new work or responsibilities to be undertaken that will add more value
  
  
• Consider delegating some of their work to other team members to stretch and develop their skills
  
  
• Does this vacancy give you the opportunity to move several team members around into different roles to aid their development and knowledge, or would you and the team benefit from bringing in someone new with strengths or skills the team currently lacks overall?

TAKE AWAY
It’s always good to see the talented people you have developed move onwards and upwards. Helping them prepare for their new role will give them added confidence and focus, and involving them in your review of their existing role will give you insights and ideas for changes that might benefit you and your team. Win:Win all round!