When I talk to people about development skills a few questions inevitably arise, such as “what are they?” and “Why do they matter?” I’m going to attempt to answer these questions and a few more in this post. We define development skills as the skill set required to progress and be
We define development skills as the skill set required to progress and be recognised within your career. Though your ability to do your job is obviously part of this, there is a set of skills that are common to nearly every role. The absence or presence of these skills has a real bearing on just how far you will go within an organisation.
So let’s start by looking at what development skills actually are,
Development skills do not get the attention they deserve. We focus on teaching people how to do the job, not how to ensure they are valued for the work they do. This matters as some groups of people (particularly those from upper-middle-class backgrounds) are more likely to be exposed to these skills through family and experience, than others. This can see people who are not aware of these skills, working hard without being rewarded, leading to organisations that often miss out on employing or promoting the best people for the job.
Development skills are just that, skills. They are things that can be learnt, practised and improved. I believe that we have considered these things as a personality type for too long, leaving people afraid to consider the impact and value they could have on progression and development. By seeing them for what they are, skills, we can start to take better control of our careers.
Most everything we know and do is learnt behaviour. Some of this comes from society, some from our parent’s, others from school and employment. So it stands to reason that if we can learn it, we can relearn it. For example, It might feel that your lack of confidence in your salary review is just part of who you are, but it’s much more likely that it’s a response to not having had your ideas listened to or being felt valued. Although it certainly won’t always be easy, it is defiantly possible to address and change these behaviours to enable you to take control of your career.
Some developments skills are difficult to master while others are ridiculously achievable. One of our delegates saw an immediate change in the way they were viewed by their colleagues when they simply stopped criticising their own work before others had a chance to form an opinion on it. Like many things, it is not one big change that will make a difference but a series of smaller changes geared towards a similar aim. That’s why we have created a process that helps you to understand the areas you need to develop and be really clear about how well you are developing them.
Our vision for Constructing Careers is to ensure that organisations get the best person for the job by giving people the skills they need to ensure their value is recognised. Our weekly blogs, newsletters, workshops and supporting applications are all designed to do that. So whatever your position or ambition get in touch to find out how we can help you.
We have been running career progression courses in-house for large organisations such as ISG, Vinci and Sisk for over ten years. These course have received exemplary feedback with over 80% of delegates going on to promotion within 12 months and 100% of delegates finding the course met or exceeded expectaions.
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What they say –
“Chrissi delivers great workshops that provide a very good insight and essential awareness to career progression. She delivers the course in an engaging manner and enables participants to set achievable goals that can set them on to a good start on career progression straight away.”
Denitza Moreau. Senior Design Manager at Skanska