Your Communications Career and The Four Stages - PowerPoint PPT Presentation

Loading...

PPT – Your Communications Career and The Four Stages PowerPoint presentation | free to download - id: 6538d0-NTg0M



Loading


The Adobe Flash plugin is needed to view this content

Get the plugin now

View by Category
About This Presentation
Title:

Your Communications Career and The Four Stages

Description:

The Four Stages of Contribution Increase Your Impact, Influence and Value Jan Thibodeau, ABC * * * * NOVATIONS GROUP, INC. INCREASING Engagement BROADENING ... – PowerPoint PPT presentation

Number of Views:7
Avg rating:3.0/5.0
Date added: 21 January 2020
Slides: 34
Provided by: cpsNeuEd
Learn more at: http://www.cps.neu.edu
Category:

less

Write a Comment
User Comments (0)
Transcript and Presenter's Notes

Title: Your Communications Career and The Four Stages


1
Your Communications Career and The Four Stages
of Contribution
  • Increase Your Impact, Influence and Value
  • Jan Thibodeau, ABC

2
Who We Are
  • Novations is a Talent Development firm. We
    enhance organizational performance by creating
    environments of continuous learning and
    development for our clients.
  • We provide consulting, training, and measurement
    services, with expertise in
  • broadening Diversity
  • increasing Engagement
  • optimizing Development

3
The Four Stages of Contribution
3
3
NOVATIONS GROUP, INC.
NOVATIONS GROUP, INC.
4
Our Goal
  • Provide research-based guidelines for increasing
    your impact and influence to help you stay
    valuable in your current role and position you
    favorably for the next.

5
Agenda
Brief research background
1
The Four Stages of Contribution Model
2
Case studies
3
Implications for your career
4
Four Stages Profile
5
QA
6
6
Research Background
  • Gene Dalton and Paul Thompson began their
    research at Harvard University in the late 1960s
  • Two major research studies done at Harvard
  • 1967-1971 Engineering obsolescence (age
    performance over time)
  • 1971-1977 Expanding on above origin of Four
    Stages model
  • Dalton and Thompson moved to BYU to continue
    their work
  • 1986 Qualitative study published around employee
    career needs and organizational support
  • Novations has continued the Four Stages research

7
The Research Behind the Four Stages
Original Research
70
65
60
55
50
Mean Performance Ratings- ile Rankings
45
Job Assignments 1.Visible 2. Important 3.
Complex
40
35
30
25
20

51 to 55
46 to 50
41 to 45
36 to 40
31 to 35
26 to 30
21 to 25
By Age Group
8
Its not necessarily about climbing the pyramid
anymore
  • Flatter
  • Leaner
  • Less hierarchical

9
Four Stages of Contribution Its About
Increasing Influence and Impact
Influence
4
3
This research-based model describes how all
employees, regardless of position, can increase
their impact and contribution.
2
Perspective
1
Complexity
Impact
10
Characteristics of the Four Stages
Contributing Dependently
Contributing Independently
Contributing Through Others
Contributing Strategically
Stage 1
Stage 2
Stage 3
Stage 4
11
Characteristics of the Four Stages
Contributing Dependently
Contributing Independently
Contributing Through Others
Contributing Strategically
  • Willingly accepts supervision
  • Demonstrates success on a portion of a larger
    project or task
  • Masters basic and routine tasks
  • Shows directed creativity and initiative
  • Performs well under time and budget pressure
  • Learns how we do things
  • What kind of work might someone in Stage 1 be
    doing in your communications department?
  • Update the data base
  • Collect information for or researching an article
    for the intranet
  • Write a press release with supervision

How long can a new person in your communications
department stay at Stage 1?
Stage 1
12
Characteristics of the Four Stages
Contributing Dependently
Contributing Independently
Contributing Through Others
Contributing Strategically
  • Willingly accepts supervision
  • Demonstrates success on a portion of a larger
    project or task
  • Masters basic and routine tasks
  • Shows directed creativity and initiative
  • Performs well under time and budget pressure
  • Learns how we do things
  • Assumes responsibility for definable projects
  • Relies less on supervision works independently
    and produces significant results
  • Increases in technical expertise and ability
  • Develops credibility and a reputation
  • Builds a strong internal network of relationships
  • What kind of work might someone in Stage 2 be
    doing in your communications department?
  • Write articles for online media
  • Develop story pitches and promote to target media
  • Act as editor of print publication

