Page 50 - Early Winter 2014

key success factors mitigates the inherent biases we ment positions, should be consistently communi- BISON XPT. all have.” cated and posted enabling “internal mobility.” The FOR PROFESSIONAL PARK CONSTRUCTION. Conduct the session with leaders who represent absence of consistent postings means the mechanism each functional area to ensure you don’t overlook to seek out new career opportunities is not transpar- any potential rock stars, paying particular attention ent. The more positions that are filled in this man- to the “A” or “B” player who is ready to advance. ner, the more employees will distrust the job posting “We use consistent criteria as a framework to identify process and get the feeling that the system is fixed. development needs so they will be ready for the next Managers should be mindful not to rush the opportunity,” Geiger says. process even when they are faced with an urgency The benefit of focusing on high-potential to fill an opening. Equally important, they should employees is channeling more resources and coach- resist the natural inclination to hire someone from ing toward those with the greatest promise. The risk the inner circle who is just like them. Selecting the is that you may overlook great people and alienate wrong successor not only will jeopardize your brand and frustrate the rest of the employees, which can promise internally and externally, it also may create a impact morale and turnover. Employees on the negative legacy for whoever chose the person. development ladder at every level quietly simmer One key area to address is the pressure that with disappointment if they have two or three years employee mobility puts on managers. After spend- under their belt without accumulating more depth ing the time and money to hire, train, and mentor and breadth. Although there are distinct differences a team, the manager understandably wants to retain between the work styles, expectations, and career them. If an employee is transferred or promoted, perspectives of younger and older workers, we all the manager will have to start over by recruiting a need to be given the opportunity to do our best replacement. While this is unavoidable and challeng- work and to know we are making a difference. ing, managers are beginning to see that mentoring Every job opening, including coveted manage- and helping talent self-actualize is a higher calling. g It’s all about the water PRINOTH LLC Grand Junction, Colorado 970-242-7150- PRINOTH Ltd Granby, Québec 450-776-3600 50% estimated cost savings 45% reduction in rate of water use 89% increase WWW WWW.SNOMAX.COM.SNOMAX.COM.SNOMAX.COM + High torque gear ratio for maximum snow pushing WWW in volume GEARED FOR PARK BUILDING PERFORMANCE Curious? Call your snomax salesmen ® for more information. WWW.SNOMAX.COM + Optimized blade and tiller functions, inclinometer and digital measurement for increased accuracy of park shaping Phone 1-800-724-0046 - info@snomax.com + 110V inverter for grinders, saws, compressors and other power tools SNOMAX Snow Inducer is manufactured in the U.S.A. + Raised suspension for increased operator comfort during heavy dozing and shaping ® SNOMAX is a registered trademark of Snomax International ® + Premium sound system with external speakers, PA announcement system and hands-free Bluetooth capabilities Engineered by park professional for park professionals. www.prinoth.com 48 | NSAA Journal | EARLY WINTER 2014 w w w. n s a a . o rg NSAA Early Winter 2014 prepressed v5b.indd 48 10/29/14 6:08 PM