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W hat are the career paths in your firm? The next generation wants to know – specifically. Business development Your next generation of business builders has arrived. Have you shown them the way forward with a comprehensive set of goals and expectations?
This generation grew up with structure, technology, and instant gratification. They want a clear, accelerated career path so they can make an immediate impact. To recruit and retain talent, business leaders must help shape fulfilling career journeys, and teach missing skills, knowledge, and abilities. In “The Millennial Question” (an interview with Tom Bilyeu on Inside Quest), Simon Sinek lays down the challenge. “Teach them the joys, impact, and fulfillment you get from working hard on something for a long time that can’t be done in a month or even a year,” Sinek says. He says good leadership will help this new generation build confidence, learn social skills, and lead a more balanced, meaningful life. To meet this challenge, Shive-Hattery outlined four career paths for employees: Business development, design, operations, and project
management. Each career path has skills, knowledge, and abilities to develop over time – years of experience that require intestinal fortitude. “To recruit and retain talent, business leaders must help shape fulfilling career journeys, and teach missing skills, knowledge, and abilities.” BUSINESS DEVELOPMENT PATH. Ongoing coaching helps staff shape their learning plan. Architect Spero Valavanis is a passionate storyteller teaching busi- ness development to the next generation at Shive- Hattery. Valavanis breaks down specific activities by years of experience to help mentees continually progress:
Greg Kanz GUEST SPEAKER
See GREG KANZ, page 12
THE ZWEIG LETTER September 18, 2017, ISSUE 1216
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