Final reason to have a SPARK - Succession Planning.
Not many people like to think about it, but the odds are that you will not be with your present employer for your entire career. So what kind of shape are you going to leave your department in?
Many people are of the mind that "It's now the "Company's" problem." But that isn't a cooperative attitude NOR a productive one. Think of the extra leverage you could have during an exit interview or entering a salary negotiation by having someone at 60% readiness for the role you vacate. The wisdom of foresight is greatly under appreciated. The value though is immense, if you had revolutionary and profitable ideas to transform the IT department when you got the job 3-5 years ago. Then I'm willing to bet if you have SPARKs on staff there is one that has the same amount of ideas and energy in your staff. Plan to move on and then create immense goodwill with the company that you're leaving by placing a resource at the top of the chain. This will both build your network and build your personal relationships. Who knows it might benefit you to have someone in that spot.
Repeat this process and teach it to your staff, the result?
Not many people like to think about it, but the odds are that you will not be with your present employer for your entire career. So what kind of shape are you going to leave your department in?
Many people are of the mind that "It's now the "Company's" problem." But that isn't a cooperative attitude NOR a productive one. Think of the extra leverage you could have during an exit interview or entering a salary negotiation by having someone at 60% readiness for the role you vacate. The wisdom of foresight is greatly under appreciated. The value though is immense, if you had revolutionary and profitable ideas to transform the IT department when you got the job 3-5 years ago. Then I'm willing to bet if you have SPARKs on staff there is one that has the same amount of ideas and energy in your staff. Plan to move on and then create immense goodwill with the company that you're leaving by placing a resource at the top of the chain. This will both build your network and build your personal relationships. Who knows it might benefit you to have someone in that spot.
Repeat this process and teach it to your staff, the result?
- Your network of contacts and respect will grow.
- You can always call on old co-workers if you find out later your jump is a bad fit.
- Other benefits are obvious.
ESX Technical Topics start Wednesday.
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