Mentoring, MBO and (internal) development at Complion
Bringing personal and professional development in line with corporate goals is the pinnacle of development perspectives for young and experienced management consultants alike. Only "when everyone wins" can successful, long-term collaboration and shared success be ensured. Read this article to find out how we bring this from theory into practice.
In our series "This is Complion", we would like to introduce ourselves, our company and our values and ways of working, and give outsiders an "outside-in view".
There are many companies where a monolithic training plan is created at the beginning of the year. Employees have to go through lengthy - and sometimes cumbersome - processes to apply for their training. In the process, they often find themselves in situations where, due to project work, there is not enough time to pursue their own professional and personal development in a targeted manner.
Mentoring
To ensure continuous personal and professional development, we assign an experienced advisor to each of our employees from their first day on the job. This person does not act as a superior, but as a sparring partner and confidant. This tandem works out an individual development plan together - in mutual agreement - yes, actually on an equal footing. To this end, the individual interests and goals of the employees are first worked out. These are compared with the market requirements and needs and supplemented in a mutual decision. In this constellation, our mentors act as a source of ideas. The focus is on developing and strengthening expertise in technical and methodological skills as well as soft skills, which is why this plan is continuously compared with current project challenges, individual findings and developments.
The MbO (Management by Objectives) process
This further development plan is formalized as part of the MbO process, in which, in addition to workload targets and team targets, professional and personal further development targets and corresponding training courses are also set. The plan is not rigid, but is also reviewed during the year in regular meetings with the mentor and adjusted if necessary. This allows us to respond to short-term or intra-year requirements and changes without neglecting personal goals.
Further development
Further development at Complion takes place in various ways. On the one hand, this can be internal training, e.g. our Knowledge Friday (experience reports from projects) or Slide-Workshop (further development of methodological and content-related PPT slides) and external training (method training, tool training, certifications), on the other hand, the professional development of a topic with the aim of marketing or passing on this knowledge to colleagues. An essential part of further development naturally takes place in the project itself. Through practical application and continuous feedback from the customer as well as from one's own colleagues, the learning curve is greatest here.
This approach not only strengthens development in the short term, but can also be a plan for many years and sustainably increases the market value of our employees. Of course, colleagues also leave us and pursue new challenges, but we are convinced that only acting in the interest of our employees and supporting them in achieving their personal goals leads to sustainable and long-term cooperation and partnership.
The biggest indication for this philosophy: Many of us have been working together for more than 10 years and still continue to develop...
If you would like to get to know us better, click here and contact us.
Author: Christian Grabner