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Saw this gem on the front page of Reddit 🤣
Any good site/utube channel to learn SAP HANA
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McKinsey & Company Boston Consulting Group McKinsey & Company What’s the culture like at your respective Pittsburgh offices? Which practices are the strongest? Which practices do you see expanding/growing in the next 5-10 years?
Yinzer looking to make their way back home after a couple of years. Thanks!
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I think could still hire a resource to start thinking about Talent Management/Talent Development more broadly. This person could own the key aspects of TM/TD and grow the function over time as the business grows and scales.
Chief
It could be great solution if they have a budget for it. But with 120 people growth next year, they may get 2 more HC if they were lucky and I would put my money into an onboarding person with potential to grow into talent management, and a culture&talent generalist with project management skills to keep scaling...
What if the company is still around 240 (growing 50% next year)? Our team is 3 people so I’m trying to prioritize and make sure we are supporting managers next year, especially as we grow.
Given your size and current situation, this is probably not a fulltime role. I would look to hire someone for this and another role (lots of possibilities - performance coaching, leadership coaching, instructional design...). As someone else mentioned, management/leadership is not generally best served from the outside for the long term. Better to hire someone to do this half time for now, and let that role grow as the company grows and this role becomes full time, then hire someone for the other role
I’d say that’s certainly a best practice. The exact scope of the role will depend on the size of the company and the number of people managers you all have. I’ve generally seen a Director-level or Sr Manager-level resource leading manager development at a 10k+ person company.
Chief
With 240 employees you probably have about 30 people managers. For this group I would rather run 2-3 management skills trainings a years from a professional organization, it’ll cost you about 25-30K per training and will be less expensive than hiring L&D leader, who will also ask for budget to spend. Or you can just provide people with tuition reimbursement.
Hiya, L&D consultant here. The short Fishbowl answer is that a management training philosophy should harmonize your corporate culture, your business goals, and the reality of your ability to execute. If you hire someone to come in and do sporadic management trainings, you'll get short term results. Not only that, but their particular flavor of learning will change when you bring in a different trainer in the future (because honestly, you will).
You're probably going to need to hire someone to truly own a long-term solution, or at the very least make it someone's core responsibility to develop and own that curriculum. Let that individual discover/define the management training philosophy.
Chief
I would generally agree with you, but I think it overcomplicates things a bit. They are going to become 50% bigger, their culture is gonna change, and they now just need basic management skills not leadership. I think basic management skills are universal, while leadership benefits from being tied to a culture.