Revelation

TalentCoaching

Babcock has an outstanding asset in a highly skilled and experienced workforce with experiencegoingbacktothefirstjetaircraft,thefirstnuclearpowerstationsandthefirst largescalematerialshandlingsystemsintheUK. Theproblemisthat50%ofthesepeoplewillreachretirementageinthenext5years.This meansthat50%ofthecompany'stacitknowledgewilldisappear,andtheolderinstallations thatthecompanystillsupportswillbeleftwithnoinstructionmanual. Thesolution?Thecompanyidentified24ofitsengineersandprojectmanagerswhothey believehavewhatittakestobetomorrow'sleaders,andwedevelopedacustomisedtalent managementprogramtogivethemthebestpossiblestart. There are no appraisal systems or competency frameworks to rely on, so the selection criteriawereinherentlysubjective.Yeteveryoneinvolvedhadaclearunderstandingofthe problemandwhatwasrequiredforthecompany'scontinuingsuccessandevensurvival. Wecreatedabespoke,twoyearcoachingprogramaimedatdevelopingthesejuniorstaff andgivingthemthedirection,guidanceandskillstodrivetheircareersforwardstoreach pivotalpositionsinthebusinessofthefuture. The design process began by asking the question, What do people who have highly successfulcareersdotomanagetheirgrowthanddevelopment? Byinterviewingandresearchingpeopleinarangeofindustrieswhohaddemonstratedan abilitytodrivetheirowncareerprogression,wedevelopedacyclicprocesswhichfocused heavilyontheacquisitionoftacitknowledgeandpersonalaccountability.Gonearethedays ofbeingtoldwhattheirnextrolewillbe,thesehighpotentialstaffmustmaketheirown choicesanddeveloptheirowncareerpaths. Eachofthe24nominatedstaffwereassessedagainstthecareerdevelopmentmodel,and thecoachingprocessbeganatwhicheverstepwasappropriatefortheindividual. Duringtheregularcoachingsessions,wechallengedstafftolookfurthertothefuture,to thinkinmoredepthabouttheirpersonalmotivationsandtoseeknewchallengesearlier thantheywouldhavedoneotherwise. Forthemostpart,thesestaffenjoyedthetechnicalchallengesoftheirjobssomuchthat theydidn'teversettimeasideforcareerplanning.Bysettingchallengingshorttermgoals, weencouragedthestafftolookoutsideoftheirimmediateteamsandseekopportunities across the entire business. They rose to this new challenge willingly and made new connectionsthattheyfoundinvaluableinmanyways. Everysixmonths,wepulledthegrouptogetherforanetworkingandknowledgesharing session,creatinganewsenseofcommunityandsupportamongstthisgroupofpeoplewho wouldonedayleadthebusiness.

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Overthetwoyears,20outof24staffachievedeitherpromotionsorsignificantjobchanges a83%successrate.The4whodidnotachievethisexpressedanongoingdesirenotto progressbuttoseektechnicalgrowthadesirethatwaswholeheartedlysupportedbytheir managers. Theparticipantsreportedmanypersonalbenefitsincluding: Itsgivenmetheopportunitytoreflectbackonmyself,seewhatIdoandwhyandtake controlofthat. I hadntputmuchemphasisonnetworking before,now Ido andwhereverIgoIask myselfwhodoIneedtoknow? Ithelpedmetogetmypromotionwhichwouldhavetakenlonger.Itsgivenmemore confidence. ItsmademerealisewhatIwantoutoflifeandwhereIwanttobe.Itsgivenmedirection. Whatyouputinyougetout. Itsdefinitelybeenofbenefit.ItgavemeagoodkickupthebacksidetogetmyIMechE sorted.IveactuallytakenaninterestinmycareerplanningandwhereIwanttobeinthe nextfewyears,IhavemoreinterestinhowIcaneffectchangestomycareerratherthan beingreactive. IfsomeonehadsaidIwouldbea[role]intenyearsIwouldhavebeenhappy.Itsactually takenmetwoyears,thatsquiteastepup. Youvegottobeopenandhonestwiththecoachesandputyourcardsonthetable.I learnednottotakethingspersonally[thecoachsdirectfeedback],nobodygavemethat advicebefore.Itdefinitelyspeedsthingsup. IprobablydidntrealisehowmuchIwasincontrolofmycareerpath,itsbeenavaluable insight,itsmademerealiseitsmyresponsibilitytomovethingsforward. Taking a step back, looking in, reviewing where you are, steps to move forward, questioningwhyyouwanttochange,doingthingsdifferently,itsawayofthinkingthatis definitelyuseful. Ivelearnedaboutmyself,thatIamabletolearn,moveonandadaptintoanewrole.Its madeadifferencetomystatustoo,morepeopleknowwhoIam. Ithelpedmetomoveacross[toanewrole]andleft[previousmanagers]withagood relationship,thathelpedmemovetowhereIwantedtomove. TheprogramdefinitelymademethinkaboutwhatIreallywanttodo. Thetalentmanagementcoachingprogramhashadameasurableimpactonthevaluetothe businessesofthese24staff,increasingtheirloyaltyandtheirwillingnesstoinvestinthe business.Withagreatersenseofcontrolovertheirowncareers,theyaremoreawareof theirownvaluetothebusinessandthereforethepotentialforthemtoachieveevengreater careersuccess.

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