How long can a person in your communications
department stay at Stage 2?
Stage 1
Stage 2
13
Characteristics of the Four Stages
Contributing Dependently
Contributing Independently
Contributing Through Others
Contributing Strategically
  • Willingly accepts supervision
  • Demonstrates success on a portion of a larger
    project or task
  • Masters basic and routine tasks
  • Shows directed creativity and initiative
  • Performs well under time and budget pressure
  • Learns how we do things
  • Assumes responsibility for definable projects
  • Relies less on supervision works independently
    and produces significant results
  • Increases in technical expertise and ability
  • Develops credibility and a reputation
  • Builds a strong internal network of relationships
  • Increases in technical breadth
  • Develops broad business perspective
  • Stimulates others through ideas and knowledge
  • Involved as a manager, mentor, or idea leader in
    developing others
  • Represents the organization effectively to
    clients and external groups
  • Builds a strong internal external network
  • Manage intranet content across the organization
  • Advise and consult on communication best
    practices across functional lines
  • Manage communications staff of six

Stage 1
Stage 2
Stage 3
14
Characteristics of the Four Stages
Contributing Dependently
Contributing Independently
Contributing Through Others
Contributing Strategically
  • Willingly accepts supervision
  • Demonstrates success on a portion of a larger
    project or task
  • Masters basic and routine tasks
  • Shows directed creativity and initiative
  • Performs well under time and budget pressure
  • Learns how we do things
  • Assumes responsibility for definable projects
  • Relies less on supervision works independently
    and produces significant results
  • Increases in technical expertise and ability
  • Develops credibility and a reputation
  • Builds a strong internal network of relationships
  • Increases in technical breadth
  • Develops broad business perspective
  • Stimulates others through ideas and knowledge
  • Involved as a manager, mentor, or idea leader in
    developing others
  • Represents the organization effectively to
    clients and external groups
  • Builds a strong internal external network
  • Provides direction to the organization
  • Defines/drives critical business opportunities
    and needs
  • Exercises power responsibly
  • Obtains essential resources
  • Sponsors promising individuals to prepare them
    for leadership roles
  • Represents the organization on critical strategic
    issues

Stage 1
Stage 2
Stage 3
Stage 4
15
Stage/Role Misalignments
STAGE 4
STAGE 3
STAGE 2
CONTRIBUTING STRATEGICALLY
CONTRIBUTING THROUGH OTHERS
CONTRIBUTING INDEPENDENTLY
  • Chases in too many directions
  • Overly loyal to a function
  • Talks more than listens
  • Short-term focus rather than long-term view
  • Delegates too much or is overly controlling
  • Very busy
  • Important leadership work never gets done
  • Spends time doing hands-on work
  • Views questions as interruptions
  • Fixes mistakes rather than teaching
  • Majors in minors
  • Asks permission on routine or small decisions
  • Shows little confidence in his/her judgment
  • Still cant clear jam in copy machine

16
The Four Stages of Contribution Model Key
Dimensions
Trust
17
Key Points
  • The Four Stages describe the functions that are
    vital for an organization to survive and grow
  • Movement through the stages is not automatic
  • It takes behavior change and psychological shifts
    to move between the stages
  • Your stage is not defined by your job title
  • You may be in more than one stage at any one time
  • Job assignments are key to moving through the
    stages

18
Mini Case Studies
  1. Read each case study
  2. Determine the stage(s) of the person in the case
  3. Look at behavior, not necessarily job title or
    position

19
George has held a PR Manager position in a
mid-size company for the past five years. He has
two staff people. George always meets deadlines
and produces quality work. While his performance
from a technical perspective is good, he tends to
do most of the work himself. He gives routine
tasks to his team and rarely holds brainstorming
meetings to solicit ideas on new
projects. Recently, George was asked to give a
presentation on a crisis communication plan for
the company. He became flustered when the COO
asked him for industry examples of best practice
crisis communication and the risks of not having
an adequate plan. Instead of answering the
questions or promoting a discussion among the
company leaders at the meeting, George brought
the discussion back to the points on the slide,
which detailed how he would deal with the media.
  • In this example, in which stage is George
    behaving?
  • Stage 1
  • Stage 2
  • Stage 3
  • Stage 4

