Jump Back
Managing talent within a team, whether a small group of three or a large department of 80, requires a thoughtful and adaptable approach. Drawing from my experience overseeing finance functions of varying sizes and scales, I’ve developed strategies that not only drive team performance but also foster individual growth.
Here’s what has worked for me:
1. Instilling a Culture of Ownership and Accountability
In my teams, success starts with a sense of ownership. It’s essential that individuals feel responsible not only for their work deliverables but also for their own career progression. We create an environment where everyone can thrive by supporting team members in defining their career goals and playing to their strengths.
2. Adapting Leadership Styles
No two team members are the same, so leadership needs to be flexible. Tailoring my approach based on each individual’s aspirations and style has helped me build stronger, more cohesive teams.
3. Emphasizing Communication
Structured and regular communication is crucial. Monthly check-ins, at a minimum, allow for a blend of work and development discussions. In an increasingly digital workplace, the value of genuine human interaction is more important than ever.
4. Promoting Continuous Learning
Encouraging team members to explore new opportunities is key. At ESW, we implemented new technology, Alteryx, and secured CPD hours for the accounting team as part of their professional development. This not only enhanced their skills but also kept them engaged and motivated.
5. Opening Doors for Growth
Sometimes, nurturing talent means supporting team members as they move to other areas of the business. While it might be difficult to lose key players, it’s often the best move for their careers—and that’s a win in itself.
Key Attributes of Potential Leaders
Identifying future leaders is about more than technical skills. Some key attributes that are important for future leaders include:
- Emotional Intelligence: Leaders must connect with their teams, read between the lines, and adapt their styles accordingly.
- Self-Awareness: Knowing their own development areas and showing a willingness to learn is crucial.
- Accountability: Potential leaders take ownership of their career paths and advocate for their teams.
Ultimately, a leader’s success is deeply tied to the success of their team.
Navigating Career Growth: Pivotal Moments and Lessons
Career paths are rarely linear. My journey has been shaped by key decisions and life experiences:
- Big 4 Training: Starting my career with Deloitte was a foundational step, equipping me with skills that proved invaluable in senior roles.
- Strategic Career Moves: Each role I took was chosen with an eye on how it would enhance my CV and marketability.
- Life Events: Milestones like marriage and parenthood brought new perspectives, prompting necessary adjustments in my career path.
Flexibility and determination are critical. You can always pivot if you’re willing to put in the effort.
The Power of Networking
Networking has become a cornerstone of my professional growth. Today, networking is more vital than ever, especially in a digital-first world. Here are some tips for graduates and early-career professionals:
- Attend industry events and conferences.
- Engage in networking opportunities provided by employers and professional bodies.
- Leverage alumni networks, such as those at DCU.
Networking is like planting seeds. It’s not just about immediate benefits but also about the long-term connections that could support your journey—or vice versa.
Final Thought
Your career is ultimately in your hands, yet mentors and supportive managers can be invaluable allies along the way. Stay curious, continue learning, and seize opportunities to build connections. The path may not be straightforward, but it will be uniquely your own.
Written by Catherine Drysdale for DCU. Original article here>>>
Connect with Catherine at catherine.drysdale@barden.ie