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© Attorney Talent Strategy Group
2018
Association of Corporate CounselNational Capital Region
Strategically Advancing Your Career: Creating Your Individual Plan
June 12, 2018
Presented by: Lisa B. Horowitz, JD, MSOD
Attorney Talent Strategy Group, LLC
www.atalentstrategy.com
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© Attorney Talent Strategy Group
2018
Introduction
“Leadership means not only having a dream but claiming that dream and the role you want to play in it.”
Bennis and Goldsmith, Learning to Lead
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© Attorney Talent Strategy Group
2018
It’s Your Career
You must own it
It is a long-term investment
It evolves
Take charge or just let it happen to you
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Elements of Strategic
Career Planning Process
Preparation Planning Execution
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Step 1: Preparation—Where are you?
Life? Career?
What are your values, motivators, passions, fears….?
What are your professional strengths, areas for growth, opportunities, threats?
Self-Reflection/Self-Assessment
Tools & Resources Values Assessment SWOT Analysis Competency Frameworks Online- Self-Assessments Feedback Performance Evaluation Other?
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Step 1: Preparation
Self-Assessments Strengthsfinders
www.gallupstrengthscener.com/Purchase/en-US/ Index --$15.00
GRIT
http://sasupenn.qualtrics.com/SE/? SID=SV_06f6QSOS2pZW9qR
EI
http://atrium.haygroup.com/us/quizzes/emotional-intelligence-quiz.aspx
Growth Mindset
http://mindsetonline.com/testyourmindset/results.php
6© Attorney Talent Strategy Group 2018
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© Attorney Talent Strategy Group
2018
SWOT Analysis
Strengths Opportunities
Weaknesses Threats
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© Attorney Talent Strategy Group
2018
Step 1: Preparation—Vision/Versions
Where do you want to be?
What is your next step in your career? Founded on your values, sense of purpose, passions
Drives your goals
Gives you courage to face challenges, take risks and lea
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Step 1: Preparation—Vision(s)/Versions
Consider the following:
Where do you want to be in 1, 3, 5 years?
We have multiple possible ways to live our lives
Most lives are actually lived as a series of (two to four year) segments strung together
Multiple “Odyssey plans”/Design Thinking:
Imagine multiple ways that you could live next 5 years of your life
Rank and then explore alternatives
Source: Burnett, Bill & Evans, Dave: Designing Your Life
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Exercise: Articulate your
Vision/Versions
1 Year: ______________________
3 Years:_______________________
5 Years: _____________________
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Exercise: Articulate your
Vision/Versions
Version 1: ______________________
Version 2:_______________________
Version 3: _____________________
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© Attorney Talent Strategy Group
2018
Step 2: Planning
Why develop an individual strategic plan?
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2018
Your Plan is your ROADMAP
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© Attorney Talent Strategy Group
2018
Step 2: Planning—Got Goals!
Why set goals?
Establish direction for your career
Challenge your growth
Raise your confidence
Raise levels of achievement and accomplishment
Make vision happen
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2018
Effective Goals are SMART
Specific
Measurable
Acceptable
Realistic/Results-Oriented
Time-Bound
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© Attorney Talent Strategy Group
2018
Measurable
Goal should incorporate concrete criteria to determine success or failure
Targets keep you on track
Reflect tangible evidence of completion
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2018
Acceptable
YOU must OWN your goals
Goals must be“heartfelt”
You know your strengths and weaknesses
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2018
Realistic
A goal must represent an objective toward which you are both willing and able to work
You decide how high your goal should be
Plan to do things you are likely to do
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2018
Timeframe
Determine when you plan to work on your goal
Limit timeframe
A goal is a dream with a deadline
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© Attorney Talent Strategy Group
2018
Step 2: Planning—Got Goals!
Exercise: Write down 3 SMART goals (Template--attached)
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2018
Examples of SMART goals?
By July 1, I will have done a Values Assessment and SWOT analysis.
By August 1, I will have identified three potential “next step” career versions.”
By August 15, I will identify/contact 4 people to discuss my next steps/options.
By October 1, I will have identified one career option to further action step.
OTHER?
