Page 2 - The Leadership Line: August 2022

Career Development

If you have an employee who could do more or already is doing more than their job
description, consider promoting them to a role that better uses their talents. Effective
August 1st, MIL has a new formal Promotion Policy. It is important that you acquaint
yourself with all the details to help you in your role as a manager. The policy can be
found here. Please speak with your HR Business Partner for more information.

The HR Team is committed to bringing you resources and information to support
your role as a coach. A management style that includes career coaching conversations
has identifiable benefits for your employees, as they will build direction and purpose
into their work, but it also has defined benefits for the company such as succession
planning, retention, and culture.

Approaches to Development

To get work accomplished, we tend to ask people to do things they already know how to do. This is particularly
true today when we must do more with less and expediency is very helpful. But if our managers are not proactively
thinking about special assignments or roles for team members with the potential for advancement, then how will
employees be able to continuously learn and grow?

Managers and leaders can tap into their employees’ talents and strengths by focusing on effective development
activities. While this sounds easy, think about this quote from Marcus Buckingham: “Most people do not use their
talent, at work, at all.” Pause and think about that statement for 10 seconds.
Here are six approaches to development that will deliver the best growth and impact to your team:

1. Formal Education – This method includes developing employees through a combination of classroom,
conferences, e-learning, hands-on exercises, self-study, or educational blogs. Like many companies,
MIL provides access to e-learning topics through MILTON. These topics include software training,
technical skills, and leadership. MIL also provides for our employees to attend professional conferences or
certifications externally. Additionally, we also offer tuition assistance so that employees can further their
education goals.

2. Job Enlargement – Job enlargement means increasing the scope of a job by extending the range
of job duties and responsibilities generally within the same level. Doing so increases the employee’s
work flexibility and at the same time reduces monotony that may creep up over time. Some of the
considerations for job enlargement are alignment with the employee’s aspirations, skill development, and
proper training for the additional responsibilities. Through job enlargement, the employee feels more
responsible and worthwhile in the organization.

Existing Job Activities

New Responsibilities

Job Enlargement