20
The Stage 2 Manager Dilemma
80th
Contribution to the Organization
70th
60th
Average Percentile Ranking
50th
40th
30th
20th
Stage 2 Manager
Stage 1
Stage 2
Stage 3
21
Susanna is a new Director of Marketing
Communications for a large technology company.
She came from a pharmaceutical company where she
held a similar position. Although she brings
marcom expertise that will help the companys
newest product gain rapid entry into the market,
she has limited experience in the technology
industry. Susanna spends her first few weeks
meeting with the leadership team and product
managers in order to understand the business, its
products and the possible barriers she might need
to overcome to be successful. She also learns how
to use the company IT programs and gets to know
her staff.
  • During her first few weeks, in which stage is
    Susanna spending most of her time?
  • Stage 1
  • Stage 2
  • Stage 3
  • Stage 4

22
Sometimes RECYCLING is Necessary
Change in Technical Knowledge/Ability
Recycle Time
High
New Career Years New Company
Months New Job/Placement Weeks
Low
(Degree of Change)
23
Maria has been a writer in the Corporate
Communications department for three years. When
asked if she would like to serve on a committee
to run a company-wide Health Fair, Maria
volunteers to lead the project. She recruits
employees from all over the company to help. She
organizes team leaders for different activities
and makes sure they perform. Following a
successful Health Fair, she arranges a
recognition reception, where the VP of Human
Resources acknowledges the volunteers for their
work.
  • On this project, in which stage is Maria
    performing?
  • Stage 1
  • Stage 2
  • Stage 3
  • Stage 4

24
Implications for Your Career
  • If you want to remain a top contributor, you have
    to change the way you contribute over the course
    of your career

1
2
3
4
25
Internal or External Consulting
26
A Novation is
1
2
3
4
Relationships
Tasks
Perspective
27
The Way You May Think It Works
28
The Way It Really Works
Novations Between Stages
24 months
12-18 months
3-6 months
29
How do you novate to the next stage?
Stage 4
Stage 3
Stage 2
Stage 1
  • Find ways to influence the organization or a
    major part of the organization
  • Obtain essential resources
  • Represent the company to external stakeholders
  • Become a thought leader in the industry
  • Sponsor promising people for key future roles
  • Seek visible, important and complex job
    assignments
  • Manage independence well honor commitments
    keep others informed
  • Establish solid technical roots and a reputation
    for high level of competence
  • Be a strong colleague team player
  • Be positive about learning, growth and change
  • Be inquisitive
  • Get others help when needed
  • Seek challenging work
  • Seek feedback and use it
  • Deliver under pressure
  • Attend to the detail and quality of your work
  • Go beyond original area of expertise
  • Develop people through training, assignments and
    coaching
  • Understand business drivers and implications
  • Build strong network of internal and industry
    relationships
  • Let go of some Stage 2 type activities let
    others be recognized as experts

30
Focus on All Three Types of Skills Expertise
  • Technical build your knowledge and skills to be
    effective on the job.
  • Relational build a strong support network of
    relationships based on trust and mutual respect.
  • Influential expand your ability to inspire,
    shape or affect people and situations.

31
Four Stages Profile Online Assessment Tool
  • Personalized Stage Profile online and print
  • Information on coaching and networking
    opportunities
  • Tips on how to avoid career setbacks

http//store.novations.com/Articles.asp?ID132
32
Summary
Brief research background
1
The Four Stages of Contribution Model
2
Case studies
3
Implications for your career
4
Four Stages Profile
5
QA
6
33
Questions Answers
?
?
?
Jan Thibodeau Novations jthibodeau_at_novations.com 4
01-333-1333
Profile http//store.novations.com/Articles.asp?I
D132
33
NOVATIONS GROUP, INC.
About PowerShow.com