| | AUGUST 2024MANAGEHRMAGAZINE.COM9Future success is about flexibility, learning agility, dealing with ambiguity, and a high level of judgment and integrityWith this in mind, and maybe contradictory, employees and the organization should design a long-term career development, not to be ready for the next steps but to create the best development opportunity to give amplitude.As so well said by Richard Taylor (September 21) in his LinkedIn article `Became Senior Leader through critical experience,' there are eight critical experiences, described below, that could make a deal breaker in career development: 1. Start Something New / Lead a Start-Up: vision and mission, and learn how to determine a business objective and build resilience and perseverance quickly.2. Lead in a Downturn or Turn-around Situation: critical competencies, identify mission-critical (and non-critical) deliverables, practice communication skills by delivering complex messages3. Lead in a P&L: balance numerous competing initiatives and allocate company resources optimally to generate near-term positive ROI while investing for long-term profitable growth. The P&L leadership experience is a crucial steppingstone to the most senior executive roles in the business. 4. Lead in a Function: Develop business acumen to support the ever-changing business best. This is a high-collaboration role.5. Lead in a Merger of Teams/Organizations: Use business acumen and project management skills to determine how best to integrate separate teams to achieve the business goal while building diplomacy skills in communicating.6. Lead in an International Assignment: their learning agility and personal flexibility to manage diverse relationships and deal with ambiguity. Cross-cultural sensitivity7. Lead a Significant Change Initiative: Learn marketing and influence skills, managing stakeholders8. Leading without Authority: influencing skills, motivating In other words, make the beat and create the opportunity to learn. Refrain from expecting readiness and certainty. Create the opportunity to learn so your talent can make the right decisions & judgments you need. Of course, it must be balanced. When planning, you can give this opportunity to the right talent and have other parts of the organization perform critical roles. Open Conversation about Diversity and FlexibilityLast but not least, open conversations about flexibility are even more critical for diverse talent. Mobility is down (including international ones), and hybrid and remote working considerations remain at the forefront of my mind­and are not always aligned. So, both organizations and employees should have long-term development career conversations to make their best career decisions. To cease transparency and long-term planning in two-way conversations between talents and employees is the most important element in defining the right critical experience for long-term career development.
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