When my girls were in preschool, their standard answer to “what do you want to be when you grow up” was “Bigger!” Their answers changed a bit as they grew: butterfly entomologist, zoologist, art teacher, life guard, architect, something in film, hair stylist, YouTube star, Spider-man. All good choices.
I’m sure you have your own lists from when you were growing up. I know mine changed quite a bit, even in the last few years. Even so, I know I don’t always follow my own plan. Somewhere along the way, we start to follow the standard plans that the companies we work for layout for us. And not every organization does a good job at helping you figure out what you enjoy doing or even options for moving up or over into a new challenge. As our options increase, as the work place changes, we also need to change with it.
We are going to talk about this with our newest sponsor Fuel50. Fuel50 can help you help your employees with internal mobility, reskilling, upskilling, getting your employees into the right role! And in that light, we thought this would be a great time to talk about that internal mobility and our experiences with it.
So be sure to join us on Sunday October 11, 7 pm Eastern Time on Twitter as we talk about Internal Mobility. Never participated in a Twitter Chat? Check out this guide!
- What’s in your glass?
- What career did you dream of having when you were a child? How about now?
- What are some ways your current or past employers have supported your career movement internally?
- What are initiatives you would like to add to support internal career mobility?
- What do you think is the hardest part of helping those in leadership understand about internal career mobility?
- What are some ways you have supported (or can support) hiring managers in assisting staff with internal career mobility?
- What are ways you can help hiring managers to promote opportunities to your under-represented staff?
- How can the #HRCommunity help you this week?