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2018
Step 3: Execution—Action Steps
Identify specific action steps for achieving your goals:
Include time frame and resources
Consider obstacles and alternatives
REMEMBER: Skills are best developed experientially--by engaging in activities
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© Attorney Talent Strategy Group
2018
Step 3: Execution—Action Steps
Exercise: Action plan your goals
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Copyright 2015: Attorney Talent
Strategy Group
TemplateGoals(what)
Action
Steps(how)
Time
Frame(when)
(where)
Resources (who
can help)
Benefits (why)
Obstacles
Identify/cont
act 3 people
to help me
identify/
explore my
career next
steps/
options
8/15
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Step 3: Execution-Action Steps
Identify Resources: Who can help you? Informational “Interviews”
Network—Friends, Family, Business Colleagues, Professors
Board of Advisors
Mentor—Sponsor
Stakeholders
Communicate your plan
Monitor/Update
Persevere
Transition
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Step 3: Execution—Resources
Board of Advisors
Board of AdvisorsDefinition: diverse core group of individuals (advisors,
mentors, sponsors, role models, leaders, influencers) who in varying ways and degrees: take an active interest in their protégée and take action to
advance their professional and personal growth, success and well being
provide professional and psychosocial support through varying types of interaction (frequency/closeness)
bring diverse strengths and perspectives
inspire, challenge and motivate
provide critical information and support at defining moments
Source: Shen, Y., Cotton, R., Kram, K, Assembling Your Personal Board of Advisors, MITSloan Management Review (Spring 2015)
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Step 3: Execution—Resources
Stakeholders
Stakeholder identification & engagement Key element of your action plan Process by which you identify your key stakeholders, analyze
their “interest” and gain their support
Stakeholder identification/analysis Who is affected by your plan, who has influence/power over it,
interest in its successful or unsuccessful conclusions Where do they each stand? What is their opinion of your work? Of you? motivates them? Who
influences them?
Stakeholder engagement/support How can you engage, inspire, gain commitment of key stakeholders
(influence)
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Step 3: Execution—Resources
Sponsors Sponsorship has been defined as:
“active support by someone appropriately placed in the organization who has significant influence on decision-making processes or structures and who is advocating for, protecting and fighting for the career advancement of an individual”
Source: Catalyst: Sponsoring Women to Success; HBR: Why Men Still Get More Promotions Than Women.
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Step 3: Execution—Resources
Sponsors
Qualities of an Effective Sponsor A senior leader with capital and clout Aware of protégée's skills and accomplishments Can benefit from the protégées success
Securing a Sponsor Commit: Get on radar screen Make yourself known (internally and externally) Engagement strategy with strategic networking goals Join organizations, committees (and be active) likely to include potential
sponsors Be proactive Consider multiple sponsors ASK
Sustaining a Sponsor Protégée must continually nurture and refresh the relationship
Source: Hewlett, S., Forget a Mentor, Find a Sponsor
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Step 3: Execution—
Communicate Your Plan
Share your plan and seek feedback◦ Create a communication “plan”—make communication of your
plan with key stakeholders and obtaining their support a SMART goal—action plan it
◦ Discuss plan with your stakeholders, mentors, personal Board of Advisors; Others?
◦ Seek input and feedback
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Step 3: Execution—
Monitor Your ProgressMonitor progress monthly/bi-monthly
Make adjustments
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Step 3: Execution—Perseverance
Confidence, Courage & GRITConfidence has been called “life’s enabler”—“that belief in
yourself that you can succeed at things and make them happen.”
Other traits—combined with confidence-- drive you towards action in particular situations
Courage drives you when risk involved
GRIT and Growth Mindset drive you when faced with a difficult task or disappointment
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Step 3: Execution—Transition
Internal transition
◦ EndingLetting go of where you were
◦ Neutral zone“In-between/limbo” zone
◦ New BeginningsNew identity, roles and responsibilities
Source: William Bridges, Transitions
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Conclusion: Strategically Advancing
Your Career
Preparation Planning Execution
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Questions?
Lisa B. Horowitz, JD, MSOD
Founder and Chief Strategist
www.atalentstrategy.com
202-294-6709
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